다양성 풍토가 조직구성원의 리더-구성원 교환관계와 경력전망에 미치는 영향: 조직의 포용적 관행의 매개효과를 중심으로 = The Effects of Diversity Climate on the Career Prospects and Leader Member Exchange: Focused on the Mediating Effects of Organizational Inclusive Practices

다국어 초록 (Multilingual Abstract)

As today’s workforce is becoming diverse and so are people’s values and ways of thinking, there is also a growing interest in the climate, processes, and practices of an organization capable of effectively managing diversity. Based on the theoretical grounds that members of an organization equipped with a diversity climate and inclusive practices tend to have a positive impact on the effect variables of various organizational behavior, exploratory empirical research was intended to be conducted.
Centering on this research topic, mediation regression analysis was conducted among 201 members of an organization who had office jobs in South Korea to test the research model and hypothesis. The study results found that there was a positive relationship between an organization’s diversity climate and its inclusive practices, which, partially mediated by such inclusive practices, had a positive impact on the members’ career prospects and the quality of leader-member exchange (LMX).
The study results were meaningful in that they demonstrated the theoretical grounds that linked an organization’s diversity climate to its inclusiveness by incorporating inclusiveness into the context of diversity literature, in which there was little research on inclusiveness despite its importance. This study results have implications for management and managers within organizations for whom applying theories of diversity and inclusiveness to organizational processes and practices will be helpful in enhancing members’ work satisfaction and organizational competitiveness. Lastly, this study’s limitations and directions for future studies are presented.

국문 초록 (Abstract)

인력의 구성, 가치관과 사고의 방식이 다양해짐에 따라, 다양성을 효과적으로 관리할 수 있는 조직의 풍토, 절차 및 관행에 대한 관심이 커지고 있다. 다양성이 조직구성원의 정서와 태도에 미치는 영향에 대한 연구결과는 혼재되어 있어, 다양한 결과 변수와 매개 효과를 알아보는 연구가 필요하다. 여기에서는 조직의 다양성 풍토 및 포용적인 관행이 직원의 긍정적인 정서에 영향을 보인다는 최근 연구를 기반으로 탐색적 실증연구를 시도하였다.
이론적 고찰에 기초하여 조직의 다양성 풍토와 포용적 관행이 조직구성원들의 경력전망 및 리더-구성원 교환관계에 미치는 영향 관계를 살펴보고, 또한 조직의 포용적 관행이 그 영향관계 간에 매개효과를 갖는지를 분석하는 데 연구의 주안점을 두었다.
이를 위해 국내 사무직에 종사하는 조직구성원 201명을 대상으로 매개회귀분석을 이용하여 연구모형과 가설을 검증하였다. 연구 결과, 조직의 다양성 풍토와 조직의 포용적 관행은 정(+)적인 관계가 있고, 조직의 포용적 관행을 부분매개로 하여 조직구성원들의 경력전망과 리더-구성원 교환관계에 정(+)적인 영향을 주는 것으로 밝혀졌다.
이 연구 결과는 다양성 연구에 있어 연구가 미진했던 포용성 개념을 도입하여 다양성 풍토와 조직의 포용적 관행을 연결하는 이론적 근거를 실증하였다는 데 의의가 있다. 구체적으로는 조직구성원 개인의 경력전망과 조직 내 상하관계에 다양성 풍토와 포용적 관행이 선행변수가 될 수 있으며, 다양한 조직행동의 연구에 영향력이 있는 요인으로 활용될 수 있다는 가능성을 제시한다. 이 결과는 조직의 경영진 및 관리자들에게 다양성과 포용성 이론을 조직 내 절차와 관행에 적용하면, 조직 관리에 효과적일 수 있다는 시사점을 줄 것이다. 마지막으로 본 연구의 한계 및 향후 연구방향을 제시하였다.

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