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선망(envy)의 유형별 선행요인과 차별적 효과

An Exploratory Study on the Antecedents and Consequences of Workplace Envy

안지영|이기현|정명호|이수경
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2015.08|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제28권 제3호|pp. 507-536|DOI 10.24230/ksiop.28.3.201508.507

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참고문헌

키워드

자기효능감신뢰self-efficacytrustprocedural justice피드백 추구행동voice behavior제언행동악의적 선망social undermining우호적 선망사회적 침해행동workplace envy
주제분류심리과학

초록

선망(envy)은 경쟁에 바탕을 둔 성과주의 운영원리 하에 조직 내 구성원들이 흔히 경험하는 현상이다. 본 연구는 선망을 악의적(malicious) 선망과 우호적(benign) 선망으로 구분하고, 두 유형의 선망을 만드는 조직 내 요인들을 탐색해 보았다. 아울러, 두 유형의 선망이 제언행동(voice behavior), 사회적 침해(social undermining), 피드백 추구(feedback seeking) 등 구성원의 성과관련 행동에 어떠한 차별적 영향을 주는지 살펴보았다. 특히, 이전의 연구들이 선망의 주체나 선망의 대상이 되는 객체들의 개인수준 특성에 연구의 초점을 맞춰왔던 것에 반해, 개인수준 요인인 자기 효능감, 대인관계 수준의 인지적 및 정서적 신뢰, 그리고 조직수준 요인으로 절차공정성 지각의 효과를 통합적으로 조사하였다. 국내 제조업, 서비스업, 금융업 등 5개 기업 31개 팀 141명을 대상으로 설문자료를 수집하여 구조방정식 모형을 통해 선망의 선행요인과 그 효과를 순차적 모형으로 검증하였다. 그 결과 자기효능감은 우호적 선망에 정(+)의 관계, 악의적 선망에는 부(-)의 관계가 있었으며, 인지적 및 정서적 신뢰 역시 같은 결과를 얻었다. 그러나 예측과 달리, 절차공정성 지각이 높아질수록 우호적 선망이 감소하는 결과를 보였다. 이와 더불어 우호적 선망이 제언행동을 증가시키고, 악의적 선망이 사회적 침해행동을 증가시켰다. 본 연구는 선망에 가장 큰 영향을 미치는 요인이 대인간 관계임을 확인하고, 선망의 효과적 관리에 기여할 수 있는 시사점을 논의하였다.

Abstract

The purpose of this study is to investigate two concepts of workplace envy - malicious envy and benign envy- and explore the factors influencing the types of envy. In addition, the study examined how malicious envy and benign envy, respectively, is related to behavioral consequences such as voice behavior, feedback seeking behavior, and social undermining. Using the data of 141 employees in 31 teams from 5 organizations in Korea, we found that three antecedents of workplace envy such as self-efficacy, affect-based trust, and cognition-based trust have positive relationship with benign envy and negative relationship with malicious envy. In addition, benign envy appears to increase voice behavior while malicious envy is related to social undermining behavior. The results imply that these two concepts exist in work settings, and have different behavioral outcomes.

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