팀 特性과 팀 有效性의 관계에서 팀 信頼의 媒介效果 및 팀 效能感의 調節效果 分析 = Analysing mediating effect of team trust and moderating effect of team efficacy in the relationship between team characteristics and team effectiveness

국문 초록 (Abstract)

본 연구는 팀 성과를 결정함에 있어 팀 신뢰가 매우 중요하다는 전제위에서 팀 신뢰에 영향을 미치는 팀 특성의 선행요인(antecedents)과 팀 유효성의 결과요인(outcomes)을 실증연구를 통해 구명하고자 한다. 보다 구체적으로 본 연구는 다음과 같은 목적을 지닌다.
첫째, 기존 연구들을 중심으로 팀 신뢰의 개념을 정립하고 이의 구성차원을 확정한다.
둘째, 팀 신뢰에 영향을 미치는 팀 특성의 선행요인으로 팀 감성지능, 임파워링 리더십, 공정성 풍토를 설정하고 이들이 팀 신뢰와 가지는 관계를 실증적으로 구명한다.
셋째, 팀 신뢰가 팀 유효성의 결과요인인 팀 성과와 팀 몰입을 설정하고 그 관계들을 실증적으로 조사한다.
넷째, 팀 신뢰가 팀 유효성의 결과변수인 팀 성과 및 팀 몰입과 가지는 관계에서 팀 효능감을 조절요인으로 설정하고 그 조절효과를 실증적으로 구명한다.
이러한 모형설정과 검증을 통해 본 연구에서는 팀 이론의 발전에 기여하고 팀 관리를 위한 관리적 시사점을 도출하고자 한다.
본 연구는 팀 특성의 선행변수로는 이론적 연구에 기초하여 팀 감성지능, 임파워링 리더십, 공정성 풍토를 설정하였다. 이 세 변수가 선정된 배경은 팀 신뢰라는 행위에 영향을 미치는 선행요인으로 사람요인과 환경요인이 있을 수 있다는 근거에서이다. 사람요인에 해당하는 요인으로는 팀 감성지능을 선정하였고, 환경요인으로는 임파워링 이라는 리더십 요인과 공정성 풍토라는 조직풍토 요인을 설정하였다.
본 연구에서 검증된 연구 결과들을 요약하면 다음과 같다.
첫째, 팀 특성의 선행변수로 예측 설정한 팀 감성지능 , 임파워링 리더십, 공정성풍토는 팀 신뢰에 정(+)의 영향을 미친다. 둘째, 그로인한 팀 신뢰는 팀 유효성인 결과변수인 팀 성과와, 팀 몰입에 정(+) 영향을 미친다. 셋째, 매개변수인 팀 구성원의 팀 신뢰는 선행변수인 팀 감성지능, 임파워링 리더십, 공정성풍토와 결과변수인 팀 성과, 팀 몰입사이에 매개효과를 가진다. 넷째, 팀 구성원의 팀 효능감은 주 변수(매개변수)인 팀 신뢰와 팀 유효성의 결과변수인 팀 성과, 팀 몰입사이에 조절효과가 없다.
결과적으로 조직 내 팀 구성원을 대상으로 한 본 연구는 조직 내 구성원의 심리상태 및 태도를 연구하였으며 조직 내에서 팀 행위적 성과(behavioral performance)인 팀 성과와 팀 몰입을 향상 시킬 수 있는 방안은 조직 내 팀 구성원의 감성지능관리, 팀 리더의 리더십 중 내외부적 환경변화로 인한 조직구조의 유연성을 고려한 임파워링 리더십과, 조직 내 팀 구성원들의 업무 수행에 따른 공정성풍토가 일관성 있게 공유 할 수 있는 방안을 모색하여야 하며, 팀 성과를 극대화 시킬 수 있는 조절요인을 발굴하여 팀 신뢰와 팀 성과, 팀 몰입과의 관계에서 보다 효율적인 성과를 창출 할 수 있는 방안 강구를 필요로 함을 피력 하며 결론을 맺는다.

