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Korean Academic Society of Business Administration
[ Article ]
korean management review - Vol. 45, No. 2, pp.593-614
ISSN: 1226-1874 (Print)
Print publication date 30 Apr 2016
Received 24 Jan 2015 Revised 31 Aug 2015 Accepted 20 Jan 2016
DOI: https://doi.org/10.17287/kmr.2016.45.2.593

상사의 비인격적 감독과 직장 내 일탈행동의 관계에서 조직동일시의 매개효과 탐색

황성주* ; 전병준**
*(주저자) 중앙대학교 일반대학원 경영학과 caiddtn@cau.ac.kr
**(교신저자) 중앙대학교 경영경제계열 경영학부 교수 blessyou@cau.ac.kr
The Relationship between Abusive Supervision and Workplace Deviance : Based on the Mediating Effect of Organizational Identification
Sung-Joo Hwang* ; Byung-June Chun**
*School of Business, Chung-Ang University, First Author
**College of Business and Economics, Chung-Ang University, Corresponding Author

초록

본 연구는 직장 상사의 비인격적 감독 행위가 부하의 직장 내 일탈행동에 영향을 미치는 과정에서 어떤 매개요인이 존재하는지 확인하고자 하였다. 국내에서 근무하는 사무직 종사자 217명을 대상으로 설문을 실시하였고, AMOS18 통계프로그램을 이용하여 연구모형의 타당성 및 경로계수를 분석하였다. 연구의 결과는 다음과 같다.

첫째, 직접효과로서 상사의 비인격적 감독은 조직동일시에 부(-)의 영향을 미치고 이어서 조직동일시는 직장 내 일탈행동 중 조직일탈에만 부(-)의 영향을 주는 것으로 나타났다. 둘째, 간접효과 분석에서 상사의 비인격적 감독은 조직동일시를 거쳐 조직일탈에 통계적으로 유의한 영향을 미치는 것으로 확인되었다.

본 연구를 통해 조직동일시가 상사의 부정적 리더십과 부하의 일탈행동 간에 중요한 연결고리가 되고 있음을 알 수 있다. 특히, 일탈행위 중에서 조직 전반에 직접적으로 피해를 끼치는 조직일탈행위에만 영향을 준다는 결과를 제시함으로써 인사 실무 영역에 시사점을 제공한다.

Abstract

The current study aims to investigate the relationship between abusive supervision and workplace deviance as well as mediating effect of organizational identification based on a survey among 217 Korean employees in various industries. All analyses were conducted using PASW 18.0 and AMOS 18. The results of this study are described below.

We found that abusive supervision significantly reduced organizational identification by the employees. Additionally, organizational identification was negatively associated with organizational workplace deviance. No association was seen between organizational identification and interpersonal workplace deviance.

These findings indicated that organizational identification is an important mediating factor between abusive leadership and an employee's behavior. Specifically, we defined organizational identification as a mediator based on the concepts of reciprocity(Blau, 1964) and personified organization(Levinson, 1965). The results show that organizational identification was solely associated with organizational workplace deviance. Thus, Our findings suggest that an employee's organizational workplace deviance is indirectly triggered by abusive supervision through decreased organizational identification. This study further supports recommendations and implications for regulating supervisor behavior in workplace.

Keywords:

Abusive Supervision, Organizational Identification, Interpersonal Deviance, Organizational Deviance

키워드:

상사의 비인격적 감독, 조직동일시, 대인일탈, 조직일탈

Acknowledgments

본 연구는 황성주의 석사학위 논문 일부를 발췌 및 수정하였음. 이 논문은 2015년도 중앙대학교 연구장학기금 지원에 의한 것임.

This research was supported by the Chung-Ang University Research Scholarship Grants in 2015

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·저자 황성주는 현재 중앙대학교 대학원 경영학과 인사조직전공 박사과정에 재학 중이며, 중앙대학교 경영학부를 졸업하고 동대학원에서 석사학위를 취득하였다. 주요연구분야는 조직행동, 리더십 등이다.

·저자 전병준은 현재 중앙대학교 경영학부 인사조직전공 정교수로 재직 중이다. 서울대학교 경영대학 및 대학원 경영학과를 졸업하였으며, 미국 오리건 주립대학교에서 인사조직 박사학위를 취득하였다. 한국경영학회 상임이사, 부회장 및 인사조직학회 상임이사, 한국국제경영학회 상임이사를 역임하였다. 주요연구분야는 리더십, 조직관리, 예술 및 엔터테인먼트경영, 비교조직행동 등이다.