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Korean Academic Society of Business Administration
[ Article ]
korean management review - Vol. 46, No. 1, pp.185-212
ISSN: 1226-1874 (Print)
Print publication date 28 Feb 2017
Received 31 Aug 2016 Accepted 28 Nov 2016
DOI: https://doi.org/10.17287/kmr.2017.46.1.185

집단 내 인력단층(Faultline)과 권력 불균형의 효과: 하위집단 간 연결관계 및 LMX 차별화의 조절효과

정명호* ; 고유미**
*(주저자, 교신저자) 이화여자대학교 경영대학 교수 myhoc@ewha.ac.kr
**(공저자) 이화여자대학교 대학원 경영학과 박사과정 ymk@ewhain.net
Demographic Faultline, Power Imbalance, and Work Group Performance: The Moderating Role of Inter-Subgroup Bridging Ties and LMX Differentiation
Myung-Ho Chung* ; Yumi Ko**
*Professor, School of Business, Ewha Womans University, First Author and Corresponding Author
**Ph.D. Candidate, School of Business, Ewha Womans University, Co-Author

초록

본 연구는 집단 수준의 인력다양성을 설명하는 인력단층(faultline) 이론을 발전시키기 위해 인력단층 자체의 효과와 함께 단층으로 구분된 각 하위집단(subgroup)이 보유한 권력의 불균형 정도를 직접 측정함으로써 하위집단 간 권력관계가 집단성과에 미치는 영향을 고찰하였다. 아울러 하위집단 간 연결관계(bridging tie)와 집단 수준의 리더-부하 교환관계 차별화(LMX differentiation) 정도가 인력단층과 권력 불균형의 효과를 어떻게 조절하는지 검증함으로써 인력단층이 집단성과에 작용하는 복합적인 메커니즘을 밝히고자 하였다. 이를 위해, 국내 제조기업과 공기업 42개 팀에 근무하는 259명을 대상으로 팀 네트워크 자료를 수집하여 본 연구의 가설을 검증하였다. 그 결과, 예상과 달리 인력단층의 강도 자체는 집단성과에 유의적인 영향이 없었고, 하위집단 간 권력불균형이 성과에 부정적 영향을 미치는 것으로 나타났다. 또한, 하위집단 간 연결관계는 집단성과에 독립적인 긍정적 효과와 함께 권력 불균형의 부정적 효과를 완화하는 조절효과가 확인되었다. 한편, LMX 차별화는 인력단층과 권력 불균형의 효과를 강화하는 부정적 방향은 나타났으나 유의적이지 않았다. 본 연구는 다양성 연구의 핵심요인인 권력을 통해 하위집단의 실제 속성을 살펴보고, 집단 내 사회적 네트워크(social network)를 통합적으로 고찰하였다는 점에서 이론적 의의가 있으며, 연구결과를 기반으로 팀 설계 및 팀내 다양성 관리에 관한 시사점을 논의하였다.

Abstract

The purpose of this study is to develop a new theory of faultlines which explains a group-level diversity by examining actual inter-subgroup process divided by faultlines. In particular, we investigate the effects of power imbalance between subgroups on group performance by examining the degree of power which each subgroup members perceive about other subgroup members. In addition, we explore how the bridging ties between subgroups and leader-member exchange (LMX) differentiation moderate the effects of group faultline and power imbalance on group performance.

We tested our hypotheses using data from 42 teams of 259 members in a manufacturing firm and a public company. The results supported that: 1) faultline itself did not affect group performance, but rather power imbalance between subgroups was negatively associated with group performance. 2) Moreover, the number of bridging ties between subgroups significantly mitigated the negative effect of power imbalance on group performance, representing moderating effect as well as independent positive effect of bridging ties. 3) However, another moderator, LMX differentiation, did not have significant effects despite its negative direction. One of the most important contributions of this study is that we find the importance of power as a key factor of diversity research. We show that power imbalance and bridging ties can shape inter-subgroup process using social network analysis. Based on these findings, we discuss some implications for management practice such as team design and team diversity management.

Keywords:

Demographic faultline, Power imbalance, Group performance, Inter-subgroup bridging ties, LMX differentiation

키워드:

인력단층, 권력불균형, 집단 내 연결관계, 리더-부하 관계 차별화, 집단성과

Acknowledgments

이 논문은 2014년 정부(교육부)의 재원으로 한국연구재단의 지원을 받아 수행된 연구임(NRF-2014S1A5A2A01013302). 논문의 발전을 위해 건설적인 제안을 주신 익명의 심사위원님께 감사드립니다.

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• 저자 정명호는 현재 이화여자대학교 경영대학 인사조직관리 분야 교수로 재직 중이다. 연세대학교 경영학과를 졸업하고, 연세대학교 대학원에서 경영학석사 및 박사를 취득하였다. 현재 인사조직연구 편집위원장으로 일하고 있다. 주요 연구분야는 사회적 네트워크와 개인 및 조직성과, 사회적 정체성과 인력 다양성, 조직 내 권력과 갈등 등이다.

• 저자 고유미는 이화여자대학교 대학원 경영학과 인사조직전공 박사과정에 재학 중이다. 2013년 지식경영학회 춘계학술대회 최우수논문상을 수상하였다. 주요 연구분야는 사회적 네트워크, 다양성 관리, 지식경영과 조직관리 등이다.