The Relationship among Perceived CEO Leadership, CEO Trust, Self-efficacy, Job Satisfaction and Organizational Commitment of Employees in Excellent Small and Medium-sized Enterprises

The purpose of this study was to identify the relationship among perceived CEO leadership which had been discussed in human resource development and organization development study, self-efficacy, trust, job satisfaction and organizational commitment of employees in excellent small and medium-sized enterprises. The population of this study was employees of QCEE(Quality Competition Excellent Enterprises), which were awarded as excellent small and medium-sized enterprises from 2005 to 2008 by the Ministry of Knowledge Economy in Korea. Using the purposive sampling technique, 21 enterprises were sampled for this study. The data were collected by e-mail and post, and 297 were used for analysis after data cleaning. Collected data were analyzed by using the SPSS 15.0 statistics package at the significant level of 0.05. The major findings of this study were 1) the level of CEO leadership was different by the number of employees, establishment year and sales volume of the companies, also by employees gender, age, education, job field and job position in the companies, CEO's job style and age, 2) CEO leadership had significantly positive relationship with trust, self-efficacy, job satisfaction and organizational commitment, 3) the degree of trust had unstable mediating effect among compulsive leadership, transactional leadership, transformational leadership and job satisfaction. Also trust didn't have any mediating effect among leadership and organizational commitment. The degree of self-efficacy had unstable mediating effect among transactional leadership, transformational leadership and satisfaction and organizational commitment. Based on the results of this study, some recommendations were made as 1) future researches should identify the characteristics of CEO leadership in various type of businesses based on this study, 2) the relationship among CEO leadership, job satisfaction and organizational commitment can be adapted to human resource development practices.