상사신뢰, 정서적 몰입, 직무성과의 관계: 진성리더십의 역할

Although various attempts have been made to interpret the image of leader’s authenticity, it is also true that there are still possibilities that have not yet been expressed in terms of the interaction. In particular, the design is important for tasks that are essential as affiliated members, but more attention may be required for the process created by performance. In addition, when commitment is also predicted as an attitude or outcome variable, it is judged that there is a lack of various discussions on the essence involved in formation. Therefore, this study built a frame that connects trust, commitment, and performance based on affective events theory. Furthermore, it focused on affective commitment as a mediating role adding explanations of the model, and established the moderating effects that reflected authentic leadership. This study used survey data collected from 283 office workers for an empirical analysis of the proposed hypothesis. The results showed that affective commitment played a partial mediating role on the relationship between trust in supervisor and job performance. And it was confirmed that authentic leadership had the mod- erating effects. That is, as authentic leadership was a higher level, so trust in supervisor had stronger positive effects on affective commitment. Additionally, the indirect effects of affective commitment, located in the middle of supervisor trust and job performance, were positively stronger, when authentic leadership was a higher level. That is, affective commitment was proven to play a moderated mediating role. And then, this study discussed managerial implications for the consideration of the mechanism through affective commitment which is a center of the model, and a role of authentic leadership.