임파워링 리더십이 구성원의 직무스트레스에 미치는 양면적 영향: 자아효능감과 책임감의 매개효과와 조직지원인식의 조절된 매개효과
Two-sided Effect of Empowering Leadership on Follower’s Job Stress: The Mediation Effect of Self-efficacy and Felt Accountability and Moderated Mediation by Perceived Organizational Support
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참고문헌
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초록
본 연구에서는 임파워링 리더십이 구성원들에게 미칠 수 있는 긍정적 영향뿐만 아니라 부정적 영향의 가능성에 주목하여, 임파워링 리더십이 구성원의 직무 스트레스에 미칠 수 있는 양면적 효과를 알아보고자 하였다. 구체적으로 임파워먼트 이론과 책임의 역할 이론을 바탕으로, 구성원의 자아효능감과 책임감이 각각 임파워링 리더십과 직무 스트레스와의 관계를 매개할 것이라고 예상하였다. 또한, 조직지원인식이 자아효능감 및 책임감과 직무 스트레스와의 관계를 조절할 것이라고 가정하였다. 마지막으로, 임파워링 리더십이 자아효능감과 책임감을 매개로 직무 스트레스에 미치는 간접효과가 조직지원인식의 수준에 따라 달라질 것이라는 조절된 매개효과를 가정하였다. 본 연구의 가설을 검증하기 위해 국내 직장인 427명을 대상으로 온라인 설문조사를 실시한 결과, 임파워링 리더십과 직무 스트레스의 관계에서 구성원이 느끼는 자아효능감과 책임감의 매개효과가 모두 유의한 것으로 나타났다. 즉, 임파워링 리더십은 자아효능감을 높여 직무스트레스를 감소시키는 반면, 책임감 증가를 매개로 직무 스트레스를 높일 수 있는 양면적 효과가 있음을 확인하였다. 또한, 책임감과 직무스트레스의 관계에서 조직지원인식의 조절효과가 유의하게 나타났으며, 구체적으로 조직지원인식이 낮을 때 책임감이 직무 스트레스에 미치는 정적 영향이 더욱 강화되었다. 이와 다르게 직무 스트레스에 대한 자아효능감과 조직지원인식의 상호작용효과는 유의하지 않은 것으로 나타났다. 즉, 자아효능감이 높은 사람은 조직지원인식 차이에 관계없이 비슷한 수준의 직무 스트레스를 경험하는 것으로 확인되었다. 추가적으로, 조직지원인식은 임파워링 리더십과 직무 스트레스의 관계에서 책임감의 매개효과를 조절하는 것으로 나타나 조절된 매개효과가 검증되었다. 이러한 연구 결과를 바탕으로 본 연구의 이론적 및 실무적 시사점, 그리고 한계점과 후속 연구에 대한 제언을 논의하였다.
Abstract
In this study, we aimed to investigate the two-sided effect of empowering leadership on follower’s job stress by focusing on the potential for positive and negative effects of empowering leadership. Based on the empowerment theory and the role theory of accountability, we examined the mediating effects of self-efficacy and felt accountability and the moderated mediation effects of perceived organizational support(POS) in the relationship between empowering leadership and job stress. A total of 427 Korean employees participated in this study through an online survey. The results show that empowering leadership has indirect effects on job stress mediated by self-efficacy and felt accountability. Specifically, empowering leadership reduced job stress via increased self-efficacy, while increased job stress via increased felt accountability. Evidence was also found of the moderating role of POS: the positive relation between felt accountability and job stress was stronger for those with a low level of POS than those with a high POS. However, the moderating effect of POS was not found in the relationship between self-efficacy and job stress. In addition, the mediating effect of felt accountability was moderated by POS in the relationship between empowering leadership and follower’s job stress. Based on the results, we discuss several implications, limitations, and recommendations for future research.
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