상사의 임파워링 리더십이 조직 구성원의 정서적 조직몰입에 미치는 영향 -직무 스트레스의 매개효과와 적응적 인지적 정서조절전략의 조절된 매개효과를 중심으로-

초록

This study examines the effect of empowering leadership on employees’ affective organizational commitment and analyzes the roles of job stress and adaptive cognitive emotion regulation strategies in this process, drawing on the Job Demands-Resources (JD-R) theory. An online survey was administered to 320 employees working in Korean private companies, and 270 valid responses were used for the final analysis. Empowering leadership, job stress, adaptive cognitive emotion regulation strategies, and affective organizational commitment were measured using validated instruments, and hierarchical regression analyses along with moderated mediation analysis were conducted. The findings indicate, first, that empowering leadership significantly reduces job stress while enhancing affective organizational commitment. Second, job stress partially mediates the relationship between empowering leadership and affective organizational commitment, confirming that empowering leadership enhances employees’ commitment by alleviating job-related stress. Third, adaptive cognitive emotion regulation strategies moderate the relationship between job stress and affective organizational commitment, demonstrating a significant moderated mediation effect in which employees with higher levels of adaptive cognitive emotion regulation experience a weaker decline in affective commitment under stressful conditions. These findings highlight the role of adaptive cognitive emotion regulation strategies as a personal resource that has been relatively understudied within the JD-R framework. They further suggest that, to enhance organizational agility and employees’ affective commitment, organizations should focus not only on developing empowering leadership but also on strengthening employees’ emotional regulation capabilities through HRD initiatives and organizational development interventions.

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