Stress has been implicated as an important determinant of leadership functioning. Conversely, the behavior of leaders has long been argued to be a major factor in determining the stress levels of followers. Yet despite the widespread acknowledgement that stress and leadership are linked, there has been no systematic attempt to organize and summarize these literatures. In the present, we meta-analytically review the relationship between three leadership constructs (transformational leadership, leader-member exchange, and abusive supervision) and stress and burnout. Our analyses confirm that leader stress influences leader behavior and that leadership behaviors and leader-follower relationships are significant determinants of stress and burnout in subordinates. We build on these results to suggest new avenues for research in this domain as well as discussing how these results can inform practice with regards to leader development.

Leadership and stress: A meta-analytic review

Daily relationships between customer incivility, organizational control, self-efficacy, and service performance

Job stress of Korean workers is 87.8% which is the highest level among OECD countries(average 80%), and job satisfaction is 69% which is the lowest satisfaction much lower than the average(81) of OECD. This study aims to analyze the effect of LMX; Leader-Member Exchange regarding job stress and job satisfaction empirically. According to the result of the study of employees in special hotels in capital areas and Jeolla province, the difference between job stress and intensity showed partial differences in marital status. In addition, the mediating roles of the LMX quality showed that the only organization-related stress consisting of role conflicts and role ambiguity factors was found to be mediated by the quality of LMX in terms of the effect on job satisfaction. Also, the effect of job authority-related stress and job environment stress on job satisfaction showed that the quality of LMX didn`t have an influence.

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Mediation Effect of LMX Quality on the Relationship between Job Stress and Job Satisfaction

The role of blockchain-enabled traceability, task technology fit, and user self-efficacy in mobile food delivery applications

