리더의 분노표출이 일탈행동에 미치는 영향: 분노반추의 매개효과와 상호작용공정성의 조절된 매개효과를 중심으로 = The Effects of the Leader's Anger-out on Deviant Behavior: Focusing on the Mediations of Anger Rumination and Interactional Justice

다국어 초록 (Multilingual Abstract)

The goal of this study is to verify the mechanism through which the leader's anger-out influences subordinates' deviant behavior. For this purpose, this study investigates not only the direct effect of the leader's anger-out on deviant behavior, but also its indirect effect through anger rumination and whether this indirect effect is moderated (through moderated mediation) by perceived interactional justice. A survey was conducted on employees of companies in various industries, and the samples were analyzed using PROCESS macro (Hayes, 2013). A preliminary survey was performed to strengthen the reliability and validity of the measurement tools, and the common method bias was minimized by conducting the survey in two parts with a one-week time interval placed in-between to separate the measurement of the independent and mediating variables and that of the dependent variable. Also, positive and negative affectivity and neuroticism, an individual personality characteristic, as control variables.
The findings confirmed the direct effect of the leader's anger-out on deviant behavior. The indirect effect of the leader's anger-out was also verified, where the leader's anger-out strengthened anger rumination to cause an increase in deviant behavior. Furthermore, interactional justice was found to moderate between the leader's anger-out and anger rumination in the form of moderated mediation (conditional indirect effect). That is, the indirect effect of the leader's anger-out on deviant behavior through anger rumination strengthened when there is a higher level of interactional justice. These findings empirically verify the mechanism through which the leader's anger-out influences subordinates' deviant behavior and expands the existing leadership research. The theoretical and practical implications of this research as well as its limitations and suggestions for further studies are discussed.

국문 초록 (Abstract)

본 연구의 목적은 리더의 분노표출이 조직 구성원의 일탈행동에 미치는 메커니즘을 검증하는 것이다. 이를 위해 리더의 분노표출과 조직 구성원의 일탈행동 간 직접효과와 분노반추(anger rumination)를 경유하는 간접효과를 확인하고, 이러한 간접효과가 상호작용공정성의 인식에 의해조절되는지(조절된 매개효과)를 밝히고자 하였다. 다양한 업종의 국내 기업에 종사하는 직장인을대상으로 설문을 실시하였고 PROCESS macro(Hayes, 2013)를 이용하여 분석하였다. 본 설문은사전설문을 통해 측정도구의 신뢰성과 타당성을 제고하였고, 측정 분리 방법을 이용하여 1차 설문에는 종속변수를 제외하고 독립변수와 매개변수 설문을 진행하였고, 1주일 시차를 두어 종속변수에 관한 설문을 진행하여 동일방법편의(common method bias)를 극복하고자 하였다. 아울러부정정서, 긍정정서, 그리고 개인 성격특성인 신경증을 통제변수로 적용하였다.
연구결과 첫째, 리더의 분노표출과 조직 구성원 일탈행동 간 직접효과가 확인되었다. 둘째, 리더의 분노표출은 조직 구성원의 분노반추를 강화시키고 이를 통해 일탈행동이 증가되는 것으로나타나 간접효과 역시 확인되었다. 셋째, 리더의 분노표출과 조직 구성원 일탈행동 간 상호작용공정성의 조절효과가 확인되었다. 넷째, 리더의 분노표출이 분노반추를 경유하여 조직 구성원일탈에미치는 간접효과는 상호작용공정성의 수준이 증가할수록 크게 나타나 조절된 매개효과(조건부 간접효과)가 밝혀졌다. 이를 통해, 리더의 분노표출과 조직 구성원의 일탈행동 간 메커니즘을 실증적으로 규명함으로써 기존 리더십 연구의 확장에 기여하였고, 연구결과에 대한 이론적⋅실무적 시사점과 연구의 한계점 및 향후 연구 과제를 제시하였다.

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