진성리더십과 직무성과 관계에서 갈등의 매개효과 연구
The Study of Mediating Effects of Conflict on the Relationship between Authentic Leadership with Job Performance
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초록
경제 세계화의 지속적인 진전과 사회 경제의 급속한 발전으로 인해 기업의 경쟁은 더욱 치열해지고 기업 경쟁의 초점이 물리적 자본 경쟁에서 인적 자본 경쟁으로 점차 변화해 가고 있다. 인적자원의 질은 기업의 직무성과에 직접적으로 영향을 미치며 기업의 생존 및 발전과 밀접하게 관련되어 있다. 이에 따라 조직의 리더에 대한 기대는 더욱 높아졌다. 조직의 리더들은 높은 윤리적 수준을 바탕으로 구성원과 투명한 의사소통을 통해 동기부여하고, 자기 결정권을 높여주어 급변하는 새로운 환경에 잘 적응하도록 훈련시켜야 하며, 이를 통해 구성원의 직무성과를 높여주어, 지속적인 기업 성장을 가능하도록 해야 한다. 이런 측면에서 최근 진성리더십이 주목받고 있다. 특히, 현대사회는 조직의 규모가 커지고 복잡해짐으로써 조직 내 상호작용하는 과정에서 여러 가지 갈등상황이 발생하고 있다. 따라서 조직의 리더들은 이러한 갈등을 관리하거나 완화시키는 리더십을 발휘해야 한다. 본 연구는 조직 상황에서 상사의 진성리더십이 상사와 구성원 간 갈등에 어떤 영향을 미치는지, 그 영향으로 과업성과와 조직시민행동에 어떠한 변화를 주는지에 대해 실증적으로 살펴보고자 한다. 본 연구를 위해서 중국 기업의 직장인을 대상으로 약 1주간 설문조사가 실시되었으며 365부의 설문지를 배부하였다. 이 중 성실하지 않은 응답을 제외한 245부의 설문지를 분석하였다. 실증연구 결과는 다음과 같다. 첫째, 상사의 진성리더십은 갈등에 부적인(-) 영향을 미쳤다. 둘째, 갈등은 개인지향 조직시민행동에는 부적인(-)인 영향을 미쳤지만, 과업성과와 조직지향 조직시민행동에는 유의미한 영향을 미치지 못하였다. 셋째, 갈등의 매개효과는 진성리더십과 개인지향 조직시민행동 간의 관계에서만 나타났다. 그 외 진성리더십과 과업성과 및 조직지향 조직시민행동 간의 관계에서는 매개효과가 나타나지 않았다. 지지되지 않은 가설에 대해서는 추가분석을 통해 그 이유를 살펴보았다. 그리고 연구의 요약과 함께, 시사점, 한계 및 향후연구방향을 제시하였다.
Abstract
With the continuous progress of economic globalization and the rapid development of the social economy, the competition of the enterprises becomes more intense and urgent. The focus of the enterprise competition is gradually changing from the physical capital competition to the human capital competition. The quality of human resource takes effect on the companies’ work performance directly, and which also be closely related to the survival and development of an enterprise. As a result, expectations for the leader of the organization become even higher. As a leader of an organization, it is necessary to make their employees to adapt a new environment continuously, and to improve the performance of their members, to improve organizational citizenship behavior, and to play a leadership role in sustaining corporate growth. Also, as the size of the organization grows and the complexity of the modern society develops rapidly, various conflicts happened in the process of interaction inside of the organization. Conflict is an important issue which is inevitable in any organization, therefore Chinese companies should take measures to address these issues. So in this environment, it requires the authenticity of the leader. The purpose of this study is to investigate the effect of intrinsic supervisor's authentic leadership on the conflict between supervisor and member, and the effect of the task performance and organizational citizenship behavior. For this study, a total of 365 questionnaires were given to employees who work in Chinese companies for about one week, and 245 questionnaires were analyzed excluding 120 Untrustworthy responses. The results of the empirical research are as follows. First, it is confirmed that authentic leadership has a positive effect on organizational performance of the members, organizational citizenship behavior for individual, and organizational citizenship behavior for organization. Second, it is confirmed that authentic leadership of supervisor has a negative effect on conflict between supervisor and member. Third, conflicts between employer and employee have a negative effect on organizational citizenship behavior for individual, and there is no significant relationship between task performance of organization members and organizational citizenship behavior for organization. Fourth, Conflicts between employer and employee show partial mediation between authentic leadership and organizational citizenship behavior for individual. We can also concluded that there is no mediating effect between the task performance of members of an organization and organizational citizenship behavior for organization.
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