The purpose of this study was to examine how transformational leadership moderate to relations between big 5 personality factors and emotional labor. Participants for this study were 347 employees in Gyeon-Nam & Busan, Korea. The average of their age ...
The purpose of this study was to examine how transformational leadership moderate to relations between big 5 personality factors and emotional labor. Participants for this study were 347 employees in Gyeon-Nam & Busan, Korea. The average of their age was 37.08(SD=11.682). Most of them are engaged in service jobs. The data for this study were obtained from a survey. The questionnaires were given to 600 employees, 382 of them were returned. 35 were discarded as inefficient response, then 347 of them used for final analyses.
Questionnaires for this survey study included 106 items: 50 items to measure the big 5 personality factors, 45 items to measure the transformational leadership factors, 11 items to measure the emotional labor factors. The big 5 personality scale used for this study was IPIP(International Personality Item Pool), developed by Goldberg(1999), translated Korean version by Yoo, Lee, Ashton(2004). The big 5 personality scale consist of 5 subfactors: Neuroticism, Extroversion, Openness, Agreeableness, Conscientiousness. The transformational leadership scale used for this study was MLQ Form 5-45(Multifactor Leadership Questionnaire Form 5-45), developed by Bass & Avolio(1997), translated Korean version by Kim(2009). The transformational leadership scale consist of 9 subfactors: Attributed Charisma, Idealized Influence, Inspirational Motivation, Intellectual Stimulation, Individualized Consideration, Contingent Reward, Management-By-Exception/Active, Management-By-Exception/Passive, Laisser-Faire Leadership, And 3 subfactors: Effectiveness, Satisfaction, Extra Effort. The emotional labor scale used for this study was emotional labor Scale, developed by Brotheridge & Lee(2003), Kruml & Geddes(2000), translated Korean version by Shin, et al (2008). The emotional labor scale consist of 2 subfactors: Surface acting, Deep acting. The construct validity of this instrument was tested by factor analysis. And for reliability coefficients of each subscale were calculated by Cronbach's coefficients. Collected data were analyzed using a SPSS 21.0 statistical software program. Statistical methods used for this study were Pearson correlation coefficient analysis, standard multiple regression analysis, and stepwise regression analysis for moderate effect verification.
The main results from testing for 4 hypotheses based on suggested model for this study are as follows:
First, Pearson correlation coefficient analysis showed that correlation of the big 5 personality, emotional labor and the transformational leadership and emotional labor.
Second, standard multiple regression analysis showed that interaction effect of the big 5 personality and transformational leadership on the emotional labor.
Finally, stepwise regression analysis showed that transformational leadership were moderate to relations between big 5 personality factors and emotional labor.
Results of this study suggested that individualized consideration in transformational leadership moderate to relations between big 5 personality factors and emotional labor. Specifically, individualized consideration moderate to relations between agreeableness of big 5 personality factors and deep acting of emotional labor.
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