The purpose of this study was to investigate the factors affecting subjective well-being of Korea's office workers. To do this, this paper proposed and analyzed a theoretical model consisting of factors such as energy, work self-efficacy, work meaningfulness, organization/ supervisor support, society activity, family relationship satisfaction and subjective well-being. Data was collected using the survey method, and analyzed using structural equation model. The results from this research are as follows. First, work self-efficacy and wok meaningfulness have a positive effect on subjective well-being. Second, relationship has a positive effect on subjective well-being. In conclusion, the implication of my research is to verify some factors to predict subjective well-being of office workers in Korea. ■ keyword :∣Subjective Well-Being∣Work Self-Efficacy∣Work Meaningfulness∣Relationship∣ 접수일자 : 2013년 10월 01일 수정일자 : 2013년 11월 18일 심사완료일 : 2013년 11월 25일 교신저자 : 이종만, e-mail : jmlee@dongyang.ac.kr I. 서 론 삶의 궁극적인 목적은 행복이다[1]. 그래서인지 우리 나라 직장인들은 무한경쟁 속에서도 행복을 얻기 위해 이런 저런 일들을 벌이고 또 노심초사한다. 하지만 행 복은 잡힐 듯 잡히지 않는 삶의 화두이기도 하다. 2013 년 4월에 삼성경제연구소(SERI)가 직장인 회원들을 대 상으로 실시한 설문조사결과에 따르면, 우리나라 직장 인의 평균 행복 수준은 100점 만점 기준에 55점인 것으 로 나타났다[2]. 또한 2013년 5월 28일 경제협력개발기 구(OECD)가 발표한 행복지수(BLI: Better Life Index) 에서 1인당 국민소득이 1953년 69달러에서 2012년 2만3 직장인의 주관적 안녕감에 영향을 미치는 요인 401 천달러를 상회할 정도로 세계에서 유래가 없는 경제성 장과 발전을 경험했던 대한민국에 거주하는 직장인들 이 36개 국가 가운데 27위를 기록하기도 했다[3]. 이와 같은 결과는 경제적 풍요가 인간을 행복하게 할 것이라는 기존의 믿음을 무너뜨릴 수도 있다는 것을 의 미한다[4]. 이에 본 연구는 ‘직장인의 행복에 영향을 미 치는 요인들은 무엇인가’라는 연구 질문에 대한 해답을 구하는 과정을 통해 직장인들이 행복을 얻을 수 있는 요인들을 제시해 보고자 한다. 이를 위하여 선행연구 조사를 바탕으로 행복에 대해 이해하고 더 나아가 직장 인의 행복에 영향을 미치는 요인들을 파악하여 직장인 행복에 대한 연구 모형 및 가설들을 개발하고자 한다. 이후 설문조사 및 설문 자료 분석과 해석을 통해 제시 된 연구 모형과 가설을 실증하고자 한다. 직장인의 행 복에 영향을 미치는 요인에 대한 실증연구는 즐겁게 성 장하는 행복한 직장인이 되는 실용적인 혜안을 줄 것으 로 생각된다. II. 관련 연구 1. 주관적 안녕감에 대한 이해 행복이라는 주제는 오랫동안 철학적 범주에서만 탐 구되어왔지만 최근 과학적 접근이 시도되고 있다[5]. 초 기의 행복 과학 연구자들은 추상적이었던 행복이라는 개념을 측정할 수 있는 정도까지 구체화하는 연구에 주 안점을 두었다. 행복은 일반적으로 다양한 분야에서 자 기 삶에 대한 만족과 편안함을 느끼는 상태라고 정의되 는데[6], 행복을 과학적으로 탐구하는 연구자들은 이와 같은 행복의 정의를 바탕으로 행복을 측정할 수 있는 도구를 개발하였다. 이 중 인기 있는 것은 1984년에 에 드 디너(Ed Diener)교수가 제안한 평안하다는 뜻의 안 녕(安寧)에 주안점을 둔 주관적 안녕감(Subjective Well-Being: SWB)이다[7]. 에드 디너 교수는 Andrews 와 Withey의 삶의 만족 연구 결과[8]에 긍정 정서와 부 정 정서를 포함하여 구성한 주관적 안녕감이란 개념을 사용하여 쾌락적 측면에 주안점을 둔 행복감을 설명하 였다[7]. 즉, 에드 디너는 삶의 만족도가 높고 긍정적 정 서 경험은 자주 발생하지만 부정적 정서 경험은 가끔 발생하는 상태를 행복이라고 해석하였다[7]. 이후 리프 (Ryff)는 정서적 관점뿐만 아니라 다양한 심리적 관점 을 고려한 행복감의 필요성을 역설하면서, 자아수용, 긍 정적 대인관계, 자율성, 환경에 대한 지배력, 삶의 목적, 개인의 성장 등으로 구성된 심리적 안녕감 (psychological well-being) 개념을 삶의 질에 영향을 미치는 요인으로 제시하였다[9]. 여기서 주관적 안녕감 과 심리적 안녕감 간의 관계를 정리하면, 주관적 안녕 감은 삶의 만족도와 긍정적 정서, 부정적 정서의 경험 정도를 기준으로 개인의 행복을 설명하는 개념[10]인 반면에 심리적 안녕감은 개인이 사회적 맥락에서 얼마 나 잘 기능하는가를 의미하는 개념이다[11]. 따라서 심 리적 안녕감은 주관적 안녕감에 영향을 미치는 요인 정 도로 이해할 수도 있다. 국내에서도 최근 서은국과 구 재선[5]이 삶의 만족, 긍정적 정서, 부정적 정서로 구성 된 단축형 행복 척도(COMOSWB)를 개발하여 주관적 안녕감을 쉽고 간편하게 측정할 수 있게 하였다. 2. 직장인의 주관적 안녕감 영향 요인에 대한 연구 직무 만족 결정요인에 대한 연구 보고는 꾸준하였지 만, 직장인의 주관적 안녕감에 주안점을 둔 연구는 거 의 발표되지 않고 있다. 최근 직장인 회원들을 대상으 로 행복 관련 설문을 실시한 결과를 보고한 예지은 외 4인의 SERI 발표[2]도 보고서 수준에 머물러 있다. 이 에 본 연구는 직장인의 주관적 안녕감에 영향을 미치는 요인들을 SERI의 행복 보고서와 직무 만족 관련 기존 연구를 토대로 [표 1]과 같이 정리하였다. 첫째, 주관적 안녕감을 결정하는 주요 요인인 심리상 태에 대한 연구로는 조직에서의 스트레스와 직무 만족 및 성과 간 관계와 관련된 20년 간의 연구 자료를 분석 한 Sullivan과 Bhagat의 연구를 들 수 있다[12]. 국내 연 구의 경우를 살펴보면, 김금순과 유성모는 스트레스 대 처능력은 주관적 안녕감에 영향을 미치는 요인임을 실 증하였으며[13], 구재선과 서은국은 개인의 심리적 요 인이 주관적 안녕감에 영향을 미친다는 분석 결과를 보 고하였다[14]. 둘째, 직장인의 고유한 특성인 업무와 관 련된 결과변인은 주로 업무 만족 내지 그 성과가 주를 이 한국콘텐츠학회논문지 '14 Vol. 14 No. 1 402

