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Korean Academic Society of Business Administration
[ Article ]
korean management review - Vol. 46, No. 5, pp.1445-1482
ISSN: 1226-1874 (Print)
Print publication date 31 Oct 2017
Received 03 Apr 2017 Revised 27 Jun 2017 Accepted 31 Aug 2017
DOI: https://doi.org/10.17287/kmr.2017.46.5.1445

전통적인 조직체계에서 벗어나는 자기충족적 선택: 미국 소수 인종 변호사의 개인 법률사무소 설립에서 나타나는 사회적 정체성의 역할

김상준* ; 권인수**
*(주저자) 이화여자대학교 s.kim@ewha.ac.kr
**(교신저자) 세종대학교 kwonis@sejong.ac.kr
Self-Fulfilling Selection Away from Traditional Organizations: Evidence from the U.S. Ethnic Lawyers Managing their Social Identities in Opening an Independent Legal Office
Sang-Joon Kim* ; Insu Kwon**
*Ewha School of Business, Ewha Womans University, First Author
**College of Business Administration, Sejong University, Corresponding Author

초록

본 연구는 소수 인종이 어떻게 주류 집단 위주의 전통적인 조직체계에서 자신의 사회적 정체성을 관리하고 활성화하는지를 탐구한다. 이를 위해 사회정체성 이론에 기반하여 동일시 메커니즘이 내집단포함(in-group inclusion)과 외집단포함(out-group inclusion)을 통해서 나타난다고 가정하고, 이러한 요인들이 차별 경험이 있는 소수 인종 변호사의 개인 법률사무소 설립 시기에 미치는 영향을 분석하였다. 또한 내집단포함과 외집단포함이 소수 인종 변호사의 개인 법률사무소 설립 시기에 미치는 영향을 정체성에 기반한 인종자원이 차별적으로 조절할 것으로 예측하였다. 분석대상은 2003년 기준으로 미국에 변호사로 등록되어 있는 미국 전역의 변호사이고, 미국변호사협회에서 제공하는 “JD이후”라는 데이터베이스에서 백인을 제외한 모든 인종의 변호사 933명을 추출하여 분석에 사용하였다. 분석 결과, 내집단포함이 강조된 경우(이민법 전문 변호사)는 소수 인종 변호사의 개인 법률사무소 설립 시기를 앞당기지만, 외집단포함이 강조된 경우(지적재산권 전문 변호사)는 반대로 소수 인종 변호사의 개인 법률사무소 설립 시기를 늦추는 것으로 나타났다. 그리고 인종자원은 내집단포함 및 외집단포함의 효과에서 모두 각각의 구분된 영향력을 더욱 강화하는 것으로 나타났다. 이러한 결과는 각 개인이 자신의 사회적 정체성을 관리하고 활성화하기 위해 취하는 조치가 전통적인 조직체계에서 벗어나는 결과를 낳을 수 있음을 시사한다. 끝으로 본 연구의 결과를 통해 국내 상황에서 다양성 연구, 복수의 사회적 정체성 관리, 경력개발 실무에의 적용가능성을 논의하였다.

Abstract

This study investigates how ethnic minorities manage and activate multiple social identities to address barriers that prevent them from professionally advancing into high levels of an organization. In this study, we explore the career trajectory of ethnic lawyers in law firms, who hold both a highly salient ethnic identity, as well as a highly salient professional identity in the legal profession. Law firms, as a type of professional service firm, offer an up-or-out environment in which promotion practices are highly salient for lower-level employees and the ultimate goal is promotion to partnership. Yet rather than being a formal procedure, promotion to partnership in law firms is a transition process for lawyers, and the criteria by which they are judged may seem ambiguous, making it an ideal setting to examine glass ceiling effects and how activation of multiple social identities and perceptions of organizational identification affect an ethnic lawyer’s later outcomes.

We explore the following questions: how are identities activated over the course of a career, and what affiliations are effective for perceiving organizational identification and countering glass ceiling effects (or purposeful entrepreneurship, which we study through lawyers’ choices to enter a solo-practice) and why. We test whether ethnic lawyers who successfully pursue legal careers are less likely to remain in traditional law firms and more likely to enter into solo practices due to glass ceiling effects, a lack of organizational identification, or a lack of identity-based social support systems, and how their activation of multiple social identities determine their likelihood to remain in the pipeline to becoming partner in a law firm.

Using a sample of ethnic minorities in the legal profession, we found that experiencing discrimination predicted faster self-fulfilling selection away from traditional law firms, and further, choice of practice specialization predicted career path, such that specialization in ethnic-related practices also predicted faster self-fulfilling selection away from traditional law firms. Identity-based ethnic resources had differential effects, predicting slower self-fulfilling selection away from traditional law firms. These findings suggest that actions taken to manage and activate multiple social identities within the context of their organization may influence individual perceptions of glass ceiling effects and organizational identification, which in turn are related to consequent self-selection away from traditional law firms and into entrepreneurship and solo practice.

In sum, this study shows how ethnic minorities manage multiple identities to overcome social barriers that impair their career advancement (such as glass ceiling effects). We found that experiencing discrimination within the workplace, ethnic identification (represented by ethnicity-specific legal practice), and ethnic resources influence the rate of self-selection away from traditional law firms. Specifically, ethnic resources can motivate individuals to stay at traditional law firms, but they may still facilitate self-fulfilling selection away from these law firms when ethnic lawyers focus on their ethnic identity.

Keywords:

Self-fulfilling selection, In-group inclusion, Out-group inclusion, Social identity, Discrimination, Identification

키워드:

자기충족적 선택, 내집단포함, 외집단포함, 사회적 정체성, 차별, 동일시

Acknowledgments

이 연구는 2016학년도 이화여자대학교 교내연구비 지원에 의한 연구임.

건설적인 조언을 주신 익명의 심사자 두 분께 감사의 말씀을 드립니다.

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• 저자 김상준은 현재 이화여자대학교 경영대학에서 인사조직/전략 조교수로 재직 중이다. 연세대학교에서 경영학 학사 및 석사학위, 미국 우스터폴리테크닉대학교에서 시스템 다이내믹스 석사학위 그리고 미국 캘리포니아대학교 얼바인 캠퍼스에서 조직이론 전공으로 경영학 박사학위를 취득하였다. 주요 연구 분야는 조직생태학을 기초로 하는 기술 및 사회 혁신이며, 최근 사회구성주의를 기반으로 새로운 조직 형태 형성 및 기업의 생존전략에 대한 연구를 진행하고 있다.

• 저자 권인수는 현재 세종대학교 경영대학에서 조직행동 부교수로 재직 중이다. 연세대학교에서 경영학 학사와 박사를 취득하였으며, 주요 관심 분야는 주도적 행동, 소명, 심리적 주인의식, 그리고 사회적 정체성 등이다.