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역할 스트레스 요인과 감정적 탈진의 관계에 대한 연구 - 자기효능감과 분배공정성의 조절효과 -

A Study on the Relationship between Role Stressors and Emotional Exhaustion - The Moderating Effects of Self-Efficacy and Distributive Justice -

김기태|최병권|이영
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2018.11|인적자원관리연구 (Journal of Human Resource Management Research)|제25권 제4호|pp. 95-119|DOI http://dx.doi.org/10.14396/jhrmr.2018.25.4.95

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참고문헌

키워드

자기효능감self-efficacyrole conflictemotional exhaustion감정적 탈진분배공정성역할갈등distributive justice역할모호성role ambiguity역할과부하role overload
주제분류경영학

초록

구성원이 수행하는 역할은 스트레스를 유발하는 선행요인으로서 그 간 많은 선행연구들이 역할갈등, 역할과부하, 역할모호성 등 역할 스트레스 요인과 직무소진의 하위차원 중이 하나인 감정적 탈진과의 관계를 규명해 왔다. 그러나 이러한 역할 스트레스 요인이 감정적 탈진에 영향을 미치는 과정에서 개인차 변수들이 어떠한 조절효과를 발휘하는가에 대한 연구는 상대적으로 부족하였다. 이에 본 연구는 직무요구-자원 이론에 기반하여 자기효능감은 역할 스트레스 요인의 부정적 효과를 완화시킬 수 있는 개인적 자원으로서의 역할을 수행할 수 있다는 점, 그리고 노력-보상 불균형 모델에 기반하여 분배공정성은 역할 스트레스 요인으로 인해 발생하는 노력에 대한 보상으로서의 긍정적 기능을 수행할 수 있다는 점에 착안하여, 자기효능감과 분배공정성이라는 개인차 변수가 역할 스트레스 요인과 감정적 탈진간의 관계에서 어떠한 조절효과를 발휘하는가를 검증하고자 하였다. 중국 은행에서 근무하는 중국 직장인 352명을 대상으로 설문조사를 통해 자료를 수집하여 분석한 결과, 첫째 역할갈등, 역할과부하, 그리고 역할모호성은 감정적 탈진에 정(+)의 영향을 주는 것으로 나타났다. 둘째, 자기효능감의 조절효과의 경우, 본 연구의 가설에서 예상한 바와 같이, 자기효능감이 낮은 구성원은 역할갈등과 역할과부하가 높아질수록 감정적 탈진이 증가하는 것으로 나타난 반면, 자기효능감이 높은 구성원의 경우에는 역할갈등과 역할과부하가 높아지더라도 감정적 탈진은 증가하지 않는 것으로 나타났다. 셋째, 분배공정성의 조절효과의 경우, 본 연구의 가설과 반대의 방향으로 상호작용 효과를 보여주었는데, 분배공정성을 높게 인식하는 구성원들에게서 역할갈등과 역할모호성이 높아질수록 감정적 탈진이 더욱 높아지는 것으로 나타났다. 이상의 가설검증 결과를 바탕으로 본 연구의 이론적ㆍ실무적 시사점을 제시하였으며, 연구의 한계점 및 향후 연구방향을 논의하였다.

Abstract

As employee's roles have been considered as critical predictors of job stress in organizations, prior studies have attempted to examine the effects of role stressors - role conflict, role overload, and role ambiguity - on emotional exhaustion which is one dimension of job burnout. However, there are few studies on how individual-level variables moderate the role stressors-emotional exhaustion relationship. In this respect, this study views self-efficacy as one of personal resources which diminishes the negative effect of role stressors based on job demand-resource theory and also considers perceived distributive justice which help reducing the negative effect of role stressors with a perspective of reward-effort imbalance theory. With these two perspectives, we hypothesized the moderating effects of self-efficacy and distributive justice on the relationship between role stressors and emotional exhaustion. Hypotheses were tested with a sample of 352 Chinese employees working in Banks in China. The result showed that, consistent with previous findings, role conflict, role overload, and role ambiguity were positively related emotional exhaustion. Regarding moderating effect of self-efficacy, whereas the positive relationships between role conflict and role overload and emotional exhaustion were significant for employees with low level of self-efficacy, their relationships were not significant for employees with high level of self-efficacy. However, we found the unexpected moderating effect of distributive justice. The results showed that the positive relationships between role conflict and role ambiguity and emotional exhaustion were stronger employees who perceived high distributive justice, although the absolute level of emotional exhaustion of employees perceiving low distributive justice was higher than those perceiving high distributive justice. By integrating these findings, we discussed theoretical and practical implication of this study, and also delineated the limitations and suggested agenda for future research.

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