비인격적 감독의 선행요인과 부하의 행동에 미치는 영향에 관한 연구 = Antecedents of Abusive Supervision and the Effects of Abusive Supervision on Employee's Organizational Citizenship Behavior

다국어 초록 (Multilingual Abstract)

Negative behavior from those in positions of leadership have been considered to be limited to certain kinds of people, and therefore it has been studied in the psychological aspect. However, unnecessary economic losses or reduced efficiency have been pointed out in the business management field.
Abusive supervision, which is one of the type of negative behavior of a leader, tends to be long-term problem, and empirical studies have been performed. Therefore, the purpose of this study is to determine the antecedents of abusive supervision - organizational situational factors- and its effect on the organizational citizenship behaviors of subordinates.
A supervisor-employee(dyad) survey was performed for the empirical analysis, and a total of 466 surveys(233 dyad)was used. The following is a summery of the verificerformresults. First, the use of abusive supervision increases as the recognized organizational justice increases or job insecurity increases. Second, as the abusive supervision increases, it was found that employees decrease both their organizational citizenship behavior directed to individuals(OCBI) and those directed to the organization(OCBO). Third, the abusive supervision was empirical verified to have a mediating effect between the organizational situational factors(organizational justice and job insecurity)and the employee's organization citizenship behavior.

국문 초록 (Abstract)

최근 조직 내의 이직, 소극적인 직무태도, 심리적 갈등 등 종업원의 부정적 행동을유발하는 중요한 변인으로 리더의 부정적 행동이 연구관심을 끌고 있다. 따라서 이를 조직행동의 주요 변인으로 인식하고 그 원인과 결과를 밝힘으로써 이를 효과적으로 관리할 수 있는 학문적 접근이 필요하다. 본 연구에서 먼저 리더의 부정적 행동으로서 비인격적 감독을 규정하고 비인격적 감독의 선행요인으로 조직상황적 특성을 제시하였다. 조직상황적 특성을 조직공정성과 직무불안정성으로 구분하여 이들이 상사의 비인격적 감독에 미치는 영향을 확인하고자 하였다. 그리고 비인격적 감독이 부하의 조직시민행동에 어떤 영향을 미치는가를 실증적으로 검증하였다. 이를 위해 불안정한 조직 상황적 특성이 비인격적 감독을 거쳐서 부하의 조직시민행동에 부정적 영향을 미치게 되는 가설을 구성하였다.
본 연구의 자료는 기업체의 상사와 그 부하를 한 쌍으로 선정하여 466명(233쌍)을대상으로부터 수집하였으며 이의 실증분석 결과를 살펴보면 다음과 같다. 상사가 지각하는 조직 불공정성이나 직무불안정성이 높을수록 비인격적 감독이 증가하는 것으로 나타났다. 이어서 비인격적 감독이 부하의 조직시민행동에 부정적인 영향을 미치는 것으로 나타났다. 마지막으로 조직상황적 특성이 종업원의 조직시민행동에 영향을 미치는 과정에서 비인격적 감독의 매개효과가 나타났다. 본 연구결과를 통해 조직 내 공격적 행동의 발생이 특정한 조직상황특성에서 유발될 수 있음을 인식할 수 있었다. 이는 조직의 불공정성과 직무불안정성을 비인격적 감독의 발생 동기로 인식하고 조직차원에서 이 문제를 다루어야 할 필요성을 강조한다. 또한 리더의 공격적 행동이 종업원의 정신적, 육체적 피해를 야기함은 물론 이들의 행동이 부하에게 전위되어 또 다른 직장내의 반기능적 행동을 유발한다는 실증기초 자료를 제공했다는 점에서 의의를 찾을 수 있다.

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