CAJ | 학술논문

本研究旨在探讨组织认同和领导认同在魅力型领导对下属工作投入影响过程中的中介机制。全文以魅力型领导和认同感理论为基础,对来自国内多家企业的252名员工样本进行数据分析,结果发现：下属组织认同和领导认同作为认同感的双维构念在魅力型领导对下属工作投入的影响过程中具有中介作用。其中,组织认同在此过程中具有部分中介作用,而领导认同则发挥完全中介作用,而且组织认同和领导认同在此过程中同时存在,互不排斥。
본연구지재탐토조직인동화령도인동재매력형령도대하속공작투입영향과정중적중개궤제。전문이매력형령도화인동감이론위기출,대래자국내다가기업적252명원공양본진행수거분석,결과발현：하속조직인동화령도인동작위인동감적쌍유구념재매력형령도대하속공작투입적영향과정중구유중개작용。기중,조직인동재차과정중구유부분중개작용,이령도인동칙발휘완전중개작용,이차조직인동화령도인동재차과정중동시존재,호불배척。
Charismatic leadership has a significant impact on subordinates＇ goals and values,and their work engagement will be influenced. Therefore,it＇s quite necessary to conduct the research on the mediation mechanism in the process of charismatic leadership on subordinates＇ work engagement. To explore this mediation mechanism,this research selected two types of identification,i. e. ,organizational identification and identification with leader. The past decade has witnessed a surge of interest in any one of the above four areas,but the intersection of these research areas fell through the research crack. To fill out this gap,this research intended to use organizational identification and identification with leader as two dimensions of identification to explore the relationship between charismatic leadership and subordinates＇ work engagement,especially to research if both organizational identification and identification with leader play intermediary roles at the same time. Firstly,this paper reviewed the preliminary literature regarding the relationships among charismatic leadership,organizational identification,identification with leader,and work engagement,and then proposed a series of research hypotheses. Secondly,we built a theoretical model linking these four variables from a broad perspective. Thirdly,through questionnaire surveys of 252 employees from different companies in China,we employed statistical analysis to test our hypotheses. Hierarchical regression analyses on the sample showed that：（1） Organizational identification played a partial mediationrole in the relationship between charismatic leadership and subordinates＇ work engagement. （2） Identification with leader played a complete mediation role in the above relationship. Charismatic leadership had a positive impact on their subordinates＇ identification with leader,and in turn subordinates＇ identification with leader affected their own work engagement. （3） Subordinates＇ organizational identification and identification with leader as two dimensions of identification played intermediary roles in the above relationship at the same time. This study not only provided a new approach to the current research,but revealed important practical inspiration. This paper suggested that organizations and leaders themselves need to apply multiple approaches to improve employees＇ identification in many aspects. On the one hand,organizations should focus on cultivating charismatic leaders and improving leaders＇ charisma for employees＇ high-level identification with leader; organizations could improve members＇ organizational identification by emphasizing organizational goals and values, holding meaningful organizational activities,and so on. On the other hand,leaders could play an important role in improving organizational identification and identification with leader. In addition to helping create a good atmosphere for the organization that motivates the feeling of members＇ belonging,leaders also could improve members＇ cognitive ability and promote the internalization of organizational values by formulating and articulating inspirational vision and behaviors.