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리더-성원 인지스타일의 상호적합성과 보완적합성: 정치적 기술의 조절효과를 중심으로

Leader-Member supplementary and complementary fit on cognitive styles: Exploring the moderating effect of political skills

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주제분류경영학

초록

다수의 선행연구에서 리더-성원 교환관계(leader-member exchange, LMX)의 선행변수로 리더-성원 간의적합성(fit)을 탐구해 왔다. 그러나 그간의 리더-성원 적합성 연구는 몇 가지 한계가 있다. 리더와 성원의 유사성에 초점을 맞추는 상호적합성 위주로 연구가 이루어져 리더와 성원이 서로의 단점을 보완해주는 보완적합성에 대한 연구가 부족하였다는 점, 주로 성격, 가치 등 업무 수행과 직접적으로 연관되지 않은 영역의적합성을 살펴보았다는 점이 대표적이다. 또한 적합성과 LMX의 관계에 영향을 줄 수 있는 조절변수를 충분히 규명하지 못 하였다. 이에 본 연구는 리더와 구성원의 인지스타일에 초점을 맞추어, 인지스타일의 상호적합성과 보완적합성에 대한 대립가설을 세워 두 유형의 적합성 중 어떤 적합성이 더 LMX와 밀접한 관계가 있는지 살펴본다. 또 구성원의 정치적 기술이 상호적합성과 보완적합성의 긍정적 효과를 더 강화할 것인지 탐색한다. 가설을 검정하기 위해 수도권에 위치한 35개 기업에 재직하는 143명의 성원과 41명의 리더로 이루어진143쌍의 리더-성원에 대하여 설문조사를 실시하고, 리더와 구성원의 인지스타일을 체계적 스타일과 직관적 스타일로 나누어 측정하였다. 위계적 선형모형 분석 결과 리더-성원간 직관적 스타일의 상호적합성이LMX를 향상시키는 효과가 있었던 반면 보완적합성은 유의한 영향이 없었다. 리더, 성원의 체계적 스타일은 어느 적합성도 LMX에 유의한 영향을 주지 않았다. 한편 구성원의 정치적 기술은 리더와 구성원의 직관적 인지스타일의 상호적합성이 낮을 때 LMX가 낮아지는 현상을 완화하는 것으로 드러났다.

Abstract

Much of the literature has concentrated on leader-member fit and its impact on the leader-member exchange (LMX) relationship. However, there are several limitations in the existing literature on leader-member fit. The focus has predominantly been on supplementary fit, emphasizing the similarity between leaders and members, while overlooking complementary fit, where leaders and members compensate for each other’s shortcomings. Additionally, most studies have explored fit in areas indirectly, rather than directly, linked to job performance, such as personality and values. Furthermore, these studies have not adequately identified moderating variables that could influence the relationship between fit and LMX. In light of these gaps, this study sheds new light on the cognitive styles of leaders and members to examine which of the two types of fit is more closely associated with LMX. The study formulates opposing hypotheses on the effects of cognitive style supplementary fit and complementary fit on LMX. It also investigates whether members’ political skills reinforce the positive effects of fit. To test these hypotheses, we surveyed 143 dyads of 143 members and 41 leaders from 35 organizations in the Seoul metropolitan area, measuring the intuitive and systematic cognitive styles of leaders and members. The hierarchical linear modeling results indicate that supplementary fit of intuitive cognitive styles between leaders and employees enhances LMX, whereas complementary it shows no significant effect. Neither supplementary nor complementary fit of systematic cognitive styles had a meaningful impact on LMX. In addition, members’ political skills were found to moderate the effect of the supplementary fit such that it mitigates the negative effect of misfit on LMX

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