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군 조직의 시간 긴급성 풍토에 대한 지각이 직무 스트레스에 미치는 영향: 시간 압박의 매개 효과와 구성원의 시간 긴급성의 조절 효과

The impact of perception of an military organization's time urgency climate on job stress: the mediating effect of time pressure and the moderating effect of employee' time urgency

곽원준|김영일
한국진로·창업경영학회 (The Korean Career·Entrepreneurship & Business Association)|2024.01|한국진로창업경영학회지 (The Journal of Korean Career·Entrepreneurship & Business Association)|제8권 제1호|pp. 51-79|DOI http://dx.doi.org/10.48206/kceba.2024.8.1.51

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참고문헌

키워드

직무 스트레스Job stress조직의 시간 긴급성 풍토시간 압박구성원의 시간 긴급성Organizational time urgency climateTime pressureEmployee' time urgency

초록

조직은 경쟁우위를 확보하기 위한 목표나 과업을 달성할 때 마감(deadline)을 고려하는데, 이러한 업무 환경이나 분위기 속에서 조직 내 시간 자원을 신중하게 관리하고 구성원의 직무 스트레스를 최소화할 수 있는 효과적인 리더십을 발휘해야 한다. 본 연구는 사회 정보처리 이론과 직무요구-자원이론을 기반으로 군 조직의 시간 긴급성 풍토에 대한 지각이 시간 압박을 매개로 직무 스트레스에 미치는 메커니즘을 실증적으로 확인하였다. 이를 위해 육군 기계화부대에서 군 간부를 대상으로 설문 조사를 하였으며, 계급과 근속기간이 서로 다른 379명의 참석자 중 불성실 응답자 37명을 제외하여 최종적으로 342명을 분석하였다. 분석에는 SPSS 24를 사용하여 변수의 기술 통계량과 상관관계, 신뢰성을 확인하였고, AMOS 24를 활용하여 확인적 요인분석으로 변수의 타당성과 모형의 적합도를 확인하였다. 또한, SPSS 24를 이용하여 위계적 회귀분석을 실시하여 변수 간의 관계를 검증하였다. 시간과 관련된 기존의 연구는 개인의 성격 특성과 개인의 행동, 조직에서의 성과와의 관계에 초점을 맞추어 왔다. 또한, 조직풍토와 관련한 다양한 연구가 이루어졌지만, 조직의 시간 긴급성 풍토와 관련된 연구는 부족하였다. 따라서, 시간 긴급성에 대한 인지적 관점에서 긍정적인 성과뿐만 아니라 부정적인 결과도 고려해야 하며, 구성원의 시간 기반 성격 특성이 어떻게 자신에게 미치는 영향을 조절하는지에 관한 연구의 필요성이 제기되었다. 이에 실증 분석 결과 조직의 시간 긴급성 풍토와 시간 압박, 직무 스트레스 간에는 모두 정(+)의 관계가 있는 것을 확인하였다. 또한, 조직의 시간 긴급성 풍토와 직무 스트레스 간의 관계에서 시간 압박의 매개 효과는 유의하였다. 그리고, 조직의 시간 긴급성 풍토와 시간 압박, 직무 스트레스 간의 관계에서 구성원의 시간 긴급성은 정(+)의 조절 효과가 있었다. 본 연구는 시간과 관련된 조직풍토가 구성원들에게 미치는 부정적인 영향을 통해 리더십 이론을 확장하는데 기여하였다. 특히, 이전의 시간 긴급성에 관한 연구들은 주로 개인 또는 리더 중심의 관점을 취했지만, 본 연구는 구성원 중심의 관점으로 보완하여 조직의 시간 긴급성 풍토와 관련된 결과가 어떻게 개인에게 확장될 수 있는지에 대한 중요한 이론적 시사점을 제공하였다. 그리고, 경계조건(구성원의 시간 긴급성)에 관한 연구의 한계를 다루면서 기존 문헌을 확장하고, 조직의 시간 긴급성 풍토의 부정적 영향을 완화하기 위한 환경을 만드는 등 실무적 시사점을 제공하였다.

Abstract

In order to secure a competitive advantage, organizations need to consider deadlines when pursuing goals and tasks. In such work environments and atmospheres, effective leadership is crucial in managing organizational time resources carefully and minimizing job stress among members. This study empirically confirmed the mechanism by which perceived organizational time urgency climate mediated by time pressure affects job stress, based on social information processing theory and the job demands-resources theory. To accomplish this, a survey was conducted on military officers in a mechanized unit of the South Korean Army, and a final sample of 342 participants was analyzed after excluding 37 untruthful respondents from the original sample of 379 respondents with varying ranks and lengths of service. Descriptive statistics, correlation analysis, and reliability tests were conducted using SPSS 24, and the validity of variables and model fit were examined through confirmatory factor analysis using AMOS 24. Additionally, hierarchical regression analysis was performed using SPSS 24 to verify the relationships among variables Existing research on time has primarily focused on the relationship between individual personality traits, individual behavior, and performance in organizations. Additionally, various studies have been conducted on organizational climate, but research specifically related to organizational time urgency climate has been limited. Therefore, it is necessary to consider not only positive outcomes but also negative outcomes from a cognitive perspective on time urgency. Furthermore, the need for research on how employee time-based personality traits moderate the impact on themselves has been raised. The empirical analysis revealed that there is a positive relationship between organizational time urgency climate, time pressure, and job stress. Additionally, the mediating effect of time pressure in the relationship between organizational time urgency climate and job stress was significant. Moreover, there was a positive moderating effect of employee' time urgency in the relationship between organizational time urgency climate, time pressure, and job stress. This study contributes to expanding leadership theories by examining the negative impact of the temporal characteristics of organizational climate on members. Previous research on time urgency has mainly focused on individual or leader-centric perspectives, but this study complements it by offering important theoretical implications on how the outcomes related to organizational time urgency climate can extend to individuals from an employee-centric perspective. Furthermore, this study addresses the limitations of previous literature on boundary conditions (employee' time urgency) and provides practical implications, such as creating an environment to mitigate the negative effects of organizational time urgency climate.

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