군 조직 내에서 포용적 리더십이 발언행동에 미치는 영향: 포용적 리더십 프로세스 모델의 실증 연구
The Effects of Inclusive Leadership on Voice Behaviors in the Military: An empirical study of the inclusive leadership process model
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초록
구성원의 발언행동은 조직의 경쟁 우위 달성과 성공을 결정하는 데 중요한 역할을 하며, 복잡하고 모호한 환경에서 문제 해결에 큰 도움이 된다. 또한, 포용적 리더십은 현대에서 군 조직뿐만 아니라 일반 사회 조직이 도전적이고 복잡한 환경에 대응하는 데 있어 가장 적합한 리더십 행동으로 강조되고 있다. 따라서, 본 연구는 조직맥락에서 최적 구별성 이론과 포용 프레임워크를 기반으로 한 포용적 리더십 프로세스 모델을 실증함으로써, 포용적 리더십이 발언행동에 어떻게 영향을 미치는지를 탐구한다. 포용적 리더십 프로세스 모델을 검증하기 위해 부하의 소속감 욕구와 고유성 욕구가 충족되었을 때 인식할수 있는 심리적 안전감 및 심리적 임파워먼트를 매개변수로 선정하였다. 연구목적은 다음과 같다. 첫째, 조직 맥락에서 구성원의 발언행동에 영향을 미치는 포용적 리더십 프로세스 모델을 실증함으로써, 포용적 리더십이 어떻게 서로 다른 영향을 미치는지에 대한 좀 더 깊은 이해를 제공한다. 둘째, 조직 맥락에서 충분히 연구되지 못한 발언행동을 탐색함으로써, 군 조직뿐 아니라 기업경영에 필요한 실무적 시사점을 제공한다. 설문조사 대상은 대한민국 국군에 근무하는 간부로 하며, 총 12개 부대에서 최종 485부의 설문지를 분석에사용하였다. 본 연구는 선행연구 검토를 통해 가설을 설정하였으며, 구조방정식 모델 분석 결과를 바탕으로 한 가설검증 결과는 다음과 같다. 첫째, 포용적 리더십은 심리적 안전감 및 심리적 임파워먼트에 긍정적인 영향을 미친다. 둘째, 심리적 안전감은 건설적 발언 및 지지적 발언행동에 긍정적인 영향을 미치고, 방어적 발언 및 파괴적 발언행동에 부정적인 영향을 미친다. 셋째, 심리적 임파워먼트는 건설적 발언행동에 긍정적인 영향을 미치고, 지지적 발언행동에 부정적인 영향을 미친다. 넷째, 심리적 안전감은 포용적 리더십과 지지적 발언 및 건설적 발언행동 간의 관계를 긍정적으로 매개하는 반면, 포용적 리더십과 방어적 발언 및 파괴적 발언행동 간의 관계를 부정적으로 매개한다. 또한, 심리적 임파워먼트는 포용적 리더십과 건설적 발언행동 간의 관계를 긍정적으로 매개하는 반면, 포용적 리더십과 지지적 발언행동 간의 관계를 부정적으로 매개한다. 본 연구는 군 조직 맥락에서는 처음으로 최적 구별성 이론을 바탕으로 한 포용적 리더십 프로세스 모델을 실증하여 포용적 리더십 이론의 확장에 기여하고, 상대적으로 연구가 부족한 다양한 발언 유형을 이해하는 데 도움을 준다. 또한, 현재 공공 조직 및 일반 기업의 리더십 교육 프로그램에 리더의 포용성과 구성원의 심리적 안전감 및 심리적 임파워먼트를 향상시킬 수 있는 컨텐츠를 반영할 것을 제안한다.
Abstract
Voice behavior plays an important role in determining organizational initiatives and success, and helps in solving problems in a complex and ambiguous environment. Also, inclusive leadership is recently being emphasized as the most appropriate leadership for general social organizations as well as military organizations to respond to challenging and complex environments. Therefore, this study explores how inclusive leadership affects voice behavior by empirically verifying the inclusive leadership process model based on the optimal distinctiveness theory and inclusion framework in the organizational context. In order to verify the inclusive leadership process model, psychological safety and psychological empowerment that can be recognized when subordinates’ needs for belonging and uniqueness are satisfied were selected as mediators. The research purpose is as follows. First, by empirically verifying the inclusive leadership process model that affects voice behavior in the organizational context, we provide a deeper understanding of how inclusive leadership affects each other differently. Second, by exploring voice behavior that has not been sufficiently studied in the organizational context, it provides practical implications for organizational management as well as military organizations. The subjects of the survey were officers working in the Republic of Korea Armed Forces, and the final 485 questionnaires from a total of 12 units were used for analysis. In this study, hypotheses were established through review of previous studies, and the results of hypothesis verification based on the structural equation model analysis results are as follows. First, inclusive leadership has a positive effect on psychological safety and psychological empowerment. Second, psychological safety positively affects constructive and supportive voice, and negatively affects defensive and destructive voice. Third, psychological empowerment has a positive effect on constructive voice and negative influence on supportive voice. Fourth, psychological safety positively mediates the relationship between inclusive leadership and supportive & constructive voice, while negatively mediating the relationship between inclusive leadership and defensive & destructive voice. In addition, psychological empowerment positively mediates the relationship between inclusive leadership and constructive voice, while it negatively mediates the relationship between inclusive leadership and supportive voice. This study contributes to the expansion of the inclusive leadership by empirically verifying the inclusive leadership process model based on the optimal distinctiveness theory for the first time in the context of military organizations, and helps to understand various voice types that are relatively lacking in research. In addition, it is proposed to reflect contents that can improve the leader’s inclusiveness and members’ psychological safety and psychological empowerment in the current leadership training programs of public and general organizations.
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