비인격적 감독의 선행요인 고찰: 상사의 업무 과부하, Type A 성격, 번아웃이 비인격적 감독에 미치는 영향 = Antecedents of Abusive Supervision: The Effects of Supervisors’ Work Overload, Type A Personality, and Burnout on Abusive Supervision

다국어 초록 (Multilingual Abstract)

In today’s organizations, leadership is one of the most important factors of organi- zational effectiveness. However, many employees are suffering from the dark side of leadership exercised by their supervisors, which causes a great deal of negative effects and damage not only to employees but also to their organizations. Therefore, to suggest managerial solutions to the dark side of leadership, it is essential to examine potential personal and environmental factors affecting such leadership. Thus, in this study, we focused on ‘abusive supervision’(Tepper, 2000) as the dark side of leadership and explored the personal and environmental antecedents of abusive supervision. Abusive supervision is defined as employees’perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact(Tepper, 2000).
We identified supervisors’ work overload and Type A personality as environmental and personal antecedents of abusive supervision, respectively. Work overload pertains to having many responsibilities and job demands in limited time. Type A personality is a personality trait that is highly sensitive to time pressure and achievement. Prior research on the antecedents of abusive supervision has examined environmental and personal factors separately. Complementing this line of research, we examined moderation and moderated-mediation effects of Type A personality by drawing on conservation of resources theory, frustration-aggression model, affective events theory, and ego depletion theory. More specifically, we proposed the mediating effect of supervisors’burnout on the relationship between work overload and abusive supervision and the interaction effect of supervisors’Type A personality on this relationship.
In order to test our hypotheses, we used survey-based data gathered from 390 super- visor-subordinate dyads in 86 South Korean companies. To alleviate potential common method variance, we asked supervisors to report on the levels of work overload, Type A personality, and burnout. On the other hand, subordinates assessed their supervisor’s abusive supervision level. We controlled for gender, age, supervisor-subordinate dyadic tenure, and leader-member exchange in all subsequent data analyses. We used SPSS 22.0 and AMOS 18 programs as analytic tools.
The results of hierarchical regression analyses indicated that supervisors’ work overload was positively related to their burnout. This relationship was more pronounced when supervisors’ Type A personality was high than when it was low. Supervisors’ burnout was positively associated with their abusive supervision. The bootstrapping analysis showed that supervisors’ work overload exerted a significant indirect effect on their abusive supervision through burnout. Furthermore, we found a significant moderated- mediation effect, such that the indirect effect of supervisors’ work overload on abusive supervision through burnout was stronger for supervisors with high Type A personality than for those with low Type A personality. These findings contribute to the abusive supervision literature by attending to the roles of Type A personality and work overload in abusive supervision. Furthermore, the present findings offer practical implications to reduce abusive supervision in organizations.

국문 초록 (Abstract)

최근에 들어서 많은 조직에서 상사의 비인격적 감독이 발생하고 있다. 이에 따라 개인뿐만 아 니라 조직 전체적으로도 많은 피해가 발생하고 있다. 본 문제에 대한 해결 방법을 고찰하고 관리 적 방안을 마련하기 위해서는 어떠한 환경적/개인적 선행 요인들이 상사들로 하여금 비인격적 감 독에 관여하도록 하는지를 밝히는 연구가 필요하다. 본 연구에서는 환경적인 요인으로써 업무 과 부하와 개인적 요인으로 Type A 성격 요인이 상호작용하여 상사의 번아웃을 일으키고 이는 상사 의 비인격적 감독으로 이어지는 관계를 검증하는 것을 목적으로 하였다. 이에 따라 다음과 같은 가설이 도출되었다. 가설 1은 상사의 업무 과부하는 상사의 번아웃과 정(+)의 관계를 가질 것으로 예측하였다. 가설 2는 상사의 Type A 성격 변수가 업무 과부하와 번아웃 간의 관계에서 상호작용 효과를 가질 것으로 예측한다. 가설 3은 상사의 번아웃과 비인격적 감독이 정(+)의 관계를 가질 것으로 예측한다. 가설 4는 업무 과부하와 비인격적 감독 간의 관계에 대한 번아웃의 매개 효과 를 상정한다. 가설 5는 Type A의 조절된 매개 효과를 예측한다. 이러한 가설 검증을 위해 다양한 한국 기업들의 상사-부하 390쌍을 대상으로 설문조사를 실시하였다. 상사의 성별, 나이, 부하와의 재직기간, 상사-부하 교환관계를 통제한 SPSS 분석 결과, 모든 가설은 지지되었다. 즉, 상사의 업 무 과부하와 번아웃과 관계는 정(+)적으로 유의미했으며, 번아웃을 매개로 하여 비인격적 감독으로 연결되는 것으로 발견되었다. 이 과정에서 성취욕이 높거나 시간적 압박을 많이 받는 Type A 성 격을 가진 상사의 경우, 업무 과부하 상황 하에서 더 많은 번아웃을 경험하고 이에 따라 비인격적 감독 행위에 관여할 가능성이 높아진다는 점을 입증하였다.
본 연구는 앞서 비인격적 감독의 선행요인을 밝히는 연구들에서 다뤄지지 않았던 환경과 개인 변수들의 상호작용을 연구했다는 점에서 비인격적 감독 문헌의 이론적 폭을 확장하는데 기여한다. 본 연구 결과는 또한 앞으로의 비인격적 감독의 선행 요인을 밝히는 연구에 있어서 개인적 요인 과 맥락적 요인을 따로 구분하여 연구하는 것이 아닌, 둘 간의 상호작용 효과를 고려해야 한다는 시사점을 제공한다. 마지막으로 본 연구 결과를 기반으로 실무적 시사점 및 향후 연구를 위한 제 언을 제시한다.

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