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    상향식 평정과 관련된 심리적 요인 모형의 검증- 상사-부하 교환관계 리더십을 중심으로 - = Testing a psychological model related to upward ratings

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    https://www.riss.kr/link?id=T10845328

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    다국어 초록 (Multilingual Abstract) kakao i 다국어 번역

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    한국어
    This study investigated the relationships among trust in supervisor, supervisor-related stress, leader-member exchange(LMX), and upward ratings. In particular, the main interest was in the prediction of trust in supervisor, supervisor-related stress, and leader-member exchange on upward ratings.
    Results based upon 316 Korean employees showed that trust in supervisor and leader-member exchange explained the upward ratings. Especially task competence and responsibility as facets of trust in supervisor, and respect, emotional ties and loyalty as facets of leader-member exchange explained the upward ratings. But supervisor-related stress didn't explain the upward ratings significantly.
    Based upon the results, upward ratings were associated with supervisors' task competence and responsibility through respect, loyalty, emotional ties for and with supervisors. Further, it was confirmed that fairness perception leads to the reduction in supervisor-related stress. Overall, this study suggests that upward ratings is substantially impacted by many psychological factors and we need to incorporate these variables in the model about upward rating. It will be desirable to include relevant psychological factors in the future studies related to upward ratings.
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    This study investigated the relationships among trust in supervisor, supervisor-related stress, leader-member exchange(LMX), and upward ratings. In particular, the main interest was in the prediction of trust in supervisor, supervisor-related stress, ...

    This study investigated the relationships among trust in supervisor, supervisor-related stress, leader-member exchange(LMX), and upward ratings. In particular, the main interest was in the prediction of trust in supervisor, supervisor-related stress, and leader-member exchange on upward ratings.
    Results based upon 316 Korean employees showed that trust in supervisor and leader-member exchange explained the upward ratings. Especially task competence and responsibility as facets of trust in supervisor, and respect, emotional ties and loyalty as facets of leader-member exchange explained the upward ratings. But supervisor-related stress didn't explain the upward ratings significantly.
    Based upon the results, upward ratings were associated with supervisors' task competence and responsibility through respect, loyalty, emotional ties for and with supervisors. Further, it was confirmed that fairness perception leads to the reduction in supervisor-related stress. Overall, this study suggests that upward ratings is substantially impacted by many psychological factors and we need to incorporate these variables in the model about upward rating. It will be desirable to include relevant psychological factors in the future studies related to upward ratings.

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    목차 (Table of Contents)

    • I. 서론 = 1
    • II. 이론적 배경 = 4
    • 1. 상사에 대한 평정 = 4
    • 2. 상사에 대한 신뢰 = 6
    • 3. 상사-부하 교환관계 = 7
    • I. 서론 = 1
    • II. 이론적 배경 = 4
    • 1. 상사에 대한 평정 = 4
    • 2. 상사에 대한 신뢰 = 6
    • 3. 상사-부하 교환관계 = 7
    • 4. 상사로 인한 스트레스 = 9
    • 5. 구성개념들 간의 관계 = 10
    • III. 연구 방법 = 15
    • 1. 조사대상자 = 15
    • 2. 측정도구 = 15
    • 3. 분석 방법 = 17
    • IV. 결과 = 19
    • V. 논의 = 30
    • 참고문헌 = 34
    • 영문초록 = 42
    • 부록 1 . 연구에서 사용된 설문지 = 43
    • 부록 2 . 가설적 모형 검증을 위한 LISREL 프로그램 = 47
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