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코칭리더십이 조직냉소주의에 미치는 영향 : 심리적 계약위반의 매개효과와 공감의 조절된 매개효과

The Effect of Coaching Leadership on Organizational Cynicism : Mediating Effect of Psychological Contract Violation and Moderated Mediating Effect of Compassion

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주제분류경영학

초록

본 연구는 조직구성원의 조직냉소주의(organizational cynicism)를 완화하기 위한 리더십 차원의 방안을 제시하고자 하였다. 이를 위해 리더의 코칭리더십(coaching leadership)이 조직구성원의 조직냉소주의를 직접적으로완화할 수 있는지를 확인하고, 코칭리더십과 조직냉소주의 간 심리적 계약위반(psychological contract violation) 의 매개효과와 공감(compassion)의 조절효과를 규명하고자 하였다. 국내 직장인을 대상으로 설문조사를 통해 자료를 수집하였으며, 389명의 데이터를 분석하였다. 연구 결과, 첫째, 코칭리더십과 조직냉소주의 간 직접효과는유의하였다. 둘째, 코칭리더십이 심리적 계약위반을 경유하여 조직냉소주의에 미치는 간접효과는 유의한 것으로 확인되었다. 셋째, 코칭리더십과 심리적 계약위반의 관계에서, 코칭리더십과 조직냉소주의의 관계에서 각각공감의 조절(완화)효과가 확인되었다. 이러한 연구 결과는 조직냉소주의 선행요인으로 코칭리더십과 공감이 부정적 심리와 태도를 완화할 수 있는 메커니즘의 유효성을 확인하여 기존 연구 영역을 확장하는 의미를 갖는다. 또한 조직전략 관점에서 코칭리더십이 구성원의 조직심리를 개선함으로써 변화와 혁신을 지원할 수 있다는 중요한 연구 결과를 제시하고 있다. 마지막으로 연구 결과에 관한 이론적·실무적 시사점과 연구의 한계점 및 향후연구과제를 제시하였다.

Abstract

This study was intended to suggest a leadership level plan to mitigate organizational cynicism among organizational members. To this end, it was investigated whether a leader's coaching leadership can directly mitigate organizational cynicism of organizational members. Also, the mediating effect of psychological contract violation between coaching leadership and organizational cynicism and the moderating effect of compassion were investigated. Data were collected through a survey targeting domestic office workers, and the data of 389 people were analyzed. As a result of the study, first, the direct effect between coaching leadership and organizational cynicism was significant. Second, the indirect effect of coaching leadership on organizational cynicism through psychological contract violation was confirmed to be significant. Third, the moderating (mitigating) effect of compassion was confirmed. The results of this study have the meaning of extending the existing research area by confirming the effectiveness of the mechanism that coaching leadership and compassion can alleviate negative psychology and attitude as an Antecedents to cynicism. Also, from the perspective of HRD strategy, it presents important research results that coaching leadership can support change and innovation by improving organizational psychology of members. Finally, theoretical and practical implications for the study results, limitations of the study, and future research tasks are presented.

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