상사의 비인격적 감독이 부하의 태도에 미치는 영향 : 상호작용공정성의 매개효과를 중심으로
The Mediating Effects of Interactional Justice on the Relationship between Abusive Supervision and Subordinate's Job Attitudes
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상사의 비인격적 감독이 부하의 태도와 행동에 미치는 다양한 연구에도 불구하고, 양자 간의 관계를 체계적으로 설명하기 위한 메커니즘에 대한 연구는 상대적으로 부족하였다. 본 연구는 상사에 의한 비인격적 감독이 부하들의 태도에 미치는 효과가 상호작용 공정성 지각수준에 의해 설명되어질 수 있는지를, 이론연구에 기초한 가설설정과 경험 자료를 통한 실증분석을 통해 연구하였다. 7개 조직에 종사하는 금융업 사무직 근로자들을 대상으로 이루어진 실증연구결과에 의하면, 상사의 비인격적 감독은 부하가 지각하는 상호작용 공정성 수준에 부(-)의 효과를 지니는 것으로 나타났다. 또한 부하의 상호작용 공정성 지각은 부하의 태도인 조직몰입에 정(+)의 영향을 미치는 것으로 나타났으며, 이직의도에는 부(-)의 영향력을 갖는 것으로 나타났다. 아울러 부하가 지각하는 상호작용 공정성 수준은 상사의 비인격적 감독과 부하의 조직몰입과 이직의도 간의 관계에서 매개역할을 하는 것으로 밝혀졌다. 연구결과에 대한 논의 및 결론에서 실증분석의 결과가 지니는 의미와 한계, 앞으로의 연구방향에 대해 구체적으로 제시하였다.
Abstract
In this study, we tested the relationship between abusive supervision of supervisors and subordinate's job attitudes. Also, the mediating role of interactional justice between abusive supervision and subordinate's job attitudes was also tested. Based on related theory and literature review, 5 hypotheses were developed and tested. Questionnaires were distributed to 360 employees from 7 financial organizations. Among the returned questionnaires, 287 samples were used for empirical study. According to the results, abusive supervision of supervisors had significant negative effects on subordinate's perceptions of interactional justice. Furthermore, subordinate's perceptions concerning interactional justice had positive effects on subordinate's commitment regarding the organization and negative effects on subordinate's turnover intention. In particular, the results suggest that subordinate's perceptions of interactional justice mediate the relationship between abusive supervision and subordinate's job attitudes. Implications and directions for future research are discussed in the discussion and conclusion sections.
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