Science and technology managers or heads of departments should have leadership that encourages morale by providing sufficient compensation while allowing employees to make decisions and achieve goals on their own. This is manifested in transformational leadership and transactional leadership. Transformational leadership motivates members to transcend their interests and pay attention to higher needs in order to achieve organizational goals. Transactional leadership is to set goals and achieve those goals by negotiating between leaders and members of the organization. It is a leadership that presupposes performance and rewarding.
Transformational leadership and transactional leadership are key elements that enable science and technology workers to engage in their profession with conviction and enthusiasm, and this can be seen as affecting job attitude and organizational citizenship behavior.
Science and technology workers experienced increased efficiency and increased competition through the introduction of a research Project Base System (PBS) and incorporation into other public institutions. This affects job attitudes and organizational citizenship behavior, as it gives room for change in job value perception, and the transformational leadership and transactional leadership exercised by leaders at this time affect job value perception on organizational commitment, turnover intention and organizational citizenship behavior It can be seen that it controls.
Therefore, this study aims to demonstrate the moderating effect of leadership in the influence of the perception of job value of science and technology workers on organizational commitment, turnover intention and organizational citizenship behavior.
Using the analysis results, the implications are presented and are as follows.
First, since the perception of job value has an influence on organizational commitment and turnover intention, an environment in which allows workers of government-funded research institutes to increase the perception of job value must be established.
Second, the perception of job value has an effect on organizational citizenship behavior. This indicates that when an organization member recognizes the value of the job he/she performs or the job he chooses positively, it leads to organizational commitment and leads to actions for the organization and its members.
Third, in the influence of job value perception on turnover intention, transformative leadership and transactional leadership showed a moderating effect. Therefore, supervisors have to show the people who are in their 30s and subordinates with strong intentions to turnover the transformational leadership and transactional leadership. It must be exercised to members of the organization belonging to the rank.
Fourth, it has been demonstrated that transactional leadership can reduce the effect of job value perception on organizational citizenship behavior. It means that excessive transactional leadership focuses on efficiency and achievement of goals, which can reduce organizational citizenship behavior.
Fifth, as a policy implication, It is necessary to create a policy environment so that leadership can be demonstrated.
This study proved that leadership has a moderating effect in the effect of the perception of job value on organizational commitment, turnover intention and organizational citizenship behaviors of workers in science and technology government-funded research institutes.
First, since this study analyzed the factors of job value perceived by the incumbent at the current government-funded research institutes, it was not possible to track the differences and changes from the time of entering the company and the present. A research model that can measure the degree was not presented.
Second, although the moderating effect of leadership was proved, it has only moderating effects on transformative leadership and transactional leadership, which are part of various leadership. Therefore, follow up research is necessary to prove the influence of various other leadership.
Third, this study has a limitation in not reflecting the detailed characteristics of each institution in science and technology. Therefore, a comparative study that reflects the detailed characteristics of each institution will also be meaningful.
Lastly, it is necessary to expand the subject of research to science and engineering college students or job seekers. In addition, follow up research is required to improve their image in the field of science and technology and to provide them with excellent human resources continuously.