구성원이 인지한 경영진 디커플링, 팀장에 대한 신뢰와 팀 정치지각이 구성원 행동에 미치는 영향에 관한 연구 : 조직 아노미의 매개효과를 중심으로 = The Effects of TMT Decoupling, Trust in the Team Leader, and Perceived Team Politics on Extra-role Behavior and CWB : The Mediating Role of Organizational Anomie

국문 초록 (Abstract)

최근 인사․조직은 물론 사회, 종교, 교육 등 다양한 분야에서는 아노미(anomie)를 줄이기 위한 노력이 활발히 진행 중이다. 무규범(normlessness)으로 인한 혼란과 가치 구조의 분열로 인한 긴장 상태를 뜻하는 아노미는 현대 사조직 내에도 만연한 현상으로 밝혀지고 있다. 이에 본 연구에서는 조직 내 아노미로 인한 혼돈이 구성원의 역할 외 행동 및 반생산적 행동에 미치는 영향력을 분석함은 물론 선행 연구를 통해 구성원들이 인지한 경영진들의 디커플링(decoupling), 팀장에 대한 신뢰(trust in team leader), 팀 내 정치지각(perceived politics in team)의 세 요소가 조직 아노미에 미치는 영향력을 살펴보고자 한다. 더불어 이러한 선행 요소들이 구성원들의 반생산적 행동 및 역할 외 행동에 영향을 미치는 과정에서 조직 아노미가 매개 역할을 한다고 주장한다. 가설 검증을 위해 국내 4개 회사의 949명이 설문에 참여하였다. 연구 결과, 조직 아노미는 역할 외 행동에 통계적으로 유의하게 부(-)적 영향력을 행사하는 동시에 반생산적 행동을 높이는 것으로 밝혀졌다. 조직 아노미는 경영진 디커플링, 팀장에 대한 신뢰, 팀 내 정치지각과 구성원 행동(반생산적 행동과 역할 외 행동) 간의 관계를 매개하는 것으로 나타났다. 특히, 경영진 디커플링과 두 결과 변수 간의 관계에서는 조직 아노미가 완전 매개 역할을 하는 것으로 나타났으나, 팀 내 정치지각과 두 결과 변수 간의 관계에서는 조직 아노미가 부분 매개의 역할을 하였다. 또한, 조직 아노미는 팀장에 대한 신뢰와 역할 외 행동 간의 관계에서도 부분 매개변수로써의 역할을 수행하는 반면, 팀장에 대한 신뢰와 반생산적 행동 간의 관계에서는 완전 매개변수로써의 역할을 수행하는 것으로 나타났다. 본 연구에서는 이와 같은 연구 결과에 대한 실무적, 이론적 함의점에 대해 심도 있게 논의한다.

다국어 초록 (Multilingual Abstract)

This study examined organizational anomie, which has emerged recently as a popular focus of research. Anomie, which today is associated with normlessness and alienation, has developed primarily from the work of Durkheim (1897) and Merton (1957). The organizational anomie investigated in the present study was based not only on the notion that trying to achieve the expected goals of most organizations was impossible, and thus organizational
members would resort to illegal or immoral means to do so, but also on the amorality that resulted from deregulation. It is therefore important to determine which factors in teams and organizations aggravate or mitigate organizational anomie. In this study, we explored three factors affecting anomie in organizations: perception of top management team (TMT) decoupling, trust in the team leader, and perceived team politics. Decoupling is the organizational practice of disconnecting structure from action in other words, formal statements of how and why things should be done in organizations are often decoupled from how they are actually done. TMT decoupling in this study means the variance between the decision-making or behaviors of the TMT and the organizational mission, vision, and culture. TMT decoupling may lead to high levels of anomie. Trust in the team leader refers to a team members’ belief in their leader, even if the consequences of the leader’s behavior are risky to the team members. Trust in the team leader may lower anomie through team collaboration and interactions based on confidence and faith. Finally, perceived team politics have been defined as the degree of perception that an intentional social influence exists in teams. Perceived team politics may therefore lead to high levels of anomie. We hypothesized about the effects of these three factors on members’ extra-role behavior (ERB) and counter-productive work behavior (CWB) and examined the anomie in an organization
as a mediator between independent variables and members’ behaviors. This mediation mechanism dovetails with previous research on anomie in organizational settings and the hypotheses call attention to members’alienation and relative deprivation, in addition to the breakdown of the members’ sense of attachment to the organization. To advance the analysis, we collected data from 949 employees from four industries. The sample consisted of 412 males (43.4%) and 507 females (53.4%). The mean team tenure of the participants was 37.63 months and the average age was 32.64. We designed a robust research model in order to assess model fit and avoid common method variance issues. Using the verified model, standardized path coefficients were examined to test our research hypotheses. Supporting most predictions, the results showed that perceived team politics and
TMT decoupling had a positive impact on CWB and a negative impact on ERB. In addition, trust in the team leader had a negative impact on CWB and a positive impact on ERB, and all of the above relationships were mediated by organizational anomie. In particular, the effects of TMT decoupling on CWB and ERB was fully mediated by organizational anomie. We discuss the implications of the findings in detail.

목차 (Table of Contents)

• Ⅰ. 연구의 배경 및 문제 제기
• Ⅱ. 이론적 배경 및 가설 설정
• Ⅲ. 분석방법
• Ⅳ. 분석 결과
• Ⅴ. 결론 및 논의
• 참고문헌
• 별첨

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