조직 내 무례행동의 구조적 요인: 사회적 네트워크 관점

고유미(Yumi Ko),김지영(Jeeyoung Kim),정명호(Myung-Ho Chung) 한국인사조직학회 2017 한국인사ㆍ조직학회 발표논문집 Vol.2017 No.1

현대 조직 내 만연하는 은근한 폄하나 암묵적 차별 대우, 공격적인 태도를 암시하는 말과 행동 같은 무례행위(incivility)는 낮은 가시성과 모호성 때문에 관리와 통제가 어렵다. 따라서, 조직의 숨겨진 저성과원인인 무례행위를 유발시키는 선행요인을 정확하게 파악해야할 필요성이 대두되고 있다. 특히, 구성원 간의 업무의존도가 높은 현대 조직에서는 무례행동으로 인한 부정적 결과가 극대화될 수 있으므로 이를 집중적으로 관리해야 한다. 본 연구는 무례행동이 무작위적 대상에게 무차별적으로 행해지는 행위가 아닌 조직 내 권력관계를 반영하는 선택적 행동(selective incivility)이라는 점에 주목한다. 구체적으로, 무례행동이 단순히 가해자나 희생자의 개인적 특성에서 비롯되는 것이 아니라 조직구성원 간의 비유사성, 사회적 관계 등에서 발생하는 구조적(structural) 현상이라는 점에 초점을 두고, 그 선행요인을 통합적으로 밝히는 것에 목적이 있다. 이에 본 연구는 1) 첫째, 인구통계 학적 비유사성이 범주화와 편견에 기초한 배척과 차별을 발생시킬 것으로 예측하고, 무례행동 지각의 주요 선행요인로서 비유사성의 영향을 검증한다. 2) 둘째, 무례행동은 기본적으로 대인 간 상호작용에 의해 존재하는 관계적 현상(relational phenomenon)이란 점에 기초하여 두 가지 대표적인 네트워크 특성인 중심성(centrality)과 개인중심밀도(ego-density)가 구성원의 무례행동 지각에 미치는 영향을 살펴본다. 아울러 3)셋째, 위의 선행요인들이 서로 상호적인 맥락요인으로서 영향을 미칠 수 있음에 주목하여 무례행동을 증폭시키거나 제약하는 메커니즘을 밝히는 통합적인 분석틀을 구축한다. 가설검증을 위해 국내 두 기업에 소속된 277명의 직원을 대상으로 자료를 수집하였으며, 이를 통한 위계적 회귀분석을 실시한 결과, 1) 인구통계학적 비유사성은 무례행동 경험을 높이는 반면, 중심성과 개인중심밀도는 이를 낮추는 것으로서 확인되었다. 나아가서, 2) 이와 같은 구조적 변인들 간의 상호 작용 효과가 유의한 수준으로 검증되었다. 구체적 내용으로는 중심성은 비유사성의 무례행동에 대한 정(+)의 효과를 증폭시켰으며, 이와 반대로 개인중심밀도는 비유사성의 정(+)의 효과를 줄여주는 결과를 나타내었다. 특히, 인구통계학적 비유사성이 높은 비주류집단의 구성원이 네트워크상의 중심인물로 자리할 경우, 가장 높은 무례행동 경험을 하는 것을 여실히 보여준 본 연구의 결과는, 다양한 측면에서의 이론적, 실무적 시사점 도출을 가능하게 하며, 관련한 향후 연구과제와 토의 및 시사점을 본 연구의 결론부로 제시하였다. Workplace incivility is rampant in contemporary organizations. Incivility refers to low intensity deviant behaviors with ambiguous intent to harm the target and includes acts such as veiled accusation, implicit discrimination, behavioral or verbal abuse that implies thinly threats. However, it is difficult to manage or control to ameliorate these negative phenomena because of its low visibility and high ambiguity. Therefore, finding the antecedents of incivility is essential to reveal hidden causes of low organizational performance. Especially, since the contemporary organization in a competitive environment requires employees to be highly dependent on each other as to task-related working processes, the negative effects of incivility could be maximized. In this study, we focus on the fact that incivility arises from selection behaviors toward targets that represents power relations or hierarchy in organizations rather than random individual tendency. Specifically, incivility originates not simply from an individual’s characteristics but from structural relationships. The purpose of this study is to investigate the antecedents of incivility focusing on structural factors. First, we anticipate the effects of relational demography (e.g. demographic dissimilarity) on incivility which gives rise to exclusion and discrimination based on social categorization. Second, since the fact that incivility is basically occurred by interpersonal relationships, we hypothesize and analyze the impact of two essential network characteristics: individual centrality and ego-density. Third, we examine the interaction effects of demographic dissimilarity and network characteristics on perceived incivility. We tested these hypotheses through our data from 277 employees in two firms. Analysis showed the results that 1) demographic dissimilarity increases the perception of incivility whereas individual centrality and ego-density are negatively associated with incivility. Furthermore, 2) three main predictors showed significant interaction effects on incivility. In particular, centrality strengthened the effect of demographic dissimilarity on incivility, whereas ego-density weakened the positive effect of relational dissimilarity. This results imply that relational minorities, who are dissimilar with other members in their teams, are more likely to be victims of incivility when they occupy the central network positions (i.e. competent minorities). Based on these results, we discuss the theoretical and managerial implications for the future research on incivility.

