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하이브리드 근무환경에서 상사의 임파워링 리더십은 구성원의 적응성과에 긍정적인 영향을 미쳤는가? : 잡크래프팅과 구성원 민첩성의 조절된 매개효과

In the Hybrid Work Environment, Did the Supervisor’s Empowering Leadership Positively Affect the Members’ Adaptive Performance? : Focusing on the Mediating Effect of Job Crafting and the Moderated mediating Effect of Employee Agility

윤동열|김승석|김정연
한국기업경영학회 (Korean Corporation Management Association)|2022.11|기업경영연구 (Korean Corporation Management Review)|제29권 제5호|pp. 21-49

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참고문헌

키워드

임파워링 리더십Empowering Leadership잡크래프팅Job CraftingAdaptive Performance구성원 민첩성적응성과Employee Agility
주제분류경영학

초록

COVID 19 팬데믹 장기화에 따라 많은 조직은 유연한 근무방식으로써 하이브리드 워크(hybrid work)를 도입하고 있다. 기술과 플랫폼 중심의 하이브리드 워크 전환에 따라 리더에게 과거보다 더 많은 자율성과 성과를만드는 방식을 구성원에게 지원하도록 요구하고 있다. 이에 따라 구성원에게도 자율성에 입각해 과거와 다른직무환경 변화에 빠르게 적응하고 대처하는 적응성과가 요구되고 있다. 본 연구는 자기결정이론과 사회교환이론을 중심으로 임파워링 리더십과 적응성과 간의 관계를 확인하고, 권한을 위임하는 리더와 적응성과 간의 상호과정에서 직무환경 변화에 적절히 대처할 수 있는 행동요소인 잡크래프팅의 매개효과를 확인하였다. 그리고임파워링 리더십이 잡크래프팅을 통해 적응성과에 미치는 영향에 대한 구성원 민첩성의 조절효과를 확인하여관련 연구의 폭을 확대하였다. 국내 IT제조업 종사자 259명으로부터 수집한 유효한 설문을 분석한 결과 임파워링 리더십은 적응성과에 정(+)의 영향을 미치고 있는 것으로 나타났으며, 잡크래프팅은 임파워링 리더십과 적응성과 간의 관계를 부분매개하는 것으로 나타났다. 또한, 구성원 민첩성은 잡크래프팅과 적응성과의 관계를 조절하는 것으로 나타났으며, 임파워링 리더십이 잡크래프팅을 매개하여 구성원의 적응성과에 미치는 영향력을검증하는 과정에서 조절된 매개효과를 가지는 것으로 검증하였다. 이러한 연구 결과를 바탕으로 본 연구는 하이브리드 근무환경에서 이론적 및 실무적 시사점을 제시하였다.

Abstract

With the prolonged COVID-19 pandemic, many organizations are introducing hybrid work as a flexible working method. With the transition of hybrid work based on technology and platform, leaders are required to support ways of creating more autonomy and performance for members than in the past. In addition, unlike in the past, members are also required to quickly adapt and cope with changes in other job environment based on autonomy. This study identified the relationship between empowering leadership and adaptive performance, focusing on self-determination theory and social exchange theory. It was confirmed whether job crafting, an action element that can appropriately cope with changes in the job environment, was mediated in the interaction process between empowering leadership and adaptive performance. Additionally, the scope of related research was expanded by confirming how employee agility moderates the effect of empowering leadership on adaptive performance through job crafting. As a result of valid empirical data collected from 259 domestic IT manufacturing workers, empowering leadership was found to have a positive (+) effect on adaptive performance, the partial mediating effect of job crafting was found in the relationship between empowering leadership and adaptive performance. In addition, employee agility was shown to moderate the relationship between job crafting and adaptive performance, and to moderate the mediating path (empowering leadership → job crafting → adaptive performance). Therefore, the moderated mediation effect was verified. Based on these research results, this study discussed theoretical and practical implications in the hybrid work environment.

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