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생산직 근로자의 제안행동에 대한 리더와 팀의 영향: 성과관리효능감과 성과코칭의 개인 및 팀 효과

The Effects of Supervisor and Team on Suggestion Behaviors of Workers in Manufacturing Setting: Performance Management Efficacy and Coaching through Individual and Team Processes

한태영|한주영
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2020.02|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제33권 제1호|pp. 35-59|DOI https://doi.org/10.24230/kjiop.v33i1.35-59

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참고문헌

키워드

TMXJustice Perception평가공정성성과코칭제안행동성과관리효능감팀원교류(TMX)Suggestion BehaviorPerformance Management EfficacyPerformance Caching
주제분류심리과학

초록

본 연구는 제조업 현장근로자의 제안행동이 생산과정의 효율성과 성과에 실질적으로 기여하는 자발적인 행동으로 보고, 성과관리 맥락에서 제안행동에 영향을 주는 다수준 과정을 통합적으로 살펴보고자 하였다. 개인 수준에서는 직속상사인 현장관리자의 성과코칭이 제안행동에 미치는 영향을, 팀 수준에서는 직속상사의 성과관리효능감이 제안행동을 자극하는 과정을 검증하였다. 또한, 현장근로자가 지각하는 성과코칭과 제안행동 간의 관계를 평가공정성이 매개하는지 검증하였고, 상위수준에서 성과관리효능감이 제안행동에 미치는 영향을 팀원교류(TMX)가 교차수준으로 매개하는지 알아보았다. 연구모형을 검증하기 위해 36개 팀의 직속상사(파트장)를 대상으로 한 설문과 138명의 현장근로자(파트원) 대상의 설문으로 자료를 수집하였다. 다수준분석 결과, 개인수준에서 평가공정성은 성과코칭과 제안행동 간의 관계를 완전매개하였고 팀 수준에서 팀원교류는 성과관리효능감과 제안행동의 관계를 교차수준에서 완전매개하였다. 추가로 대안모형을 검증한 결과, 연구모형이 더 설득력 있는 것으로 나타났다. 본 연구는 선행연구에서 간과하였던 직속상사와 동료의 영향을 확인하여 현장 근로자의 제안행동을 촉진하기 위해서는 제도 요소보다 실무 환경을 관리할 필요 있음을 밝혔다. 이를 바탕으로 시사점과 제한점, 그리고 향후 연구 과제를 제시하였다.

Abstract

The suggestion behavior of blue-collar workers is a voluntary action that may contribute to organizational effectiveness. The purpose of this study was to investigate the individual and team level processes of suggestion behavior in relation to the performance management context. At the individual level, we examined the effect of supervisor's performance coaching through workers' justice perception toward performance management. At the team level, the study investigated the effect of supervisor' performance management efficacy as a team factor to the extent to which team-member exchange (TMX) mediates at the team-level on suggestion behavior. To test the research model, data from 138 skilled engineers were collected in 36 teams of working for an automobile manufacturer. The results showed that performance management justice perception fully mediated between performance coaching and suggestion behavior, and TMX at the team level also had a full mediation effect between performance management efficacy and suggestion behavior. Further verification of alternative models has shown that the research model is more compelling. The study identified the effects of immediate superiors and colleagues that were overlooked in the previous study and found that it was necessary to manage the working environment rather than the institutional elements to facilitate the suggestion behavior of field workers. Based on this, the implications, limitations, and future research tasks were presented.

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