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임파워링 리더십이 개인적 양면성에 미치는 영향: 직무 기반 심리적 주인의식의 매개효과와 포용적 조직 분위기의 조절효과

The Effect of Empowering Leadership on Individual Ambidexterity : Job-based Psychological Ownership as a Mediator and Climate for Inclusion as a Moderator

윤지환|김민경
한국기업경영학회 (Korean Corporation Management Association)|2022.04|기업경영연구 (Korean Corporation Management Review)|제29권 제2호|pp. 1-34

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임파워링 리더십Empowering Leadership개인적 양면성Individual Ambidexterity직무 기반 심리적 주인의식포용적 조직 분위기Job-based Psychological OwnershipClimate for Inclusion
주제분류경영학

초록

기업의 성과 달성을 위해 새로운 기회의 탐험과 기존 기능의 활용 사이에서 균형을 맞추는 조직 양면성이많은 주목을 받아 왔다. 이러한 조직 양면성을 위해서는 그 조직을 구성하는 개개인의 양면성과 이의 선행요인에 대한 연구가 중요하다. 그러나 개인 수준에서 새로운 기회의 탐험과 기존 역량의 활용에 영향을 미치는 요인과 어떠한 메커니즘으로 개인 수준에서 양면성이 촉발되는지에 대한 연구는 많지 않다. 이러한 관점에서 본연구는 임파워링 리더십이 개인적 양면성 행동에 미치는 영향과 그 과정을 자기결정이론을 이론적 논거로 하여실증적으로 검증하고자 하였다. 또한 임파워링 리더십과 개인적 양면성의 관계에서 구성원들의 직무 기반 심리적 주인의식을 매개변수로 설정하고, 포용적 조직 분위기를 조절변수로 설정하여 연구모형과 가설을 실증적으로 검증하였다. 온라인 설문 조사를 통하여 2차에 걸쳐서 수집된 431명의 데이터를 기반으로 분석한 결과에 따르면 임파워링 리더십은 개인적 양면성에 정(+)의 영향을 미치는 것으로 확인되었다. 또한 직무에 대한 심리적주인의식이 임파워링 리더십과 개인적 양면성의 관계를 매개하는 것으로 나타났다. 포용적 조직 분위기는 임파워링 리더십과 심리적 주인의식과의 관계와 임파워링 리더십과 개인적 양면성의 관계를 정(+)적으로 조절하는 것으로 나타났는데, 포용적 조직 분위기가 높을 때 임파워링 리더십의 효과가 더 강한 것으로 확인되었다. 그리고 임파워링 리더십이 직무 기반 심리적 주인의식을 매개로 개인적 양면성에 미치는 간접효과도 포용적 조직 분위기에 의해서 조절되는 것으로 검증되었다.

Abstract

Organizational ambidexterity has been growing appeal to balance exploration of new opportunities and exploitation of existing functions in order to achieve long-term corporate performance. Also it has been emphasized that individual ambidexterity plays a pivotal role in achieving organizational ambidexterity and performance. However, literature about the factors and mechanisms that influence the exploration and exploitation at the individual level and how ambexterious activities are triggered at the individual level is scant. From this perspective, this study explored the effect and process of empowering leadership on individual ambidexterity applying the self-determination theory. In addition, this study examined the mediating effect of job-based psychological ownership and moderating effect of climate for inclusion on the relationship between empowering leadership and individual ambidexterity. Data were collected from 431 employees working as a team member over a 2-week interval through the online survey. Results from the data indicated that empowering leadership has a positive (+) effect on individual ambidexterity. In addition, we found the mediating effect of job-based psychological ownership on the relationship between empowering leadership and individual ambidexterity. We also found that climate for inclusion in organization positively moderated the relationship between empowering leadership and job-based psychological ownership and the relationship between empowering leadership and individual ambidexterity such that the effect of empowering leadership on job-based psychological ownership is stronger when inclusive climate is higher. The indirect effect of empowering leadership on individual ambidexterity through job-based psychological ownership was also confirmed to be moderated by climate for inclusion.

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