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포용적리더십이 직무성과에 미치는 영향 - 심리적안전감의 매개효과와 권력거리의 조절효과 -

The Impact of Inclusive Leadership on Job Performance - The Mediating Effect of Psychological Safety and Moderating Role of Power Distance -

문재승|김미경
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2019.11|인적자원관리연구 (Journal of Human Resource Management Research)|제26권 제4호|pp. 83-103|DOI http://dx.doi.org/10.14396/jhrmr.2019.26.4.83

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참고문헌

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직무성과job performance권력거리psychological safetypower distance심리적안전감inclusive leadership포용적리더십
주제분류경영학

초록

리더와 구성원의 관계적 측면에서 리더십을 이해할 필요가 있다는 주장이 제기되고 있으며, 관계적리더십으로써 포용적리더십이 주목받고 있다. 포용적리더십은 구성원과의 상호작용에서 개방성, 접근성, 이용가능성을 보이는 리더로 정의된다. 최근 다수의 연구에서는 포용적리더십의 효과에 대해 관심을 가지고 실증하고 있다. 하지만 포용적리더십의 긍정적인 효과에도 불구하고 이론적 근거 및 메커니즘을 설명하는 연구는 아직 미흡하다. 또한, 리더십행동이 구성원의 태도와 성과에 영향을 미치는 정도는 상황요인에 따라 달라질 수 있으므로 포용적리더십의 효과를 보다 온전히 이해하기 위해서는 상황요인에 대한 탐색이 요구된다. 그러나 포용적리더십의 상황요인을 밝히는 연구는 드물다. 이에 따라 본 연구는 포용적리더십과 구성원의 직무성과 간의 관계에서 권력거리의 조절효과를 실증하였다. 실증분석을 위해 국내의 다양한 기업에 근무하는 306명을 대상으로 수집한 설문응답 자료를 분석하였다. 실증결과는 다음과 같다. 첫째, 포용적리더십과 직무성과 간에 유의한 관계가 나타났다. 둘째, 포용적리더십과 직무성과의 관계에서 심리적안전감의 매개효과는 유의한 것으로 나타났다. 셋째, 권력거리가 높을수록 포용적리더십이 심리적안전감에 미치는 영향력이 강화되었다. 본 연구의 실증 결과를 바탕으로 이론적, 실무적 시사점을 논의하였고, 연구의 한계와 향후 연구방향을 제시하였다.

Abstract

The importance of understanding leadership in terms of the relationship between leaders and members is emphasized. As it is becoming more relational, inclusive leadership is drawing attention. Inclusive leadership refers here to leaders who exhibit openness, accessibility, and availability in their interactions with followers. A number of recent studies have demonstrated the effectiveness of inclusive leadership with interest. Meanwhile, the extent to which leadership behavior affect the attitude and performance of a member may vary depending on the situation factors. In order to fully understand the inclusive leadership, a search for the situation factors is needed. However, few studies reveal the contextual factors of inclusive leadership. Accordingly, this study demonstrated the moderating effect of the power distance on the relationship between inclusive leadership and psychological safety. Data were collected and analyzed through a self-reporting survey of 306 employees working at domestic companies in various industries. The empirical findings of the study are as follows: first, the inclusive leadership is positively related with job performance. Second, we identified the mediating effect of the psychological safety in the relationship between inclusive leadership and job performance. Third, power distance moderated the relationship between inclusive leadership and the psychological safety. Based on the findings of this study and their implications, we discuss the limitations of this study and suggest directions for future research.

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