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상사에 대한 팔로워십이 공유리더십에 미치는 영향에서 업무의 가상성(virtuality) 및 부하의 변화지향적 가치의 조절효과

The Effect of Followership Behavior on Employee’s Shared Leadership - The Moderating Effects of Work Virtuality & Follower’s Change-oriented Value -

한태영|김정민|이준석
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2020.12|인적자원관리연구 (Journal of Human Resource Management Research)|제27권 제5호|pp. 29-47|DOI http://dx.doi.org/10.14396/jhrmr.2020.27.5.29

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참고문헌

키워드

공유리더십팔로워십value congruenceshared leadership가치일치followership behavior업무 가상성변화지향적 가치work virtualitychange-oriented value
주제분류경영학

초록

본 연구는 공식적 리더에 초점을 두는 팔로워십이 팀 구성원들간에 수평적, 집합적으로 발휘하는 공유리더십에 미치는 효과를 밝히고자 하였다. 이는 현대 조직에서 역할과 책임을 공유하는 분산된 리더십(distributed leadership)을 확대하는 흐름에 부응하는 구성원의 행동을 찾고자 함이다. 그 과정에서 최근의 정보통신기술의 변화에 따라 증가하는 업무환경 특성을 반영하는 업무 가상성(virtuality)의 조절효과를 검증하였다. 가상성은 비대면 업무환경에서 시간과 공간의 제약을 극복하는 데 기여를 하고 있는 지원적 기술이지만, 리더십을 공유하는 과정에서는 팔로워십의 효과를 약화시킬 가능성을 밝히고자 하였다. 부하의 변화지향적 가치는 최근 조직에서 중요시하는 것으로, 이 가치는관계적 관점에서 조작화하여 조절효과를 검증하였다. 공식적 리더인 팀장과 비교하여, 부하의 변화지향적 가치가 높을 때 팔로워십-공유리더십 관계를 촉진하는 조절효과를 보았다. 부하의 변화지향적 가치가 더 높아서 불일치할 때, 팔로워십에 의해 구성원들이 공유리더십을 보다 원활하게 발휘하는 현상을 검증하고자 한 것이다. 본 연구를 수행하기 위해 국내 다양한 조직의 근로자 305명을 대상으로 설문을 수집하였다. 수집한 자료를 바탕으로 위계적 다중회귀분석을 실시한 결과, 팔로워십 행동이 공유리더십에 정적인 영향을 미치는 것으로 나타났으며, 팔로워십과 공유리더십의 관계에서 가상성의 조절효과가 유의하게 나타났다. 또한, 변화지향적 가치의 조절효과도 유의미한 것으로 나타났으며, 부하의 변화적 가치가 리더보다 더 높을 때 팔로워십을 통한 공유리더십을 더 강하게 발휘하는 패턴으로 나타났다. 연구결과를 토대로 본 연구의 학문적 시사점과 실무적 시사점을 제시하고, 제한점과 향후 연구에 대한 시사점을 제시하였다.

Abstract

The purpose of this study is to find out the effect of followership based on formal leadership relationship on shared leadership, which is the horizontal and collective influence among team members. This aims to find the behavior of members in response to the trend of expanding distributed leadership that shares roles and responsibilities in modern organizations. In the process, the moderation effect of work virtuality, which reflects the characteristics of the work environmental changes in ICT, was investigated. Virtuality is an assistive technology in a non-face-to-face work environment, but it was intended to reveal the possibility of weakening the effectiveness of followership. The change-oriented value was operationalized from a relational point of view, and tested the moderation effect. The study also examined the moderation effect of promoting the followership-shared leadership relationship when followers’ change-oriented value is high compared to that of the formal the team leader. The purpose of this study was to verify the phenomenon in which members are more likely to demonstrate shared leadership through followership when there is a discrepancy due to the higher change-oriented value of the follower. To conduct this study, a survey was collected from 305 workers from various organizations in Korea. From results of hierarchical multiple regression analysis, it was found that the followership behavior had a positive effect on the shared leadership, and the moderating effect of virtuality was significant in the relationship between the followership and the shared leadership. In addition, the moderating effect of change-oriented value was also found to be significant, and when the change value of subordinates was higher than the leader, it appeared to be a pattern that exerts stronger shared leadership through followership. Based on the results of the study, the academic implications and practical implications were suggested, and limitations and implications for future studies were presented.

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