Your browser does not support the PubReader view.
Go to this page to see a list of supporting browsers.
Korean Academic Society of Business Administration
[ Article ]
korean management review - Vol. 46, No. 6, pp.1523-1553
ISSN: 1226-1874 (Print)
Print publication date 31 Dec 2017
Received 15 May 2017 Revised 23 Jul 2017 Accepted 12 Sep 2017
DOI: https://doi.org/10.17287/kmr.2017.46.6.1523

조직 내 무례행동의 구조적 선행요인: 사회적 네트워크 관점

고유미* ; 김지영** ; 정명호***
*(주저자) 이화여자대학교 경영대 rachelyumi@naver.com
**(공저자) 이화여자대학교 경영대 ilife3603@gmail.com
***(교신저자) 이화여자대학교 경영대 myhoc@ewha.ac.kr
Structural Antecedents of Workplace Incivility: A Social Network Perspective
Yumi Ko* ; Jeeyoung Kim** ; Myung-Ho Chung***
*Ph.D. Candidate, School of Business, Ewha Womans University, First Author
**Ph.D. Candidate, School of Business, Ewha Womans University, Co-author
***Professor, School of Business, Ewha Womans University, Corresponding Author

초록

현대 조직에 만연하는 은근한 폄하나 암묵적 차별대우, 공격적인 태도와 같은 무례행위(incivility)는 숨겨진 저성과의 원인이 되고 있다. 본 연구는 무례행동이 무작위적 대상에게 무차별적으로 행해지는 행위가 아니라 조직 내 권력관계를 반영하는 선별적 행동이라는 점에 주목하고, 가해자나 희생자의 개인적 특성이 아닌 조직구성원 간의 비유사성과 사회적 관계에서 발생하는 구조적 선행요인을 통합적으로 밝히고자 하였다. 이에 본 연구는 첫째, 인구통계학적 비유사성이 범주화와 편견에 기초한 배척과 차별을 발생시킬 것으로 예측하였고, 둘째, 무례행동이 대인 간 상호작용에 의한 관계적 현상이라는 점을 고려하여 두 가지 대표적인 네트워크 특성인 중심성(centrality)과 개인중심밀도(ego-density)가 구성원의 무례행동 지각에 미치는 영향을 살펴보았다. 셋째, 위의 선행요인들의 상호작용을 분석하여 무례행동을 증폭시키거나 완화하는 메커니즘을 밝히고자 하였다. 이를 위해, 국내 두 기업에 소속된 225명의 직원을 대상으로 자료를 수집하여 연구가설을 검증하였다. 그 결과, 1) 인구통계학적 비유사성은 무례행동 경험을 높이는 반면, 중심성과 개인중심밀도는 이를 낮추는 것으로서 확인되었다. 2) 구조적 선행요인들 간의 상호작용 효과가 확인되었다. 구체적으로, 중심성은 비유사성의 무례행동에 대한 정(+)의 효과를 강화시켰으며, 개인중심밀도는 비유사성의 효과를 완화하는 것으로 나타났다. 특히, 인구통계학적 비유사성이 높은 구성원이 네트워크 내 중심성이 높을 경우, 무례행동 지각이 높아진 것은 의미 있는 결과이다. 이러한 결과를 기반으로, 다양한 이론적, 실무적 시사점을 토의하였으며 가능한 향후 연구방향을 제시하였다.

