팀장의 리더십이 구성원의 경력몰입과 이직의도에 미치는 영향 -감성지능의 조절효과- (The Impact of Team Leader’s Leadership Style on the Career Commitment and Turnover Intention of Team Members: Moderating Role of Team Members’ Emotional Intelligence)

서지정보

· 발행기관 : 한국기업경영학회
· 수록지 정보 : 기업경영연구 / 17권 / 3호 / 1 ~ 22페이지
· 저자명 : 임서영, 박동수, 이정민

초록

본 연구는 팀장의 리더십의 유형인 변혁적 리더십과 거래적 리더십이 팀원의 경력몰입과 이직의도에 미치는 영향을 파악하고 아울러 조절 변수로서 팀원의 감성지능의 수준에 따라서 팀장의 리더십이 팀원의 조직유효성에 미치는 영향에 어떠한 차이가 있는가를 검증하였다. 연구결과를 보면 팀리더가 예외적관리를 하게 되면 팀원의 이직의도가 높은 것으로 나타났다. 카리스마 리더십을 발휘할수록 이직의도를 낮추는 것으로 나타났으며 이는 카리스마 리더십의 중요성을 확인하는 것으로 보이며 회사에서 이직의도를 낮추기 위해서는 팀장들이 카리스마 리더십을 발휘할 수 있도록 교육하는 것이 중요할 것이다. 감성지능의 조절효과를 검정한 결과 조건적 보상 리더십을 행사하는 팀장아래에서는 팀원의 타인감성이해가 높을수록 이직의도를 높이는 것으로 나타났으며 또한 카리스마 리더십이 높은 팀장아래에서는 팀원의 감성활용의 수준이 높을수록 이직의도가 낮게 나타났다

영어초록

This study identified the influence of transformational and transactional leadership on the career commitment and turnover intention depending on the levels of emotional intelligence among team members. The data used for the study were drawn from six insurance companies in Korea.
The results can be summarized as follows:First, for the leadership effects on the career commitment, subfactors of charisma and intellectual stimulus as transformational leadership along with subfactor of exceptional management as transactional leadership appeared as having significant effects on the career commitment. This indicates that team leaders’ demonstration of charisma, intellectual stimulus, and exceptional management has important effects on the career commitment.
Second, for the leadership effects on the turnover intention, both the charisma and exceptional management appeared as having significant effects on the intention to leave. This indicates that the turnover intention of team members could be reduced more as much as charisma of a team leader is demonstrated, and the turnover intention increased more as much as exceptional management is demonstrated. Therefore, in order to reduce the turnover intention of team members, insurance companies should educate team leaders so as to demonstrate charismatic leadership.
Third, for the moderating effect of emotional intelligence on the relationship between leadership styles and both career commitment and turnover intention, the result showed the moderating effect of subfactors of understanding the emotion of others and utilization of emotions on turnover intention but not career commitment.
Specifically, for the moderating effect of emotional intelligence, the results are as follows:1) In case of understanding the emotion of others, there is no significant moderating effect of understanding other’s emotion on the career commitment.
2) For the verification of moderating effect on the turnover intention of understanding others emo-tion from the emotional intelligence, significant effect was indicated. This shows that if understanding other’s emotion is high, it could raise turnover intention of team members when a team leader shows conditional compensation of transactional leadership.
3) In case of emotional utilization from emotional intelligence, the moderating effect of the emotional utilization on the career commitment was not verified.
4) For the verification of moderating effect of emotional utilization from the emotional intelligence on the turnover intention, significant effect appeared. This indicates that if a team leader’s emotional utilization is high, charismatic leadership reduces the turnover intention of team members.
5) Emotional regulation from emotional intelligence appeared as not to be significant in moderating the relationship between leadership styles and the career commitment and turnover intention. So,when a team leader displays leadership, it could be concluded that emotional moderation of team members do not have any significant effect on the career commitment and turnover intention.
Although previous researches showed that the exceptional management as a sub factor of the transactional leadership had effects on the turnover intention in the relationship between turnover intention and leadership style, this study shows charismatic leadership as a sub construct of the transformational one also may have effect on the turnover intention. This indicated the importance of charismatic leadership in work teams. Thus, it seems to be important for insurance companies to educated team leaders so as to demonstrate the charismatic leadership in order to lower the turnover intention.
It was also found that the emotional intelligence of team members could be moderating the relationship between team leadership style and career commitment and in the relationship between leadership style and turnover intention. Results indicate that though emotional intelligence was not moderating on the first relationship of leadership-career commitment, it appeared as having moderating effects on the second relationship of leadership-turnover intention. This results implies that with team leader exercising contingent reward, team members are likely to increase their intention to leave when the team members are high on understanding emotions of others. In contrast, with team leader exercising high charisma, team members when they are high on utilization of emotions are likely to reduce their intention to leave. Drawing from this result, it is recommended that insurance companies should reduce the turnover intention by developing the emotional intelligence of team members.

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