팀 내 개인간 인구통계학적 비유사성과 개인성과의 관계에 관한 연구 : 비선형효과를 중심으로

성지영(Jee Young Seong)박원우(Won-Woo Park)윤석화(Seokhwa Yun) 한국인사ㆍ조직학회 2008 인사조직연구 Vol.16 No.4

본 연구의 목적은 팀 내 개인이 다른 사람과 차이나는 정도 즉, 개인간 인구통계학적 비유사성(demographic dissimilarity) 혹은 관계적 인구통계(relational demography)가 개인의 성과에 미치는 영향을 알아보기 위한 것이다. 자기범주화 관점(self-categorization perspective)과 유사성/매력 관점(similarity/attraction perspective) 및 정보/의사결정관점(information/decision-making perspective)을 바탕으로, 인구통계학적 특성 중 연령, 성별, 직급, 그리고 근속년수의 네 가지 측면에서 팀 내 구성원들 간의 관계적 인구통계를 분석하였고, 이들과 성과와의 관계를 비교분석하였다. 분석결과, 성별 비유사성 및 근속년수 비유사성과 개인성과 간의 관계는 약한 역 U자형 형태, 비선형관계를 보이는 것으로 나타났다. 이는 최근 다양성(diversity) 연구에서 성과와의 비선형관계를 제시하는 연구들과 일치되는 결과이다. 이로써 개인성과에 긍정적인 영향을 주는 적정 수준의 다양성 또는 비유사성이 존재한다는 사실을 알 수 있으며, 이는 성과관리의 책임을 지고 있는 관리자들에게도 중요한 시사점을 제시한다. Organizations are increasingly adopting work group arrangements such as cross-functional project teams that incorporate differences in functional or educational background (van Knippenberg & Schippers, 2007). Diversity is also introduced into work groups by mergers, acquisitions and joint ventures. As a result, managing diversity forms a major challenge for organizations. In this context, considerable research has focused on the distribution of demographic characteristics within work groups, and the consequences that arise (e.g., Chatman et al., 1998). Although diversity is a group characteristic, there is a stream of research on what is called relational demography (Chattopadgyay et al., 2004; Tsui & O’Reilly, 1989), which focuses on the effects of individuals’ similarity to their work group (e.g., Chatman & Flynn, 2001; Chattopadhyay, 1999) or to their leader (e.g., Tsui et al., 2002) as predictors of individual outcomes (van Knippenberg & Schippers, 2007). A recent development in this research is based largely on two related theories: what has been termed social identity theory (Tajfel & Turner, 1986) and self-categorization theory (Turner, 1987). The key questions in diversity or relational demography research are how similarities or differences between work group members affect individual outcomes or group processes and performance (e.g., van Knippenberg & Schippers, 2007). In this vein, our study explores how the relational demography in work teams can affect individual performance. In contrast to the social categorization perspective, the information/decision-making perspective emphasizes the positive effects of work group diversity. To integrate these opposing perspectives, van Knippenberg et al.(2001) propose the Categorization-Elaboration Model (CEM). This model posits that social category diversity may have a positive effect on task performance, because idea that the effects of relational demography might be curvilinear. The potentially positive effects of the relational demography on individual performance may only apply at a certain level, beyond which the lack of a common frame of reference may obstruct or prevent a full appreciation of all group members’ contributions. Thus, the following hypotheses were made: H1 : Demographic dissimilarity (Relational demography in work group) will have an inverted U-shaped curvilinear relationship to individual performance. H1a : Age dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. H1b : Gender dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. H1c : Rank (hierarchical status) dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. H1d : Tenure dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. We collected data from a private-sector firm. Participants comprised 130 employees from an electronic company located in Seoul. Relational demography and performance data were collected from the personnel records and documents of the company. We used performance appraisal ratings from supervisors and executives. The results of this study indicate that demographic dissimilarity (relational demography in work group) will have an inverted U-shaped curvilinear relationship to individual performance. The results provided support for Hypothesis 1b and Hypothesis 1d. However, the results did not support Hypothesis 1a and Hypothesis 1c. As noted above, the current study explored the curvilinear effects of relational demography on individual performance. The lack of significant curvilinear effects for age and rank dissimilarity might be explained by the organizational context in which these relational differences are embedded. The workforce at this firm had a high proportion of men (85%). Previous research has shown that the salience of demographic attributes as social categori