Abstract

Workplace incivility is rampant in contemporary organizations. Incivility refers to low-intensity deviant behaviors with ambiguous intent to harm the target which includes veiled accusation, implicit discrimination, behavioral or verbal abuse, etc. In this study, we posit that incivility includes selective behaviors toward targets that represents power relations or hierarchy in organizations. Workplace incivility is not a matter of deviant individuals or random incidents, but it arises from structural relationships. The purpose of this study is to examine the structural antecedents of workplace incivility. First, we hypothesize that demographic dissimilarity increases the experience of incivility because of to social categorization, exclusion, and discrimination. Second, acknowledging the importance of interpersonal relationships, we investigate the effects of the two social network characteristics, individual centrality and ego-density. Third, we also examine the interaction effects of demographic dissimilarity and network characteristics on perceived incivility. Using social network data from 225 employees in two firms, we tested these hypotheses. Analyses showed the results that demographic dissimilarity increases the perception of incivility, whereas individual centrality and ego-density are negatively associated with incivility. Furthermore, three main predictors showed significant interaction effects on incivility. In particular, centrality strengthened the positive effect of demographic dissimilarity on incivility, whereas ego-density ameliorated the effect of relational dissimilarity. This results imply that relational minorities, who are dissimilar with other members in their teams, are more likely to be the victims of incivility when they occupy central network positions (i.e., competent minorities). Based on these results, we discuss the theoretical and managerial implications and suggest some directions for the future research on incivility.

Keywords:

incivility, demographic dissimilarity, social networks, centrality, ego-density

키워드:

무례행동, 인구통계학적 비유사성, 사회적 네트워크, 네트워크 중심성, 개인중심밀도

Acknowledgments

본 논문의 초고는 2017년 한국인사조직학회 춘계학술대회에서 발표되었습니다. 논문의 발전을 위해 건설적인 제안을 주신 익명의 심사위원님께 감사드립니다.

