Open AccessThe effect of the work meaning on organizational commitment
Author(s) -
Miae Lee,
Min Kim,
Byungkeol Lee,
Jinkook Tak
Publication year - 2018
Publication title -
han'gug simlihag hoeji. san'eob mich jo'jig/korean journal of industrial and organizational psychology
Language(s) - English
Resource type - Journals
eISSN - 2671-4345
pISSN - 1229-0696
DOI - 10.24230/kjiop.v31i1.221-248
Subject(s) - transformational leadership , psychology , organizational commitment , social psychology , meaning (existential) , variance (accounting) , multilevel model , work (physics) , leadership style , organizational citizenship behavior , business , mechanical engineering , engineering , psychotherapist , accounting , machine learning , computer science
The study was designed to investigate the effects of employees’ work meaning on organizational commitment and the moderating effect of transformational leadership on the relationship between work meaning and organizational commitment. Data were collected from 1,000 employees via online survey. Results of hierarchical regression analyses showed that work meaning explained an additional 26.1% of variance in organizational commitment with controlling demographic variables. Also among three factors of work meaning, self-actualization was the most important factor in explaining organizational commitment, and was followed by making a living and social relationships in order. Transformational leadership was found to play a moderating role on the relationship between self-actualization work meaning and organizational commitment. The higher transformational leadership of leaders was, the stronger relationship between self-actualization and organizational commitment was. This study showed that organizational commitment is influenced by work meaning and leadership style, and interactions of the two variables. Finally, the implications and limitations of this study and suggestions for the future research were discussed.