팀 내 개인간 인구통계학적 비유사성과 개인성과의 관계에 관한 연구 : 비선형효과를 중심으로

성지영,박원우,윤석화 한국인사조직학회 2008 인사조직연구 Vol.16 No.4

Organizations are increasingly adopting work group arrangements such as cross-functional project teams that incorporate differences in functional or educational background (van Knippenberg & Schippers, 2007). Diversity is also introduced into work groups by mergers, acquisitions and joint ventures. As a result, managing diversity forms a major challenge for organizations. In this context, considerable research has focused on the distribution of demographic characteristics within work groups, and the consequences that arise (e.g., Chatman et al., 1998). Although diversity is a group characteristic, there is a stream of research on what is called relational demography (Chattopadgyay et al., 2004; Tsui & O’Reilly, 1989), which focuses on the effects of individuals’ similarity to their work group (e.g., Chatman & Flynn, 2001; Chattopadhyay, 1999) or to their leader (e.g., Tsui et al., 2002) as predictors of individual outcomes (van Knippenberg & Schippers, 2007). A recent development in this research is based largely on two related theories: what has been termed social identity theory (Tajfel & Turner, 1986) and self-categorization theory (Turner, 1987). The key questions in diversity or relational demography research are how similarities or differences between work group members affect individual outcomes or group processes and performance (e.g., van Knippenberg & Schippers, 2007). In this vein, our study explores how the relational demography in work teams can affect individual performance. In contrast to the social categorization perspective, the information/decision-making perspective emphasizes the positive effects of work group diversity. To integrate these opposing perspectives, van Knippenberg et al.(2001) propose the Categorization-Elaboration Model (CEM). This model posits that social category diversity may have a positive effect on task performance, because it stimulates the processing of task-relevant information. From this perspective, emerges the idea that the effects of relational demography might be curvilinear. The potentially positive effects of the relational demography on individual performance may only apply at a certain level, beyond which the lack of a common frame of reference may obstruct or prevent a full appreciation of all group members’ contributions. Thus, the following hypotheses were made: H1 : Demographic dissimilarity (Relational demography in work group) will have an inverted U-shaped curvilinear relationship to individual performance. H1a : Age dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. H1b : Gender dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. H1c : Rank (hierarchical status) dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. H1d : Tenure dissimilarity will have an inverted U-shaped curvilinear relationship to individual performance. We collected data from a private-sector firm. Participants comprised 130 employees from an electronic company located in Seoul. Relational demography and performance data were collected from the personnel records and documents of the company. We used performance appraisal ratings from supervisors and executives. The results of this study indicate that demographic dissimilarity (relational demography in work group) will have an inverted U-shaped curvilinear relationship to individual performance. The results provided support for Hypothesis 1b and Hypothesis 1d. However, the results did not support Hypothesis 1a and Hypothesis 1c. As noted above, the current study explored the curvilinear effects of relational demography on individual performance. The lack of significant curvilinear effects for age and rank dissimilarity might be explained by the organizational context in which these relational differences are embedded. The workforce at this firm had a high proportion of men (85%). Previous research... 본 연구의 목적은 팀 내 개인이 다른 사람과 차이나는 정도 즉, 개인간 인구통계학적 비유사성(demographic dissimilarity) 혹은 관계적 인구통계(relational demography)가 개인의 성과에 미치는 영향을 알아보기 위한 것이다. 자기범주화 관점(self-categorization perspective)과 유사성/매력 관점(similarity/attraction perspective) 및 정보/의사결정관점(information/decision-making perspective)을 바탕으로, 인구통계학적 특성 중 연령, 성별, 직급, 그리고 근속년수의 네 가지 측면에서 팀 내 구성원들 간의 관계적 인구통계를 분석하였고, 이들과 성과와의 관계를 비교분석하였다. 분석결과, 성별 비유사성 및 근속년수 비유사성과 개인성과 간의 관계는 약한 역 U자형 형태, 비선형관계를 보이는 것으로 나타났다. 이는 최근 다양성(diversity) 연구에서 성과와의 비선형관계를 제시하는 연구들과 일치되는 결과이다. 이로써 개인성과에 긍정적인 영향을 주는 적정 수준의 다양성 또는 비유사성이 존재한다는 사실을 알 수 있으며, 이는 성과관리의 책임을 지고 있는 관리자들에게도 중요한 시사점을 제시한다.

조직 내 무례행동의 구조적 선행요인

고유미(Yumi Ko),김지영(Jeeyoung Kim),정명호(Myung-Ho Chung) 한국경영학회 2017 經營學硏究 Vol.46 No.6