References

  • 정명호·박혜원(2009), “조직 내 상이한 네트워크가 직무태도에 미치는 차별적 효과,” 산업관계연구, 19(1), 37-64.
  • 오홍석·정명호(2006), “A Social Network Perspective on Work Group Performance,” 경영학연구, 35(3), 825-850.
  • 한국직업능력개발원(2013), “직장에서의 따돌림 실태,” KRIVET Issue Brief, 한국직업능력개발원, 20, 1-4.
  • Aiken, L. S., and West, S. G.(1991), Multiple Regression: Testing and Interpreting Interactions. Newbury Park, CA: Sage.
  • Allen, N. J., and Meyer, J. P.(1990), “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization,” Journal of Occupational and Organizational Psychology, 63(1), 1-18. [https://doi.org/10.1111/j.2044-8325.1990.tb00506.x]
  • Andersson, L. M., and Pearson, C. M.(1999), “Tit for tat? The Spiraling Effect of Incivility in the Workplace,” Academy of Management Review, 24(3), 452-471. [https://doi.org/10.5465/amr.1999.2202131]
  • Ashforth, B. E., and Mael, F.(1989), “Social Identity Theory and the Organization,” Academy of Management Review, 14(1), 20-39. [https://doi.org/10.5465/amr.1989.4278999]
  • Becker, B. E., and Huselid, M. A.(1998), “High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications,” Research in Personnel and Human Resource Management, 16, 53-101.
  • Blader, S. L., and Chen, Y. R.(2011), “What Influences how Higher-status People Respond to Lower-status Others? Effects of Procedural Fairness, Outcome Favorability, and Concerns about Status,” Organization Science, 22(4), 1040-1060. [https://doi.org/10.1287/orsc.1100.0558]
  • Blau, P. M.(1977), Inequality and Heterogeneity: A Primitive Theory of Social Structure. New York, NY: Free Press. [https://doi.org/10.2307/2577612]
  • Borgatti, S. P.(2005), “Centrality and Network Flow,” Social Networks, 27(1), 55-71. [https://doi.org/10.1016/j.socnet.2004.11.008]
  • Borgatti, S. P., Everett, M. G., and Freeman, L. C. (2002), UCINET for Windows: Software for Social Network Analysis. Harvard, MA: Analytic Technologies.
  • Bowling, N. A., and Beehr, T. A.(2006). “Workplace Harassment from the Victim's Perspective: A Theoretical Model and Meta-analysis,” Journal of Applied Psychology, 91(5), 998-1012. [https://doi.org/10.1037/0021-9010.91.5.998]
  • Brass, D. J., and Burkhardt, M. E. (1992), “Centrality and Power in Organizations,” In N. Nohria & R. Eccles (Eds.), Network and Organizations: Structures, Forms and Action, Boston: Harvard Business School Press, 191-215.
  • Brass, D. J., and Burkhardt, M. E.(1993), “Potential Power and Power Use: An Investigation of Structure and Behavior,” Academy of Management Journal, 36(3), 441-470. [https://doi.org/10.2307/256588]
  • Burt, R. S.(1992), Structural Holes: The Social Structure of Competition. Cambridge, MA: Harvard University Press.
  • Burt, R. S.(1997), “The Contingent Value of Social Capital,” Administrative Science Quarterly, 42(2), 339-365. [https://doi.org/10.2307/2393923]
  • Carli, L. L.(1999), “Gender, Interpersonal Power, and Social Influence,” Journal of Social Issues, 55(1), 81-99. [https://doi.org/10.1111/0022-4537.00106]
  • Chiaburu, D. S., and Harrison, D. A.(2008), “Do Coworkers Make the Place? Conceptual Synthesis and Meta-analysis of Lateral Social Influences in Organizations,” Journal of Applied Psychology, 93(5), 1082-1103. [https://doi.org/10.1037/0021-9010.93.5.1082]
  • Coleman, J. S.(1988), “Social Capital in the Creation of Human Capital,” American Journal of Sociology, 94, S95-S120. [https://doi.org/10.1086/228943]
  • Cortina, L. M.(2008), “Unseen Injustice: Incivility as Modern Discrimination in Organizations,” Academy of Management Review, 33(1), 55-75. [https://doi.org/10.5465/amr.2008.27745097]
  • Cortina, L. M., Kabat-Farr, D., Leskinen, E. A., Huerta, M., and Magley, V. J.(2013), “Selective Incivility as Modern Discrimination in Organizations: Evidence and Impact,” Journal of Management, 39(6), 1579-1605. [https://doi.org/10.1177/0149206311418835]
