자기희생적 리더십과 직무수행

국문 초록 (Abstract)

경영환경이 급변하는 오늘날, 조직은 그 어느 때보다도 구성원들의 자발적 참여 및 헌신을 필요로 하고 있다. 이를 반영하듯 지난 30여 년간 구성원들로 하여금 개인의 이익을 넘어 조직의 목표에 몰입함으로써 기대이상의 성과를 도모하는 효과적인 리더행동에 많은 관심을 가져왔는데, 이런 다양한 리더행동 중 다수의 리더십 이론들에서 모범적 행동으로 제시되어 온 것이 바로 자기희생적 리더십이다. 선행연구들에 의하면 자기희생적 리더십은 리더에 대한 긍정적 인식 형성, 구성원들의 헌신 및 몰입 증진, 조직의 적응력 향상 등 다양한 성과준거에 유의한 영향을 미치는 것으로 나타났다.
하지만 이런 노력에도 불구하고 자기희생적 리더십의 선행연구들은 몇 가지 한계를 가지고 있다. 본 연구는 이런 미비점을 일부 보완하는 것을 목적으로 하고, 다음의 3가지 연구과제를 설정하였다. 첫째, 자기희생적 리더십과 구성원의 직무수행(과업성과, 조직시민행동, 지식공유) 간의 관계를 실증적으로 살펴보는 것이다. 이를 통해 구성원의 태도/인식에 초점을 둔 선행연구를 확장하고자 하였다. 둘째, 자기희생적 리더십과 구성원의 직무수행 간의 관계에 내재된 메커니즘의 일부를 밝히는 것이다. 본 연구에서는 문헌연구를 토대로 상사호감 및 리더인정을 매개변수로 택하였다. 마지막으로, 자기희생적 리더십에 대한 구성원 동기귀인의 조절효과 살펴보는 것이다. 이를 통해 자기희생적 리더십 못지 않게 그 행동에 내재된 동기에 대한 구성원 귀인의 중요성을 부각시키고자 하였다. 이상의 연구과제를 수행하기 위해 연구모형을 설정하고 가설을 제시하였다.
본조사에 앞서 3차에 걸친 예비조사를 통해 자기희생적 리더십의 개념적 정의를 적절히 반영하는 측정도구(12항목)를 도출하였다. 본조사에서는 민간 및 군표본의 상사와 구성원 쌍을 대상으로 설문조사를 실시하였으며, 최종적으로 민간표본 218쌍, 군표본 248쌍의 자료가 분석에 사용되었다. 구조방정식 모형을 이용한 분석결과, 민간 및 군표본 모두 자기희생적 리더십은 구성원의 과업성과, 조직시민행동, 지식공유와 유의한 정적관계를 가지는 것으로 나타났다. 한편 상사호감 및 리더인정의 매개기능의 경우, 민간표본은 자기희생적 리더십이 상사호감을 통해 과업성과로 연결된다는 것과 리더인정이 자기희생적 리더십과 조직시민행동 간의 관계를 완전매개한다는 것을 알 수 있었다. 하지만 기타 매개기능은 확인되지 않았으며, 군표본의 경우에는 상사호감 및 리더인정의 매개효과가 입증되지 않았다. 하지만 확증적 요인분석결과를 토대로 상사호감 및 리더인정을 하나의 요인으로 통합한 대안적 모형을 검증한 추가 분석결과, 상사호감 및 리더인정 통합요인은 민간 및 군표본 모두에서 자기희생적 리더십과 직무수행(과업성과, 조직시민행동, 지식공유)과의 관계를 완전매개하는 것으로 나타났다. 마지막으로 다중 조절회귀분석을 이용하여 구성원 동기귀인의 조절효과를 살펴본 결과, 민간표본의 경우에는 자기희생적 리더십에 대한 구성원의 이타적 및 도구적 동기귀인의 조절효과가 유의하지 않거나 가설과는 다른 방향으로 나타났다. 반면 군표본은 가설처럼 조직시민행동 및 지식공유에 대해 자기희생적 리더십의 정적효과가 도구적 동기귀인이 높을수록 약해지는 것을 확인할 수 있었다. 그에 따라 대안적으로 자기희생적 리더십을 상황변수로 하여 구성원 동기귀인과의 상호작용을 확인한 결과, 상대적으로 비우호적 상황인 낮은 자기희생적 리더십하에서 오히려 상사행동에 대한 구성원 동기귀인이 상사호감 및 리더인정과 더 강한 정적 또는 부적관계를 보이는 것으로 나타났다. 이는 사람들이 비우호적인 환경에서 자신의 경험에 더 많은 의미부여 활동을 하기 때문에 외부의 자극에 더 민감하게 반응할 수 있다는 의미부여 관점과 일치하는 결과이다.
본 연구의 시사점은 다음과 같다. 첫째, 자기희생적 리더십과 구성원의 다양한 직무수행 간의 정적관계를 밝힘으로써 조직상황에서 자기희생적 리더십의 유효성을 실증적으로 확인하였다. 둘째, 상사호감 및 리더인정 통합요인의 완전매개 기능을 밝힘으로써 자기희생적 리더십과 구성원의 직무수행 간에 내재된 메커니즘에 대한 이해를 높였다. 셋째, 자기희생적 리더십과 구성원 동기귀인 간의 상호작용효과를 일부 확인함으로써 리더의 행동 못지 않게 그 행동에 내재된 동기에 대한 귀인의 중요성을 제시하였다. 마지막으로, 민간 및 군표본 모두에서 자기희생적 리더십의 영향력을 확인함으로써 결과의 일반화를 도모하고자 하였다.
하지만 본 연구는 위의 시사점 못지 않게 여러 가지 제한점을 가지고 있다. 첫째, 횡단연구로 인해 명확한 인과관계를 주장할 수 없다. 둘째, 개념적으로는 구분되지만 실증적으로는 분리가 되지 않은 상사호감 및 리더인정으로 인해 자기희생적 리더십의 정서적 및 인지적 영향력 과정 각각을 심층적으로 살펴보지 못했다. 셋째, 자기희생적 리더십의 효과를 정적 또는 부적으로 조절하는 다양한 조절변수를 고려하지 않았다. 넷째, 본 연구는 개인수준에 초점을 둠으로써 집단 또는 조직수준의 변수를 연구모형에 포함시키지 못했다. 마지막으로 자기희생적 리더십 이전, 즉 어떤 선행요인이 자기희생적 리더십에 영향을 미치는지를 살펴보지 않았다. 향후에는 이런 여러 가지 한계를 보완하는 연구가 추가적으로 이루어져 이론적인 기여뿐 아니라 실무적 시사점까지 제공함으로써 자기희생적 리더십과 관련된 역학관계의 큰 그림을 완성할 수 있기를 기대해본다.

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