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성과관리 코칭과 피드백 환경이 인사평가 공정성에 미치는 영향

The Effects of Performance Coaching and Feedback Environment on the Fairness Perception to Performance Appraisal

한태영|이수호
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2008.02|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제21권 제1호|pp. 59-81|DOI 10.24230/ksiop.21.1.200802.59

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성과관리코칭CoachingPerformance management팀 조직인사평가 공정성다수준 방법론Team organizationFairness in performance appraisalMultilevel method
주제분류심리과학

초록

본 연구의 목적은 팀제 조직의 인사평가와 관련하여 팀장의 코칭행동과 팀 피드백 환경이 인사평가 제도에 대한 공정성 지각에 미치는 영향을 밝히는 것이다. 또, 기대-가치 이론을 활용한 팀장의 코칭동기와 온라인 의사소통 활용 정도가 팀원들이 지각하는 팀장의 코칭행동에 미치는 교차수준 영향을 연구하였다. 다양한 기업조직의 73개 팀 365명을 대상으로 팀장-팀원 설문조사를 실시하여 자료를 분석한 결과, 개인수준에서 팀원이 응답한 팀장의 코칭행동은 팀원의 공정성 지각과 정적으로 관련되는 것으로 나타났다. 다수준 분석방법을 활용하여 분석한 결과, 팀 피드백 환경이 팀원의 공정성 지각에 미치는 교차수준 직접효과는 유의미하였으나, 코칭행동-공정성 지각의 관계에 대한 피드백 환경의 교차수준 조절효과는 유의하지 않았다. 팀장의 코칭동기와 온라인 의사소통은 개인수준의 평가 공정성 지각에 정적인 교차수준 직접효과가 있었다. 이와 같은 결과를 바탕으로 팀 성과관리 맥락에서 코칭행동의 영향을 논의하였다.

Abstract

The purpose of this research was to investigate the effects of team leader's coaching and team feedback environment on members' fairness perception to performance appraisal system in team organizations. The study also tested cross-level effects of coaching motivation, that is operationalized from expectancy theory, and computer mediated on-line communication on the team leader's coaching behavior. Two-faceted (i.e., team leader & team member) survey was conducted, and data was collected from 365 individuals of 73 team in various organizations. The result showed positive relationships between team leader's coaching behavior and members' fairness perception to performance appraisal system. Multilevel analyses also revealed that team-level feedback environment had a significant cross-level direct effect on individuals' fairness perception, whereas it failed to show moderation effects on the coaching-fairness perception relationships. Coaching motivation and on-line communication showed significant positive relationships with coaching behavior. Based on these findings, theoretical and practical implications were discussed for better performance management in team-based organizations.

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