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평가염려 완벽주의가 직무열의에 미치는 영향: 리더의 정서지능과 자기자비의 조절된 매개효과

The Effect of Evaluative Concerns Perfectionism on work engagement: Leader Emotional Intelligence and Self-Compassion Effect of Moderated Mediating

김민경
한국기업경영학회 (Korean Corporation Management Association)|2024.12|기업경영연구 (Korean Corporation Management Review)|제31권 제6호|pp. 353-380|DOI http://dx.doi.org/10.21052/KCMR.2024.31.6.353

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참고문헌

키워드

조절된 매개효과자기자비Moderated Mediation평가염려 완벽주의직무열의Work EngagementSelf-compassionEvaluative concerns perfectionism리더의 정서지능Emotional intelligence of leader
주제분류경영학

초록

본 연구는 구성원의 평가염려 완벽주의(evaluative concerns perfectionism)가 직무열의(work engagement)에 미 치는 영향력을 확인하고 리더의 정서지능(emotional intelligence of leader)과 구성원의 자기자비(self-compassion)의 조절된 매개효과(moderated mediation) 분석을 통해 연구모델의 메커니즘을 자기결정성이론(Self-Determination Theory, SDT)을 토대로 고찰하고자 한다. 조절된 매개효과 분석은 조절분석과 매개분석을 통합한 조건부 과정 분석(conditional process analysis) 기법을 활용하였다. 가설검증을 위해 다양한 직종에서 근무하는 직장인 251명 을 대상으로 설문의 측정 시기를 7일간 간격을 두어 두 차례 조사를 실시하였고 설문 문항의 간결성을 제시함으 로써 동일방법편의를 최소화하고자 하였다. 연구 결과 첫째, 평가염려 완벽주의가 직무열의에 미치는 직접효과 는 비유의적으로 나타났다. 둘째, 자기자비는 평가염려 완벽주의와 직무열의 간에 관계에서 부분 매개 하는 것 으로 나타났다. 셋째, 리더의 정서지능은 평가염려 완벽주의와 자기자비의 관계를 조절하는 것으로 나타났다. 넷 째, 평가염려 완벽주의가 자기자비를 경유하여 직무열의에 미치는 영향은 리더의 정서지능에 의해 조절되어 조 절된 매개효과는 유의적인 것으로 나타났다. 이에 본 연구는 평가염려 완벽주의가 높을수록 자기자비는 낮아지 나, 리더의 정서지능에 의해 두 변수 간의 관계는 완화되어 직무열의를 높일 수 있다는 연구모델의 인과적 메커 니즘을 확인하였다. 본 연구는 기존 심리학 연구에서 확장하여 경영학 및 기업 경영 관점에서 평가염려 완벽주 의적 특성과 행동을 이해하고, 조직 내 적용과 관리에 대한 이론적 및 실무적 시사점을 제시하였다.

Abstract

This study aims to examine the impact of evaluative concerns perfectionism on work engagement, and to explore the mechanism of the research model through moderated mediation analysis of the emotional intelligence of the leader and self-compassion of employees, based on self-determination theory(SDT). Moderated mediation analysis was conducted using conditional process analysis, a technique that integrates moderation and mediation analysis. For hypothesis testing, a survey was conducted twice with a 7-day interval on 251 employees working in various occupations, and the simplicity of the survey items was emphasized to minimize common method bias. The research results are as follows: First, the direct effect of evaluative concerns perfectionism on work engagement was found to be insignificant. Second, self-compassion was found to partially mediate the relationship between evaluative concerns perfectionism and work engagement. Third, the leader's emotional intelligence was found to moderate the relationship between evaluative concerns perfectionism and self-compassion. Fourth, the effect of evaluative concerns perfectionism on work engagement through self-compassion was moderated by the leader's emotional intelligence, and the moderated mediation effect was found to be significant. The aim of this study was to identify the causal mechanism of a research model, where higher levels of evaluative concerns perfectionism are associated with lower levels of self-compassion, but the relationship between these two variables is buffered by the leader's emotional intelligence, which can enhance work engagement. The study confirmed the causal mechanism of the research model, in which the relationship between these variables is buffered, thereby enhancing work engagement. This study extends existing psychological research to understand evaluative concerns perfectionism traits and behaviors from the perspectives of business and management, offering both theoretical and practical implications for application and management within organizations.

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