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베트남 근로자가 인식하는 상사의 비인격적 감독과 지식은폐 행동 간의 관계: 정서적 소진의 매개효과와 직장 프렌드십의 조절된 매개효과

The Relationship between the Abusive Supervision recognized by Vietnamese workers and Knowledge Hiding Behavior: Mediating Effect of Emotional Exhaustion and Moderated Mediating Effect of Workplace Friendship

황득남|윌리암 다니엘 훈세커
한국인력개발학회 (The Korean Society For Human Resource Development)|2024.08|HRD연구 (The Korean Journal of Human Resource Development Quarterly)|제26권 제3호|pp. 37-73|DOI 10.18211/kjhrdq.2024.26.3.002

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참고문헌

키워드

정서적 소진Emotional ExhaustionAbusive Supervision상사의 비인격적 감독직장 프렌드십지식은폐 행동Workplace FriendshipKnowledge Hiding Behavior

초록

본 연구는 상사의 비인격적 감독, 정서적 소진이 지식은폐 행동에 미치는 영향과 직장 프렌드십의 조절된 매개효과를 검증하고자 하였다. 이를 위하여 베트남 근로자 307 명의 데이터를 온라인 설문조사를 활용하여 수집하였으며, 위계적 회귀분석, SPSS PROCESS MACRO를 통해 분석하였다. 분석 결과, 첫째, 상사의 비인격적 감독과 구성원의 지식은폐 행동의 정(+)적인 관계를 확인하였다. 둘째, 정서적 소진은 상사의 비인격적 감독과 구성원의 지식은폐 행동 간의 관계를 매개하는 것으로 나타났다. 셋째, 직장 프렌드십은 정서적 소진과 지식은폐 행동 간의 정(+)적인 관계를 조절하여 직장 프렌드 십의 수준이 높은 경우 정서적 소진과 지식은폐 행동 간의 정(+)적인 관계가 약화된다는 것으로 나타났다. 넷째, 상사의 비인격적 감독이 정서적 소진을 매개로 지식은폐 행동에 미치는 영향이 직장 프렌드십의 수준에 의해 조절되는 조절된 매개효과가 있는데 상사의 비인격적 감독이 정서적 소진을 매개하여 지식은폐 행동으로 이어질 때 조절된 매개효과는 직장 프렌드십이 평균 이하인 경우와 평균인 경우에만 유의한 것으로 확인 하였다. 본 연구 결과를 바탕으로 구성원의 지식은폐 행동이 유발되는 영향 관계를 밝힘으로써 조직 차원에서 지식은폐 행동을 감소시키기 위한 인적자원관리 방안 및 조직 문화 구축의 기반 마련이 필요하다는 시사점을 도출하였다. 마지막으로 본 연구의 한계 점과 후속 연구를 위한 제언을 제시하였다.

Abstract

The purpose of this study is to analyze the influence of abusive supervision and emotional exhaustion on knowledge hiding behavior and the moderated mediating effect of workplace friendship. Data of 307 Vietnamese workers were collected using an online survey, and were analyzed through hierarchical regression analysis and SPSS PROCESS MACRO. As a result of the analysis, first, a positive relationship between the abusive supervision and the members' knowledge hiding behavior was confirmed. Second, it was found that emotional exhaustion mediates the relationship between the abusive supervision and the member's knowledge hiding behavior. Third, workplace friendship moderated the positive relationship between emotional exhaustion and knowledge hiding behavior, and it was demonstrated that the positive relationship between emotional exhaustion and knowledge hiding behavior weakened when the level of workplace friendship was high. Fourth, it was demonstrated that the effect of abusive supervision on knowledge hiding behavior through emotional exhaustion is moderated by the level of workplace friendship, and when the abusive supervision mediates emotional exhaustion and leads to knowledge hiding behavior, the moderated mediating effect was found to be significant only when the workplace friendship was average or below average. Based on the results of this study, which revealed relational factors that induce knowledge hiding by employees, implications were derived suggesting the need to prepare a human resource management plan while establishing an organizational culture to reduce knowledge hiding behavior at the organizational level. Finally, limitations of this study and suggestions for future studies were presented.

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