임파워링 리더십이 직무성과에 미치는 영향: 업무과부하의 매개효과와 직무자원동원성의 조절효과
Effects of Empowering Leadership on Job Performance: Mediating Effect of Work Overload and Moderating Effect of Job Resourcefulness
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초록
기업의 성과 창출을 위해 리더는 구성원들이 적극적이고 능동적으로 업무를 수행할 수 있도록 임파워링 리더십을 시행한다. 본 연구는 임파워링 리더십이 업무과부하를 매개로 직무성과에 미치는 영향을 살펴본다. 또한, 직무자원동원성이 업무과부하와 직무성과의 관계에 미치는 영향을 규명한다. 실증적인 분석을 수행하기 위하여 국내 기업들의 임원급 이하 구성원들을 대상으로 설문을 수행하였다. 총 363부의 응답이 최종 분석에 사용되었다. 척도들의 타당성과 신뢰성을 검증하였고, 가설을 확인하기 위하여 회귀분석을 실시하였다. 실증분석결과, 임파워링 리더십은 구성원의 직무성과에 긍정적 영향을 미쳤다. 업무과부하는 임파워링 리더십과 직무성과 간 관계에 긍정적 매개 역할을 하는 것으로 나타났다. 직무자원동원성은 업무과부하와 직무성과 간 관계에서 유의한 부정적 조절효과를 보였다. 본 연구 결과는 임파워링 리더십, 기업경영, 조직관리 분야의 연구자 및실무자들에게 유용한 정보와 지식을 제공할 것이다.
Abstract
This study examines the effect of empowering leadership on job performance through work overload. Also, it examined the effect of job resourcing ability on the relationship between work overload and job performance. In order to carry out an empirical analysis, a questionnaire was conducted on the members under executive level of domestic companies. A total of 363 responses were used for the final analysis. The validity and reliability of the measures were verified, and regression analysis was performed to confirm the hypothesis. As a result of empirical analysis, empowering leadership had a positive effect on employees’ job performance. It was found that work overload plays a positive mediating role in the relationship between empowering leadership and job performance. Job resourcing ability showed a significant negative moderating effect on the relationship between work overload and job performance. By demonstrating another aspect of the effect of work overload that had been overlooked in the relationship between empowering leadership and job performance, this paper revealed a positive role in relation to the job performance of work overload caused by empowering leadership. In addition, the role of employees’ job resource ability, which is an important factor influencing the relationship between work overload and job performance, was newly proved. The results of this work will be useful guidelines for empowering leadership, knowledge management, and organizational management.
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