리더-구성원 교환관계의 이중구조: 정서적 유대감과 거래적 관계감이 조직몰입과 이직의도에 미치는 차등적 영향

초록

This study investigates the dual structure of Leader–Member Exchange (LMX) by examining the differential effects of two dimensions—emotional bond (LMX_E) and transactional relationship (LMX_T)—on organizational commitment (OC) and turnover intention (TI), and explores the relational mechanism underlying these relationships. Survey data were collected from 355 employees working in Korean organizations and analyzed using exploratory factor analysis (EFA), confirmatory factor analysis (CFA), hierarchical regression analysis, Baron and Kenny’s (1986) mediation procedure, and PROCESS Macro Model 4 with 5,000 bootstrap samples. The results showed that emotional bond (LMX_E) had a significant positive effect on organizational commitment (β = .700, p < .001), whereas transactional relationship (LMX_T) did not demonstrate a significant independent effect when entered simultaneously with emotional bond (β = .062, p = .339). Additional exploratory analyses indicated that transactional relationship exerted significant indirect effects on organizational commitment and turnover intention through emotional bond as a mediating variable (OC: β= .5064, 95% CI [.4129, .6048]; TI: β = −.4019, 95% CI [−.5391, −.2596]). These findings suggest that transactional relationship may influence organizational outcomes indirectly through emotional bond and provide exploratory support for the possibility that transactional exchange can develop into emotional exchange, as proposed in Blau’s (1964) Social Exchange Theory. The study contributes to the LMX literature by distinguishing the differential roles of emotional and transactional dimensions of LMX within the Korean organizational context.

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