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임파워링 리더십과 선제적 행동의 관계에서 기본심리욕구의 매개효과 - 한국인과 중국인을 대상으로 -

Mediating Effects of Basic Psychological Needs in the links Empowering Leadership and Proactive Behaviors - Focused upon Korean and Chinese Employees -

공란란|지성호|강영순
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2017.11|인적자원관리연구 (Journal of Human Resource Management Research)|제24권 제4호|pp. 33-60

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basic psychological needs임파워링 리더십기본심리욕구선제적 행동empowering leadership자율성 욕구유능성 욕구피드백 추구행동발언행동feedback seeking behaviorvoice behavior관계성 욕구needs for autonomyneeds for relatednessneeds for competenceproactive behaviors
주제분류경영학

초록

리더십 발현과정에는 사회·문화적 맥락으로 인해 차이가 발생할 수 있으나, 국내에서 수행된 다수의 리더십 연구에서는 이러한 특징을 고려하는데 한계가 있다. 이러한 원인은 연구대상을 한국인으로 국한하기 때문으로 판단된다. 이에 본 연구에서는 한국인과 중국인을 연구대상으로 설정하여 리더십 영향력 과정에서 나타나는 차이를 실증적으로 비교하고자 하였다. 이를 위해, 임파워링 리더십, 기본심리욕구, 선제적 행동을 연구의 주요 개념으로 설정하였다. 구체적으로 임파워링 리더십의 기본심리욕구(자율성, 관계성, 유능성 욕구)에 대한 영향력을 확인하고, 기본심리욕구의 선제적 행동(피드백 추구행동, 발언행동)에 대한 영향력 관계를 설정하였다. 다음으로 임파워링 리더십과 선제적 행동(피드백 추구행동, 발언행동)의 관계에서 기본심리욕구(자율성, 관계성, 유능성 욕구)의 매개효과를 검증하고자 하였다. 연구목적을 달성하기 위한 자료는 번역타당성 검증과정을 거쳐 설문지를 완성하였으며, 한국인과 중국인으로부터 수집하였다. 연구대상별 총 330부의 설문지를 배부하여 회수된 자료 가운데 불성실하게 응답한 자료를 제외하고, 한국인 303명, 중국인 301명으로부터 획득된 자료를 분석하였다. 가설검증을 위한 과정에서 측정도구의 타당성과 신뢰성은 연구대상을 통합하여 분석을 수행하였으며, 상관관계 및 가설검증은 연구대상을 분리하였다. 연구결과를 정리하면, 임파워링 리더십의 기본심리욕구 만족에 대한 영향력, 기본심리욕구 만족의 선제적 행동에 대한 영향력, 기본심리욕구 만족의 매개효과 경로에서 연구대상에 따른 차이가 확인되었다. 이러한 결과는 글로벌 경영환경에서 임파워링 리더십을 발휘하는 경우 추종자의 국적에 따른 차이를 고려한 접근을 제안하고 있으며, 기본심리욕구 만족에 있어 임파워링 리더십의 역할을 확인하는 계기를 제공하고 있다.

Abstract

In the leadership literature, the process of leadership emergence is likely to be different by social and cultural context. However, a lot of studies associated with leadership which have carried out are limited to reflect those components because they have merely focused on the one sample, Korean. Thus, it is more tough to account for the difference by different research targets and it is a shortcoming to explain an effective leadership in the international business. Accordingly, the current study empirically tries to demonstrate the differences, that occur in the process of leadership emergence, by comparing Korean and Chinese samples. Specifically, the authors suggest the following three major points they will be examined; effects of empowering leadership on basic psychology needs (i.e. autonomy, relatedness, and competence), mediating mechanism by basic psychology needs in the relationships between empowering leadership and proactive behavior (i.e. feedback seeking behavior and voice behavior) between Korean and Chinese. In order to investigate the hypothesized model, both data from 303 Korean employees and 301 Chinese employees were collected after confirming a translating validation test. The translation validation was carried out re-translation process by Chinese natives and pilot test in Chinese organizations. Considering the main purposes of the current research, the procedure of analysis was conducted in the both approaches; the integrated samples were utilized in the measurement validation and reliability, and the sample was classified in main effects and mediation. The results are follows. empowering leadership had significant effects in most of paths except for need for relatedness in Chinese case. Need for competence was only associated with feedback seeking behavior, and voice behavior in Korean case, but needs for autonomy and competence were positively associated with feedback seeking behavior, and voice behavior in Chines case. In the mediation, it was demonstrated both that need for competence partially mediated the links between empowering leadership and feedback seeking behavior and voice behavior in Korean employees, and in Chinese employees, needs for autonomy and competence partially mediated the links between empowering leadership and feedback seeking behavior and voice behavior. These empirical results help to understand the importance of empowering leadership to fulfilling basic psychological needs of employees and to producing proactive behaviors. It contributes to expand research area of empowering leadership and verifies the main role of empowering leadership for the intrinsic motivation. This results advance comprehending international human management in showing empowering leadership. Moreover, this paper contributes to extend to literatures of basic psychological needs and provides chance for facilitating researches about employees needs.

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