  • Cortina, L. M., Magley, V. J., Williams, J. H., and Langhout, R. D.(2001), “Incivility in the Workplace: Incidence and Impact,” Journal of Occupational Health Psychology, 6(1), 64-80. [https://doi.org/10.1037/1076-8998.6.1.64]
  • Crandall, C. S., Eshleman, A., and O'Brien, L. (2002), “Social Norms and the Expression and Suppression of Prejudice: The Struggle for Internalization,” Journal of Personality and Social Psychology, 82(3), 359-378. [https://doi.org/10.1037/0022-3514.82.3.359]
  • Dalal, R. S.(2005). “A Meta-analysis of the Relationship between Organizational Citizenship Behavior and Counterproductive Work Behavior,” Journal of Applied Psychology, 90(6), 1241-1255. [https://doi.org/10.1037/0021-9010.90.6.1241]
  • Duffy, M. K., Scott, K. L., Shaw, J. D., Tepper, B. J., and Aquino, K.(2012), “A Social Context Model of Envy and Social Undermining,” Academy of Management Journal, 55(3), 643-666. [https://doi.org/10.5465/amj.2009.0804]
  • Einarsen, S., and Skogstad, A.(1996). “Bullying at Work: Epidemiological Findings in Public and Private Organizations,” European Journal of Work and Organizational Psychology, 5(2), 185-201. [https://doi.org/10.1080/13594329608414854]
  • Elfenbein, H. A., and O'Reilly III, C. A.(2007), “Fitting in: The Effects of Relational Demography and Person-culture Fit on Group Process and Performance,” Group and Organization Management, 32(1), 109-142. [https://doi.org/10.1177/1059601106286882]
  • Fiske, S. T.(1993), “Controlling other People: The Impact of Power on Stereotyping,” American Psychologist, 48(6), 621-628. [https://doi.org/10.1037/0003-066X.48.6.621]
  • Fiske, S. T., Cuddy, A. J., Glick, P., and Xu, J. (2002), “A Model of (often mixed) Stereotype Content: Competence and Warmth Respectively Follow from Perceived Status and Competition,” Journal of Personality and Social Psychology, 82(6), 878-902. [https://doi.org/10.1037/0022-3514.82.6.878]
  • Folger, R., and Baron, R. A.(1996), “Violence and Hostility at Work: A Model of Reactions to Perceived Injustice”, in G. R. Vandenbos and E. Q. Bulato (Eds.), Workplace Violence, Washington, DC: American Psychological Association, 51-85. [https://doi.org/10.1037/10215-002]
  • Friedkin, N. E.(1993), “Structural Bases of Interpersonal Influence in Groups: A Longitudinal Case Study,” American Sociological Review, 56(6), 861-872. [https://doi.org/10.2307/2095955]
  • Granovetter, M.(1985), “Economic Action and Social Structure: The Problem of Embeddedness,” American Journal of Sociology, 91(3), 481-510. [https://doi.org/10.1086/228311]
  • Heames, J. T., Harvey, M. G., and Treadway, D. (2006), “Status Inconsistency: An Antecedent to Bullying Behaviour in Groups,” International Journal of Human Resource Management, 17(2), 348-361. [https://doi.org/10.1080/09585190500404952]
  • Higgins, M. C., and Kram, K. E.(2001), “Reconceptualizing Mentoring at Work: A Developmental Network Perspective,” Academy of Management Review, 26(2), 264-288. [https://doi.org/10.5465/amr.2001.4378023]
  • Ibarra, H.(1992), “Homophily and Differential Returns: Sex Differences in Network Structure and Access in an Advertising Firm,” Administrative Science Quarterly, 37(3), 422-447. [https://doi.org/10.2307/2393451]
  • Kabat-Farr, D., and Cortina, L. M.(2012), “Selective Incivility: Gender, Race and the Discriminatory Workplace”, in S. Fox and T. R. Lithusy (Eds.), Gender and the Dysfunctional Workplace, Cheltenham: Edward Elgar Publishing, 107–119. [https://doi.org/10.4337/9780857932600.00014]
  • Kilduff, M., and Brass, D. J.(2010), “Organizational Social Network Research: Core Ideas and Key Debates. Academy of Management Annals,” 4(1), 317-357. [https://doi.org/10.5465/19416520.2010.494827]
