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조직지원지각과 조직정치지각이 공유책임감을 매개로 팀혁신과 팀성과에 미치는 영향에 관한 연구

Shared Responsibility as a Mediator of Perceived Organizational Support and Perceived Organizational Politics on Team Innovativeness and Team Performance

김문주
한국기업경영학회 (Korean Corporation Management Association)|2020.10|기업경영연구 (Korean Corporation Management Review)|제27권 제5호|pp. 99-118

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참고문헌

키워드

팀성과Perceived Organizational Support조직정치지각Perceived Organizational PoliticsTeam PerformanceShared ResponsibilityTeam Innovativeness팀혁신공유책임감조직지원지각
주제분류경영학

초록

본 연구는 팀으로 과업을 수행하고 있는 종업원들을 대상으로 그들의 업무에 대한 공유책임감이 실제 팀혁신과팀성과에 긍정적인 영향을 미치고 있는지 실증적으로 검증하고 있다. 지금처럼 팀제가 확산되고 팀성과는 곧 조직성과로 이어진다는 점에서 팀원들이 함께 수행하고 있는 과업에 대해 책임감을 공유하는 것이 그 어느때 보다도중요한 이슈가 되고 있다. 특히 조직의 적극적인 서포트를 인지하는 조직지원지각과 조직 내 정치적인 행동을 인지하는 조직정치지각이 공유책임감을 가져오는 선행요인으로 설정함으로써 그 영향력을 검정하였다. 금융업, 제조업, 서비스업에서 팀을 기반으로 업무를 수행하는 종업원들을 대상으로 팀수준의 연구를 진행한 결과, 조직지원지각을인지하는 팀에서는 상호호혜성의 원칙에 따라 높은 공유책임감을 느끼고 이는 긍정적인 팀혁신과 팀성과로 이어짐을 검증하였다. 반면 팀 내 정치적인 행동이 인지될 경우, 팀원들의 공유책임감이 감소됨으로써 팀혁신과 팀성과에 부정적인 영향을 미치는 것으로 나타났다. 이러한 연구결과를 바탕으로 이론적이고 실무적인 함의점에 대해논의하였다.

Abstract

This research examines the effects of shared responsibility and its antecedent conditions on team innovativeness and team performance. The organizational changes within current corporations, given the horizontal spread of team systems, can utilize the felt responsibility of all employees who have outstanding capabilities for team task. The ability of team members to share responsibility is the key to the overall functioning of the team organization. This study proposes that perceived organizational support and perceived organizational politics would be antecedents of share responsibility because these two constructs can show organizational climate for team functioning respectively. I also hypothesized the shared responsibility has positive effect on team innovativeness and team performance. To verify the effect of shared responsibility, I tested hypothesis at the team level. The analysis conducted on 152 teams of employees in the fields of manufacturing industry, financial industy, and service industry showed that perceived organizational support has a positive effect on share responsibility and perceived organizational politics has a negative effect on share responsibility. Both perceived organizational support and perceived organizational politics were all crucial antecedent conditions for shared responsibility. And shared responsibility has positive effects on team innovativeness and team performance. In addition, shared responsibility as a mediator of perceived organizational support and perceived organizational politics was found to have a significant mediating effect on the actual team innovativeness and team performance. Based on these findings, I strongly recommend that team-based organizations shift the focus on individual responsibility to the shared responsibility. I also discuss managerial implications of this claims in details.

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