진정성 리더십이 구성원의 주관적 경력성공에 미치는 영향 : 팔로워십을 통한 조직공정성의 조절된 매개효과

Although modern studies of human resource competencies support balanced consideration of both leadership and followership in organizational research, interest and research for followership continue to be sluggish compared to leadership. This imbalance between leadership and followership can undermine organizational operations by causing inefficiencies in organizations' response to recent rapid and unpredictable environmental changes. This imbalance can also impose serious burden to leadership in selecting and leveraging key information among the explosively growing information based on recent advanced IT technologies. Meanwhile, the proportion of so-called MZ generation members in the organization continues to increase, and they have a variety of values about life and work compared to older members. In addition to objective indicators of success such as salary and promotion, they tend to consider subjective aspects of their careers such as satisfaction with their careers and work-life balance. In other words, the proportion of members who value subjective and psychological success as much as or more than the success of objective indicators and vertical hierarchies is expanding. Therefore, this study takes balanced consideration of authentic leadership and followership as leading factors in the dimension of competencies that can positively affect the members' perceptions of subjective career success. Considering the typical workflow in the organization, the mediation model has been established that includes indirect path in which followership mediates the ef- fect of authentic leadership to subjective career success. Then more in-depth analysis was conducted by considering organizational justice as a moderating variable for each direct and indirect path of the mediation model. For organizational justice, moderating effect was analyzed on each of the sub-dimensions - distributive justice, procedural justice, and interactional justice - taking into account the discriminative characteristics among the dimensions. The re- search model validated in this study is shown below. The analysis showed that both direct and indirect paths in the mediation model have significant positive effects. Subsequently, the analysis of moderating effect of organizational justice on each of the direct and indirect paths of the mediating model showed that the moderated mediation effect of organizational justice through followership is significant in all three sub-dimensions. Specifically, the effect of authentic leadership on subjective career success mediated by followership has been further strengthened when organizational justice is in high level. On the other hand, the moderating effect of organizational justice on the direct path between authentic leadership and subjective career success was not significant at all three sub-dimensions.