  • Lim, S., and Cortina, L. M.(2005), “Interpersonal Mistreatment in the Workplace: the Interface and Impact of General Incivility and Sexual Harassment,” Journal of Applied Psychology, 90(3), 483-496. [https://doi.org/10.1037/0021-9010.90.3.483]
  • Lim, S., and Lee, A.(2011), “Work and Nonwork Outcomes of Workplace Incivility: Does Family Support Help?,” Journal of Occupational Health Psychology, 16(1), 95-111. [https://doi.org/10.1037/a0021726]
  • Lim, S., Cortina, L. M., and Magley, V. J.(2008), “Personal and Workgroup Incivility: Impact on Work and Health Outcomes,” Journal of Applied Psychology, 93(1), 95-107. [https://doi.org/10.1037/0021-9010.93.1.95]
  • Lovelace, K., Shapiro, D. L., and Weingart, L. R. (2001), “Maximizing Cross-functional New Product Teams' Innovativeness and Constraint Adherence: A Conflict Communications Perspective,” Academy of Management Journal, 44(4), 779-793. [https://doi.org/10.2307/3069415]
  • Marsden, P. V.(1990), “Network Data and Measurement,” Annual Review of Sociology, 16(1), 435-463. [https://doi.org/10.1146/annurev.so.16.080190.002251]
  • Mayer, R. C., Davis, J. H., and Schoorman, F. D. (1995), “An Integrative Model of Organizational Trust,” Academy of Management Review, 20(3), 709-734. [https://doi.org/10.5465/amr.1995.9508080335]
  • Meier, L. L., and Spector, P. E.(2013). “Reciprocal Effects of Work Stressors and Counterproductive Work Behavior: A Five-wave Longitudinal Study,” Journal of Applied Psychology, 98(3), 529-539. [https://doi.org/10.1037/a0031732]
  • Milam, A. C., Spitzmueller, C., and Penney, L. M. (2009), “Investigating Individual Differences among Targets of Workplace Incivility,” Journal of Occupational Health Psychology, 14(1), 58-69. [https://doi.org/10.1037/a0012683]
  • Monge, P. R. and Eisenberg, E. M.(1987). Emerging Communication Networks. In F. Jablin, L. Putnam, K. H. Roberts and L.W. Porter (Eds.), Handbook of Organizational Communication. Beverly Hills, CA: Sage.
  • Nahapiet, J., and Ghoshal, S.(1998), “Social Capital, Intellectual Capital, and the Organizational Advantage,” Academy of Management Review, 23(2), 242-266. [https://doi.org/10.5465/amr.1998.533225]
  • Oh, H., Chung, M. H., and Labianca, G.(2004), “Group Social Capital and Group Effectiveness: The Role of Informal Socializing Ties,” Academy of Management Journal, 47(6), 860-875. [https://doi.org/10.5465/20159627]
  • Pearce, J. L., and Xu, Q. J.(2012), “Rating Performance or Contesting Status: Evidence Against the Homophily Explanation for Supervisor Demographic Skew in Performance Ratings,” Organization Science, 23(2), 373-385. [https://doi.org/10.1287/orsc.1100.0585]
  • Pearson, C. M., and Porath, C. L.(2005) “On the Nature, Consequences and Remedies of Workplace Incivility: No Time for “Nice”? Think Again,” Academy of Management Executive, 19(1), 7-18. [https://doi.org/10.5465/ame.2005.15841946]
  • Pearson, C. M., Andersson, L. M., and Porath, C. L.(2000), “Assessing and Attacking Workplace Incivility,” Organizational Dynamics, 29(2), 123-137. [https://doi.org/10.1016/S0090-2616(00)00019-X]
  • Pearson, C., Andersson, L. M. and Porath, C. L.(2004), Workplace Incivility. In Spector, P. and Fox, S. (Eds), Counterproductive Workplace Behavior: Investigations of Actors and Targets, Washington, D. C: American Psychological Association, 177-200. [https://doi.org/10.1037/10893-008]
  • Penney, L. M., and Spector, P. E.(2005), “Job Stress, Incivility, and Counterproductive Work Behavior (CWB): The Moderating Role of Negative Affectivity,” Journal of Organizational Behavior, 26(7), 777-796. [https://doi.org/10.1002/job.336]
  • Perry-Smith, J. E.(2006). “Social Yet Creative: The Role of Social Relationships in Facilitating Individual Creativity,” Academy of Management Journal, 49(1), 85-101. [https://doi.org/10.5465/amj.2006.20785503]
