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상사의 비인격적인 행동 유형과 구성원의 과업성과

The Types of Abusive Supervision and Task Performance

손승연|윤석화|박희태
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2014.09|인적자원관리연구 (Journal of Human Resource Management Research)|제21권 제3호|pp. 21-46|DOI http://dx.doi.org/10.14396/jhrmr.2014.21.3.21

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참고문헌

키워드

task performance과업성과과업관련 비인격적인 행동대인관련 비인격적인 행동task and relations related abusive supervision
주제분류경영학

초록

본 연구는 상사의 부정적인 행동 중 최근 가장 주목 받고 있는 상사의 비인격적인 행동에 초점을 맞추었고, 상사의 비인격적인 행동이 구성원의 과업성과에 어떤 영향을 미치는지를 확인하였다. 기존 일부 연구에서는 상사의 비인격적인 행동이 구성원의 과업성과에 부정적인 영향을 미친다고 보고하였지만, 실제 현장에서는 과업성과에 긍정적인 영향을 미치는 사례도 발견된다. 따라서 본 연구는 상사의 비인격적인 행동과 과업성과 간의 관계가 일관되지 않은 이유를 살펴보고 그 관계를 실증하고자 하는 것이 주된 목적이다. 이를 위하여 상사의 비인격적인 행동을 하나의 요인 즉, 대인관련 요인으로만 간주한 기존 연구와는 달리 상사의 비인격적인 행동을 과업관련 행동과 대인관련 행동으로 구분하여 각각의 행동이 과업성과에 미치는 영향을 검증하였다. 분석을 위한 설문조사는 민간표본에서는 상사와 구성원 192쌍, 군표본에서는 상사와 구성원 175쌍으로부터 설문지를 회수하여 분석하였다. 분석결과 상사의 비인격적인 행동은 과업관련 행동과 대인관련 행동으로 구분되었으며, 상사의 비인격적인 행동의 직접효과는 대인관련 행동만 과업성과에 부적(-)인 관계가 유의하게 나타났다. 추가분석에서 과업관련 행동과 대인관련 행동의 상호작용효과를 분석한 결과 의미 있는 결과가 나타났다. 따라서 이에 대한 연구의 시사점과 한계점 및 향후 연구방향을 제시하였다.

Abstract

This study investigates the effect of abusive supervision; a topic of leadership holds an attention to the dark and destructive side of supervisory behavior, on subordinates’ task performance. Although several studies have shown that the negative aspects of abusive supervision, in practice, there is strong likelihood that abusive supervisory behavior can actually lead to positive outcomes of subordinates. Thus, the main objective of the present study is 1) unraveling the reason of inconsistent results of the prior studies contended with the effect of abusive supervision on its performance outcomes and 2) empirically examining the relationship between abusive supervision and subordinates’ task performance. In the present study, we propose that two facets of abusive supervision, which that are labeled as task-related abusive supervision and interpersonal-related abusive supervision, differently associated with subordinates’ task performance. Analyses of empirical data collected from 192 supervisor- subordinate dyads from several different Korean companies and 175 supervisor-subordinate dyads from different Korean military camps demonstrated that the construct of abusive supervision was segregated as two sub-dimensions (i.e. task-related abusive supervision, interpersonal-related abusive supervision). In addition, the result of hierarchical regression analysis supported the negative relationship between interpersonal-related abusive supervision and subordinates’ task performance, but not on the relation between task-related abusive supervision and subordinates’ task performance. Moreover, in the additional analysis, we found a significant interaction effect of task-related abusive supervision and interpersonal- related abusive supervision on the subordinates’ task performance. Theoretical and practical implications of the study and the suggestion for future research on the topic of abusive supervision will be discussed.

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