리더-구성원간 교환관계(LMX)의 질이 구성원들의 주도적 행동과 발언행동에 미치는 영향: 심리적 안정감의 매개역할을 중심으로 (The Impact of Leader-member Exchange(LMX) on Employees’ Taking Charge Behavior and Voice Behavior: Focusing on the Mediating Role of Psychological safety)

서지정보

· 발행기관 : 한국경영학회
· 수록지 정보 : 경영학연구 / 42권 / 3호 / 613 ~ 643페이지
· 저자명 : 김정식, 박종근, 백승준

초록

본 연구에서는 리더-구성원간 교환관계의 질이 구성원들의 주도적 행동과 발언행동에 미치는 영향에 있어서 심리적 안정감의 매개역할을 중심으로 살펴보았다. 선행연구들에 대한 검토를 통하여 리더-구성원간 교환관계의 질과 구성원들의 주도적 행동 및 발언행동 그리고 심리적 안정감간의 관계를 살펴보았으며 이러한 이론적 논의들을 기초로 하여 연구모형과 가설들을 설정하였다.
팀제를 도입하고 있는 32개 기업들을 대상으로 하여 수집한 총 213쌍(426명)에 대한 데이터를 최종적으로 실증분석에 사용하였다. 연구결과를 살펴보면 리더-구성원간 교환관계의 질은 구성원들의 심리적 안정감에 유의한 정(+)의 영향을 미치는 것으로 나타났으며, 구성원들의 심리적 안정감은 그들의 조직내 주도적 행동과 발언행동에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 또한 리더-구성원간 교환관계의 질은 심리적 안정감을 통해 주도적 행동과 발언행동에 유의한 간접적인 영향을 미침을 확인할 수 있었다. 반면, 리더-구성원간 교환관계의 질은 구성원들의 주도적 행동에 대해서는 유의한 직접적인 영향을 미치지 않았지만 발언행동에 대해서는 유의한 부(-)의 영향을 미치는 것으로 나타났다. 이러한연구결과를 통해 본 연구에서는 리더-구성원간 교환관계의 질이 구성원들의 심리적 안정감을 영향을 미치고 순차적으로 주도적 행동과 발언행동 제고에 긍정적인 영향을 미치고 있음을 확인하였다.

영어초록

Globalization, advances in information technology and many other factors demanded that organizations should adapt to the changing business environment, by making practices more efficiently, and more focusing on meeting customers' new needs. On the way of transforming organizations towards this direction, employees' proactive behavior such as taking change behavior and voice behavior are more required for organizational change and innovation. Employees' role in the process of organizational transformation is very important. In spite of its practical importance, there is little empirical research on the employees' taking charge behavior and voice behavior.
In this view point, the antecedents of employees' taking charge behavior and voice charge behavior are explored in this study. In order to conduct a focused investigation, we begin with the influence of leader-member exchange on the aforementioned two behaviors, since both theoretical and empirical support has been established on that. And then we also investigate the influence of psychological safety. In particular, employees' psychological safety is explored as a mediating variable in the relationship between leader-member exchange and taking charge behavior and voice behavior.
On the basis of theoretical linkages among these constructs, a conceptual model with several hypotheses are proposed. Empirical data were collected by using a set of questionnaires. This survey was administered to employees who are currently working in 32 major firms with various industries including electronics, IT, machinery, finances, service, distribution and transportation. Survey participants were randomly selected. Respondents were briefed with the purpose of the study beforehand. Sufficient time was given to themso that accurate responses could be collected. Completed surveys were returned directly to us in sealed envelope by mail. Due to missing data, 213 dyads(426 respondents) were used for the analysis.
Confirmatory factor analysis for the validity test and Cronbach's alpha test for the reliability test were conducted. Moreover, structural equation modeling(SEM) was employed to test the hypothesized relationships in the conceptual model. Results show that the proposed model has a resonable fit to the data.
From these analyses, we can find some significant findings and implications. First, the quality of leader-member exchange has a positive impact on employees' psychological safety. Second, employees' psychological safety has positively impact on their taking charge behavior and voice behavior. Third, employees' psychological safety has mediating effects on the relationship between the quality of leader-member exchange and employees' taking charge behavior, as well as employees' voice behavior. Implications, future research directions, and limitations of this study are also discussed.

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