리더－구성원 교환관계(LMX)가 조직몰입 및 이직의도에 미치는 영향: 세대 조절효과에 대한 탐색적 검증

초록

[Purpose] This study examines the effects of Leader－ Member Exchange (LMX) on organizational commitment and turnover intention and tests whether generational differences (MZ Generation vs. Generation X) moderate these relationships. [Methodology] Data were collected from 355 employees in Korean manufacturing and service firms and analyzed using SPSS 26.0 and PROCESS Macro v4.2 (Model 1). LMX was modeled as a higher－ order construct integrating affective (7 items) and transactional (4 items) exchanges, showing high reliability (α＝.974). Conditional process analysis was used to test moderation effects. [Findings] LMX significantly increased organizational commitment (B ＝.726, p＜.001) and decreased turnover intention (B＝－.398, p＜.001). However, generational differences did not moderate these relationships (OC: ΔR²＝.0001, p＝.774; TI: ΔR²＝.0002, p＝.754), and group differences were negligible (Cohen’s d≤0.17). Post－ hoc power analysis indicated low statistical power (0.058), suggesting that the observed effects were extremely small. [Implications] LMX operates as a stable mechanism across generations; thus, organizations should prioritize leader－ member relationship quality over generation－ based strategies.

키워드