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윤리적 리더십이 조직시민행동에 미치는 영향 - 상사-조직 가치일치의 조절효과와 친사회적 동기의 매개효과 -

The Impact of Ethical Leadership on Organizational Citizenship Behavior - Mediating Effect of Prosocial Motivation and Moderating Effects of Supervisor-Organization Value Congruence -

손승연|손동현
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2023.12|인적자원관리연구 (Journal of Human Resource Management Research)|제30권 제5호|pp. 45-70

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참고문헌

키워드

윤리적 리더십조직시민행동organizational citizenship behavior사회학습이론social learning theory사회정체성이론social identity theoryethical leadership친사회적 동기prosocial motivation상사-조직 가치일치supervisor-organization value congruence
주제분류경영학

초록

최근의 코로나-19 펜더믹과 이로 인한 양적완화, 그리고 이어지는 인플레이션으로 인한 금리인상은 조직의 경영환경에 큰 불확실성을 초래하고 있다. 이렇게 큰 불확실성 속에서도 조직은 생존과 번영을 위해 인적자원관리 관행에 있어 큰 노력을 기울이고 있는데, 구성원의 조직시민행동이 조직의 성과와 큰 관련이 있다는 점에서 역할 외 행동을 증진하기 위한 학계와 실무적 노력이 더욱 더해지는 실정이다. 이런 맥락에서 많은 연구자들이 조직시민행동에 영향을 주는 바람직한 리더십 유형을 제안 및 실증하는 노력을 해 왔다. 그리고 다수의 연구에서 효과성이 검증된 윤리적 리더십이 조직시민행동에 미치는 영향을 살핀 국내 연구는 아직 많지 않다. 본 연구는 이러한 한계점을 보완하기 위해 다음의 세 가지 목적을 가지고 연구를 수행하였다. 첫째, 윤리적 리더십과 조직시민행동 두 변수 간의 관계를 실증적으로 확인함으로써 조직시민행동을 증진시키는 리더십 유형의 하나로 윤리적 리더십의 가치를 제시하고자 한다. 둘째, 윤리적 리더십이 조직시민행동에 미치는 영향에서 친사회적 동기의 매개효과를 검정함으로써 두 변수 사이에 나타나는 메커니즘에 대해 설명력을 높이고자 한다. 셋째, 윤리적 리더십이 친사회적 동기에 미치는 영향, 아울러 친사회적 동기를 매개로 조직시민행동에 미치는 효과를 상사-조직 가치일치가 어떻게 조절하는지 확인함으로써 윤리적 리더십 효과를 극대화하기 위해 필요한 조건을 알아보고자 한다. 가설 검증을 위한 설문조사는 군 조직의 간부를 대상으로 이루어 졌으며, 위계적 다중 회귀분석과 Process macro 분석을 통한 실증 검증을 하였다. 분석 결과 윤리적 리더십은 조직시민행동에 정(+)적인 영향을 미쳤으며, 두 변수간의 관계를 친사회적 동기가 매개하는 것으로 확인 되었다. 또한 윤리적 리더십과 친사회적 동기의 관계는 상사-조직 가치일치 정도가 높을 때만 정(+)적인 효과가 유의미하게 나타났고, 조절된 매개효과 역시 상사-조직 가치일치 정도가 높을 때만 간접효과가 유의미하게 나타났다. 본 연구는 조직시민행동을 증가시키는 데 있어 윤리적 리더십이 중요한 역할을 한다는 점을 실증하였으며, 친사회적 동기의 매개역할과 상사-조직 가치일치의 조절기능을 확인하였다. 이를 통해 윤리적 리더십과 조직시민행동 두 변수간의 관계에 있어 이해의 폭을 확대하는 이론적 기여와 함께 조직시민행동 증진을 위한 리더십 역량 교육프로그램 개발 등의 실무적 교훈을 제시한다.

Abstract

The recent COVID-19 pandemic and subsequent quantitative easing, and the following inflationary interest rate hikes have caused great uncertainty in the business environment of organizations. Despite this uncertainty, organizations are making great efforts to improve their human resource management practices to survive and thrive, and academic and practical efforts to promote extra-role behaviors are increasing as organizational citizenship behavior is highly related to organizational performance. In this context, many researchers have tried to propose and demonstrate desirable leadership types that influence organizational citizenship behavior. However, there are still not many domestic studies that examine the effects of ethical leadership, which has been shown to be effective in many studies, on organizational citizenship behavior. This study aims to address these limitations by conducting research with three objectives: First, we aim to empirically confirm the relationship between ethical leadership and organizational citizenship behavior to suggest the value of ethical leadership as one of the leadership types that promote organizational citizenship behavior. Second, we aim to increase the explanatory power of the mechanism between the two variables by testing the mediating effect of prosocial motivation on the impact of ethical leadership on organizational citizenship behavior. Third, we aim to identify the necessary conditions for maximizing the effects of ethical leadership by examining how the supervisor-organizational values congruence moderates the effects of ethical leadership on prosocial motivation and organizational citizenship behavior. The survey was conducted among military officers, and the empirical verification was conducted through hierarchical multiple regression and Process macro analysis. The results showed that ethical leadership had a positive effect on organizational citizenship behavior, and prosocial motivation mediated the relationship between the two variables. In addition, the relationship between ethical leadership and prosocial motivation was only significant when the supervisor-organizational values congruence degree was high, and the moderated mediation effect was also only significant when the supervisor-organizational values congruence degree was high. This study empirically demonstrated the important role of ethical leadership in increasing organizational citizenship behavior, and identified the mediating effect of prosocial motivation and the moderating effect of supervisor-organization value congruence. Through this, we made theoretical contributions to expanding our understanding of the relationship between ethical leadership and organizational citizenship behavior, and suggested practical lessons such as developing leadership competency training programs to promote organizational citizenship behavio.

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