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korean management review - Vol. 51 , No. 3
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korean management review - Vol. 51, No. 3, pp. 761-788
Abbreviation: kmr
ISSN: 1226-1874 (Print)
Print publication date 30 Jun 2022
Received 30 Jun 2021 Revised 18 Feb 2022 Accepted 11 Mar 2022
DOI: https://doi.org/10.17287/kmr.2022.51.3.761

The Effects of Transformational Leadership on Workaholism, Job Performance and Work-family Conflict: Moderating Effect of Loyalty to Supervisor
Hyung Jin Kim ; Duksup Shim
(First Author) Chonnam national university (widgeon@hanmail.net)
(Corresponding Author) Chonnam national university (dsshim71@chonnam.ac.kr)

변혁적 리더십이 일중독, 직무성과 및 일⋅가정갈등에 미치는 영향: 상사충성도의 조절효과 검증

Copyright 2011 THE KOREAN ACADEMIC SOCIETY OF BUSINESS ADMINISTRATION
This is an open access article distributed under the terms of the Creative Commons Attribution License 4.0, which permits unrestricted, distribution, and reproduction in any medium, provided the original work is properly cited.
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Abstract

We examine the influence of transformational leadership on workaholism, job performance and work-family conflict. Also, we attempt to verify the mediating effect of workaholism between transformational leadership and job performance, and work-family conflict. Additionally, we focuses on loyalty to supervisor as a possible moderator between transformational leadership and job performance, and work-family conflict. The major findings are 1) transformational leadership was positively associated with employees’ workaholism (driven to work, enjoyment of work). 2) Loyalty to supervisor had a positive moderating effect on the relationships between transformational leadership and driven to work. 3) Enjoyment of work is positively related to job performance but, contrary to hypothesis, is also positively related to work-family conflict. Also driven to work is related to work-family conflict, but contrary to hypothesis, does not affect job performance. 4) Enjoyment or work has turned out to have full mediation effects on the relationship between transformational leadership and job performance, and work-family conflict. Also, driven to work has turned out to have a partial mediation effect on the relationship between transformational leadership and work-family conflict. Finally, the moderated mediating effect of loyalty to supervisor was statistically significant in the mediation relationship of driven to work between transformational leadership and work-family conflict.

Keywords: transformational leadership, workaholism, driven to work, enjoyment of work, job performance, work-family conflict, loyalty to supervisor
Acknowledgments

This work was supported by the Ministry of Education of the Republic of Korea and the National Research Foundation of Korea (NRF-2017S1A5B5A07062796)This study was financially supported by Chonnam National University (Grant number: 2019-3925)

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∙ The author Kim Hyung Jin is currently lecturer of management at the Chonnam National University. She received Ph. D. degree from Chonnam national university. Her current research interests are knowledge management, leadership, psychological entitlement, and management of organizational change.

∙ The author Duksup Shim is currently professor of management at College of Business Administration at Chonnam National University. He received the Ph. D. degree from Korea Advanced Institute of Science and Technology (KAIST), and served as a business analyst at POSCO Research Institute (POSRI). His current research interests are leadership, diversity management, and management of organizational change.

 
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