  • Porath, C. L., and Pearson, C. M.(2010), “The Cost of Bad Behavior,” Organizational Dynamics, 39(1), 64-71. [https://doi.org/10.1016/j.orgdyn.2009.10.006]
  • Porath, C.(2016), “An Antidote to Incivility,” Harvard Business Review, 94(4), 108-111.
  • Porath, C., and Pearson, C.(2013). “The Price of Incivility,” Harvard Business Review, 91(1-2), 114-21.
  • Porter, L. W., Steers, R. M., Mowday, R. T., and Boulian, P. V.(1974), “Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians,” Journal of Applied Psychology, 59(5), 603-609. [https://doi.org/10.1037/h0037335]
  • Reio, T. G., and Ghosh, R.(2009), “Antecedents and Outcomes of Workplace Incivility: Implications for Human Resource Development Research and Practice,” Human Resource Development Quarterly, 20(3), 237-264. [https://doi.org/10.1002/hrdq.20020]
  • Sawyer, J. E., Houlette, M. A., and Yeagley, E. L. (2006), “Decision Performance and Diversity Structure: Comparing Faultlines in Convertgent, Crosscut, and Racially Homogeneous Groups,” Organizational Behavior and Human Decision Processes, 99(1), 1-15. [https://doi.org/10.1016/j.obhdp.2005.08.006]
  • Schilpzand, P., De Pater, I. E., and Erez, A.(2016). “Workplace Incivility: A Review of the Literature and Agenda for Future Research,” Journal of Organizational Behavior, 37(S1), S57-S88. [https://doi.org/10.1002/job.1976]
  • Scott, J.(1991). Social Network Analysis: A Handbook. Newbury Park, CA: Sage.
  • Sliter, K. A., Sliter, M. T., Withrow, S. A., and Jex, S. M.(2012), “Employee Adiposity and Incivility: Establishing a Link and Identifying Demographic Moderators and Negative Consequences,” Journal of Occupational Health Psychology, 17(4), 409-424. [https://doi.org/10.1037/a0029862]
  • Sparrowe, R. T., Liden, R. C., Wayne, S. J., and Kraimer, M. L.(2001), “Social Networks and the Performance of Individuals and Groups,” Academy of Management Journal, 44(2), 316-325. [https://doi.org/10.2307/3069458]
  • Tajfel, H., and Turner, J. C.(1986), The Social Identity Theory of Intergroup Behavior. In S. Worchel and W. G. Austin (Eds.), Psychology of Intergroup Relations, Chicago, IL: Nelson-Hall, 7-24.
  • Troyer, L., and Younts, C. W.(1997). “Whose Expectations Matter? The Relative Power of First-and Second-Order Expectations in Determining Social Influence”, American Journal of Sociology, 103(3), 692-732. [https://doi.org/10.1086/231253]
  • Tsui, A. S., and O'reilly III, C. A.(1989), “Beyond Simple Demographic Effects: The Importance of Relational Demography in Superiorsubordinate Dyads,” Academy of Management Journal, 32(2), 402-423. [https://doi.org/10.2307/256368]
  • Tsui, A. S., Egan, T. D., and O'Reilly III, C. A. (1992), “Being Different: Relational Demography and Organizational Attachment,” Administrative Science Quarterly, 37(4), 549-579. [https://doi.org/10.2307/2393472]
  • Vickers, M. H.(2006). “Writing what's Relevant: Workplace Incivility in Public Administration-A Wolf in Sheep's Clothing,” Administrative Theory & Praxis, 28(1), 69-88. [https://doi.org/10.1080/10841806.2006.11029525]
  • Wasserman, S., and Faust, K.(1994), Social Network Analysis: Methods and Applications. Cambridge, England: Cambridge University Press. [https://doi.org/10.1017/CBO9780511815478]
  • Zenger, T. R., and Lawrence, B. S.(1989), “Organizational Demography: The Differential Effects of Age and Tenure Distributions on Technical Communication,” Academy of Management Journal, 32(2), 353-376. [https://doi.org/10.2307/256366]

• 저자 고유미는 현재 이화여자대학교 경영대학 박사과정에 재학 중이다. 주요 연구분야는 사회적 네트워크와 개인 및 조직성과, 다양성관리, 집단 내 권력과 갈등, 반사회적 행동 등이다.

• 저자 김지영은 현재 이화여자대학교 경영대학 박사과정에 재학 중이다. 이화여자대학교에서 경영학사 및 석사학위를 취득하였다. 주요 연구관심 분야는 사회적 네트워크와 고몰입관계(high quality connection)이며, 심리적 안녕, 인력 다양성, 반사회적 행동 등에 대해 연구하고 있다.

• 저자 정명호는 현재 이화여자대학교 경영대 교수로 재직하고 있다. 주요 연구분야는 사회적 네트워크 이론을 집단 수준에 적용하는 것이며, 현재 인력 다양성과 하위집단, 권력관계, 반사회적 행동 등을 네트워크 관점으로 연구하고 있다.