다양성과 팀 성과: 팀 목표의존의 조절효과 (Diversity and Team Outcomes: The Moderating Effects of Perceived Team Goal Interdependence)

서지정보

· 발행기관 : 한국인사조직학회
· 수록지 정보 : 인사조직연구 / 20권 / 2호 / 247 ~ 280페이지
· 저자명 : 이종건, 김명희, 성상현

초록

본 연구는 다양성이 팀 성과에 미치는 영향과 이들 두 변인 간 관계에서 팀 목표 의존이 갖는 조절효과를 분석하였다. 팀 구성의 다양성이 갖는 대표적인 세 가지 측면인 인구통계학적 차이, 정보지식 차이, 가치관 차이가 미치는 영향을 분석하고자 연령, 경력 및 교육배경, 가치관을 사용하였고, 팀 성과는 팀 만족, 팀 몰입, 팀 응집성, 팀의 창의적 행동을 분석하였다. 실증분석은 기업의 실제 팀 58개에 소속된 599명으로부터 수집한 자료를 사용하였다. 분석 결과, 다양성은 팀 성과에 부분적으로 유의한 영향을 미치는 것으로 밝혀졌다. 연령다양성은 팀의 창의적 행동에 대하여 정(+)의 미치는 반면, 교육배경 다양성은 팀의 창의적 행동 및 팀 응집성에 대하여 부(-)의 영향을 미치는 것으로 나타났다. 가치관 다양성은 팀 만족, 팀 몰입, 팀 응집성에 대하여 부(-)의 영향을 미치는 것으로 나타났다. 그리고 팀 목표의 상호의존은 다양성-팀 성과 간 관계를 부분적으로 조절하였다. 팀 목표의 상호의존은 교육배경 다양성- 팀 몰입 관계, 가치 다양성-팀 몰입 관계, 그리고 경력 다양성-팀 응집성 관계를 긍정적으로 조절하는 것으로 나타났다. 마지막으로, 연구결과에 대한 이론적․실무적 시사점에 대하여 논의하였다.

영어초록

Due to the increase of economic activities by women, employment flexibility, task diversity,and globalization, human resources in current enterprises have become increasingly diverse.
Workforce diversity is related to enriched perspectives, skills, and insights, which in turn increase the group’s creativity and problem-solving capabilities. In contrast, the process of categorizing similar in-group members and dissimilar out-group members on the basis of similarity and differences between team members causes conflict within group processes. As a result, effective management of diversity has become an essential part of gaining a sustainable competitive advantage through the diverse workforce.
Despite long interests in diversity management, it is not clear yet how various types of diversity influence group processes and what effective management is on diversity. Most research on diversity are overly inconsistent. In particular, most studies on workforce diversity are conducted in Western enterprises where sources of workforce diversity are much more diverse than Asian companies in terms of race, nationality, gender orientation, individuality, etc. Moreover, since culture and structure of Asian and Western companies stand apart, questions are raised whether effects of work team diversity are the same in different organizational contexts. Thus, this study explores the effects of various types of diversity in Korean firms and the moderating role of team goal interdependence.
The purpose of this study was to examine the effects of diversity on team outcomes and moderating effects of perceived team goal interdependence on the diversity-team performance relationship. Based on the literature review, we propose:Hypothesis 1. Age diversity will be negatively related to (a) team satisfaction, (b) team commitment, (c) team cohesion, and positively related to (d) teams creative behavior.
Hypothesis 2. Career diversity will be negatively related to (a) team satisfaction, (b) team commitment, (c) team cohesion, and positively related to (d) team creative behavior.
Hypothesis 3. Educational background diversity will be negatively related to (a) team satisfaction, (b) team commitment, (c) team cohesion, and positively related to (d) team creative behavior.
Hypothesis 4. Values diversity will be negatively related to (a) team satisfaction, (b) team commitment, (c) team cohesion, and (d) team creative behavior.
Hypothesis 5. The interaction of team perceived goal interdependence and (a) age diversity, (b) career diversity, (c) educational background diversity, and (d) values diversity will be positively related to team satisfaction.
Hypothesis 6. The interaction of team perceived goal interdependence and (a) age diversity, (b) career diversity, (c) educational background diversity, and (d) values diversity will be positively related to team commitment.
Hypothesis 7. The interaction of team perceived goal interdependence and (a) age diversity, (b) career diversity, (c) educational background diversity, and (d) values diversity will be positively related to team cohesion.
Hypothesis 8. The interaction of team perceived goal interdependence and (a) age diversity, (b) career diversity, (c) educational background diversity, and (d) values diversity will be positively related to team creative behavior.
To test the hypotheses, we collected questionnaires from 559 team members from 58 work teams in a Korean conglomerate. Four variables were used to measure team diversity: age, career,educational background, and values. To measure the context effects, perceived goal interdependence was introduced as the moderating variable. Team outcomes included four variables: team commitment,team satisfaction, team cohesion, and team creative behavior. Also, the study controlled two variables that might affect the hypothesized relationships, team size and the length of service of team members.
The results of this study indicated that diversity variables were significant predictors of team outcomes: age diversity had a positive effect on teams’ creative behavior, whereas educational diversity had negative effects on team creative behavior and team cohesion and value diversity had negative effects on team satisfaction, team commitment, and team cohesion. Results also indicated that a teams’ perceived interdependence partially moderated the relationships between diversity and team outcomes: educational background diversity on team commitment relationship,value diversity on team commitment relationship, and career diversity on team cohesion relationship. We then developed implications for theory and practice relative to our study outcomes.

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