Factors Affecting Subjective Well-Being of Office Worker

PurposeThis study aims to explore how and when managers' job crafting contributes to their service performance. The first objective of the research was to assess the mediating relationship between franchised restaurant managers' job crafting, work engagement and service performance. Its second objective was to examine the moderating effect of organizational control systems on the job crafting–work engagement relationship.Design/methodology/approachThe authors administered paper-and-pencil surveys to 235 franchised restaurant managers in South Korea. The authors tested their hypotheses via Process 3.5 macro and bootstrapping.FindingsThe results confirmed the mediating effect of work engagement on the relationship between job crafting and work engagement. Furthermore, this relationship was more pronounced when the headquarters used a high level of outcome-based control systems and a low level of behavior-based control systems.Originality/valueDistinct from studies that have examined service employees' job crafting, this study uncovers the role of managerial job crafting in service performance. The findings contribute to service theory and practice by providing novel insights into the interplay between managerial job crafting and organizational control systems.

How and when does job crafting contribute to franchised restaurant managers' service performance? The moderation of headquarter control systems

The purpose of this study is to examine the effect of leader-member exchange(LMX) on employee`s affective commitment and continuance commitment focusing on the mediating role of job stress. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. The sample included 482 employees. Structural equation modeling(SEM) was employed to test the hypothesized relationships in the conceptual model. This study shows that the proposed model is reasonably fit to the actual data. Empirical results indicate that LMX has a negative impact on employee`s job stress, has a positive impact on employees` affective commitment and continuance commitment. Employees` job stress has partially mediated effect on the relationship between LMX and employees` affective commitment, but has not mediated effect on the relationship between LMX and employees` continuance commitment.

Effect of Leader-member Exchange on Affective Commitment and Continuance Commitment: The Mediating Role of Job Stress

This study examined the multilevel model that explains how the interaction effect of resonant leadership and gender identity influences proposed outcomes through the mediating role of psychological capital. We performed a multilevel analysis by conducting an online survey using multisource data from the 104 team/project leaders and 527 team members of nine major Indian IT companies. The results demonstrated that psychological capital positively and significantly mediated the relationship between resonant leadership and work performance. The mediation role was stronger when androgynous identity attenuated the relationship between resonant leadership and psychological capital at a higher level. The study adds a unique lens to the literature of resonant leadership and proposes outcomes by validating it through the hierarchical linear modelling principle and efficient statistical procedures. This is the first study to empirically confirm the multilevel moderation mediation process wherein psychological capital mediates the relationship between resonant leadership and work performance, subject to the leader's androgynous identity level. 

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Multilevel analysis of resonant leadership and subordinate’s work performance during COVID-19: a study of the indian software industry

Drawing on conservation of resources theory, this study examined the moderating role of ethical leader behavior in the effects of daily perceived job insecurity on work outcomes the next day (i.e., work engagement and customer-directed helping) through occupational regret the next morning among frontline service employees working in adverse work situations (i.e., the coronavirus disease pandemic). Using experience sampling method, data were collected from 135 frontline service employees across five consecutive workdays. The results showed that daily perceived job insecurity had a negative indirect effect on work engagement and customer-directed helping the next day through (increased) occupational regret the next day in the morning. In addition, ethical leader behavior moderated the negative indirect effect of daily perceived job insecurity on next-day work engagement and customer-directed helping through next-morning occupational regret. Specifically, these negative effects were especially stronger among employees who had observed low levels of ethical leader behavior the previous day. The theoretical implications of the present findings for researchers and their practical implications for managers are discussed. 

https://link.springer.com/content/pdf/10.1007/s10551-022-05140-y.pdf

Struggling to Stay Engaged During Adversity: A Daily Investigation of Frontline Service Employees’ Job Insecurity and the Moderating Role of Ethical Leader Behavior

Yuh-Soon Shin

Papers

How and when does job crafting contribute to franchised restaurant managers' service performance? The moderation of headquarter control systems

Daily relationships between customer incivility, organizational control, self-efficacy, and service performance

Effect of Leader-member Exchange on Affective Commitment and Continuance Commitment: The Mediating Role of Job Stress

Multilevel analysis of resonant leadership and subordinate’s work performance during COVID-19: a study of the indian software industry

Struggling to Stay Engaged During Adversity: A Daily Investigation of Frontline Service Employees’ Job Insecurity and the Moderating Role of Ethical Leader Behavior