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Korean Academic Society of Business Administration
[ Article ]
korean management review - Vol. 45, No. 2, pp.687-710
ISSN: 1226-1874 (Print)
Print publication date 30 Apr 2016
Received 22 Jul 2015 Revised 28 Dec 2015 Accepted 20 Jan 2016
DOI: https://doi.org/10.17287/kmr.2016.45.2.687

리더-구성원 교환관계와 팀 구성원 직무스트레스 간 관계에 대한 다수준적 접근

이기현* ; 신인용**
*(주저자) 해군사관학교 국방경영학과 조교수 freexo@hanmail.net
**(교신저자) 부경대학교 경영대학 조교수 shiny@pknu.ac.kr
A Multilevel Approach to the Relationship between Leader-Member Exchange and Team Members’ Job Stress
Kihyun Lee* ; Inyong Shin**
*Assistant Professor, Department of National Defense Management, Naval Academy, First Author
**Assistant Professor, College of Business Administration, Pukyong National University, Corresponding Author

초록

리더와 구성원 간의 교환관계(LMX)는 구성원들에게 중요한 직무 자원을 제공함으로써 직무스트레스를 감소시키는 효과를 갖는다. 개인의 직무스트레스는 이와 같은 양자관계 수준의 교환관계뿐 아니라 팀 수준의 요인들에 의해서도 영향을 받는다. 본 연구에서는 팀의 사회적 맥락을 반영하는 팀 수준의 LMX가 구성원들의 직무스트레스에 미치는 영향을 이론화하고 실증하였다. 구체적으로, 다수준적 관점에서 팀 LMX 차별화와 팀 평균 LMX가 팀 구성원들의 직무스트레스에 미치는 주효과와 팀 수준 LMX 변수들 간의 상호작용효과, 그리고 팀 수준 LMX 변수와 양자관계 수준 LMX 간의 상호작용효과를 살펴보았다. 국내 4개 회사들을 대상으로 분석한 결과, 팀 LMX 차별화가 높을수록 팀 구성원들의 직무스트레스가 높게 나타났고, 팀 평균 LMX가 높을수록 팀 구성원들의 직무스트레스는 낮게 나타났다. 또한 팀 평균 LMX는 팀 LMX 차별화와 팀 구성원 직무스트레스 간의 정(+)적 관계를 약화시키는 것으로 확인되었고, 팀 LMX 차별화는 양자관계 수준 LMX와 직무스트레스 간의 부(-)적 관계를 강화시키는 것으로 확인되었다. 본 연구의 이론적 논의와 분석 결과를 토대로 시사점과 향후 연구방향을 제시하였다.

Abstract

Leader-member exchange(LMX) quality has been found to provide members with precious resources and social support, which, in turn, reduce their job stress in earlier studies. Early LMX literature tended to concentrate on the differentiated dyad-level process, but the focus of some recent research moves beyond the dyad-level LMX to the team-level LMX process. Studies on team-level LMX yield important insights for LMX theory because it suggests more in-depth explanations for both individual and group effectiveness. According to previous studies, team-level contextual variables influence members' job stress. However, we currently know very little about how team-level LMX variables affect members' job stress beyond the effects of dyad-level LMX quality because no research has investigated the effects of team-level LMX on individual job stress.

In the current study, we theorized and examined the main effects of team mean LMX and team LMX differentiation, the interaction effect of team mean LMX and team LMX differentiation, and the multilevel interaction effect of team-level LMX and dyad-level LMX on team members' job stress.

The results from companies in South Korea indicated that team LMX differentiation significantly increased team members' job stress, and that team mean LMX significantly reduced their job stress. We also found that team mean LMX attenuated the positive relationship between team LMX differentiation and team members' job stress, and that team LMX differentiation strengthened the negative relationship between dyad-level LMX and team members' job stress.

The findings of this study suggest that team-level LMX plays a pivotal role in determining levels of team member job stress, and that leaders should consider team-level LMX as well as dyad-level LMX. We discussed theoretical and managerial implications of multilevel LMX processes in teams.

Keywords:

LMX, LMX Differentiation, Mean LMX, Job Stress, Multilevel Approach

키워드:

LMX, LMX 차별화, 평균 LMX, 직무스트레스, 다수준적 접근

Acknowledgments

본 논문은 부경대학교 경영대학 간접연구경비 2016년도 우수논문 지원사업으로 수행된 연구임

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·저자 이기현은 현재 해군사관학교 국방경영학과 조교수로 재직 중이다. 해군사관학교 경영학과를 졸업하였으며, 서울대학교에서 정책학 전공으로 행정학 석사, 연세대학교에서 조직 전공으로 경영학 박사를 취득하였다. 주요 연구분야는 사회적 네트워크, 리더십, 집단 역학 등이다.

·저자 신인용은 현재 부경대학교 경영대학 경영학부 조교수로 재직 중이다. 연세대학교 인문학부를 졸업하였으며, 연세대학교 대학원에서 경영학 석사와 박사 학위를 취득하였다. 주요 연구분야는 사회적 네트워크, 리더십, 감정노동, 직무 크래프팅 등이다.