다국어 초록 (Multilingual Abstract)

With advancement of information and communication and with acceleration of globalization, the organizational environment is becoming more complex and becoming more uncertain.
As an organizational strategy to meet with these environmental changes, organizations are flattening their structures and adopting team systems. It is a measure to respond to the environment more actively and more promptly. The heightened needs of members for flat organization culture also have played a role for this expansion of team systems.
However, despite the active adoption of team systems in the practical business world, the academic interest and practical studies on team systems have not developed broadly. A partial reason for this would be that studies on teams are relatively more burdensome and methodologically more complex compared to studies on individuals.
A remarkable study among not that numerous team studies is about team trust. Team trust refers to the degree of trust among team members. Just as trusting the organization or supervisors in individual behaviors influences significantly on job satisfaction of team members and organization activities, team trust is assessed as an essential factor having major influence on the team performance.
However, despite the importance of team trust in the practical world, there have been few studies which deal with development of the concept and criteria of team trust and also few empirical studies on the antecedents and outcomes of team trust.
Therefore, based on the premise that team trust is very important in determining team performance, this study attempts to identify antecedents of team characteristics and outcomes of team effectiveness which influence team trust by conducting a empirical research.
Based on literature and theoretical research, this study set antecedent variables of team characteristics as team emotional intelligence, empowering leadership, and justice climates. For the outcome variable of team effectiveness, the study set as team performance and team engagement. Besides, the study set team trust as a mediating variable in the influence process of antecedents on outcomes. Lastly, in the influence process of team trust on team performance and team engagement, which are the team effectiveness, the study set team efficacy as moderating variable and conducted empirical research on this.
Methodologically, the study conducted team-based study instead of individual based study. For the variables of the research, the study carried out questionnaire research in a self-report format. Throughout the process from distribution to the collection of the questionnaire, the researcher met respondents face to face to make them understand the importance of the study. In order to reduce common method bias, which is a weakness of self-reported questionnaire research, the study separated the questionnaires on outcome variables and measured the team performance from the secondary supervisors of teams in order to obtain the objectivity of the measurement.
For the variables measured, the study added up the individuals' responses by teams and converted them into team variables. In order to secure reasonability, the study calculated within-group interrater agreement(rwg).
For the statistical analysis of the data, the study conducted reliability analysis apart from descriptive statistics. And for the validity analysis, the study carried out exploratory factor analysis and confirmatory factor analysis. In addition, for the examination of mediated effect the study utilized three-step regression analysis and Sobel test. For the analysis of moderating effect, the study carried out moderated regression analysis. For the statistical analysis of the study, SPSS Windows 20.0 and AMOS 20.0 programs were used.
The study found the following results. First, team emotional intelligence, empowering leadership, and justice climates, which were the predicted antecedent factors of team characteristics, had positive(+) influence on team trust. Second, the team trust had positive(+) influence on team performance and team engagement which were the outcome variables of team effectiveness. Third, team trust of team members, which is a mediated variable, had mediating effect between antecedent variables (team emotional intelligence, empowering leadership and justice climates) and outcome variables (team performance and team engagement). Fourth, team efficacy of team members did not have moderating effect between major variables (mediating variables) of team trust and team effectiveness and outcome variables of team performance and team engagement.
Consequently, this study which targeted at team members in an organization investigated psychological conditions and attitudes of the team members in the organization. The study found that in order to enhance team performance and team engagement, which are the behavioral performance in the organization, empowering leadership and justice climates should be shared in an organization coherently. For the empowering leadership, flexibility of organization structure from internal and external environmental changes would have to be considered. And for the justice climates, task implementation of team members in an organization would have to be considered. The study concludes by suggesting the need to search measures to generate more effective performance in the relationship among team trust, team performance and team engagement by pinpointing moderating factors which can maximize the team performance.

Keyword: team trust, emotional intelligence, empowering leadership, justice climates, team efficacy, team commitment, team performance

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 연구의 배경과 목적 1
• 제 2 절 연구의 범위와 연구방법 2
• 제 2 장 이론적 배경 5
• 제 1절 팀 신뢰 5
• 제 2 절 팀 감성지능 24
• 제 3 절 임파워링 리더십 36
• 제 4 절 공정성 풍토 49
• 제 5 절 팀 효능감 58
• 제 6 절 팀 몰입 66
• 제 7 절 팀 성과 71
• 제 3 장 연구방법 74
• 제 1절 연구모형 설계 및 가설의 설정 74
• 제 2 절 변수의 조작적 정의 및 측정 80
• 제 3 절 설문지 및 표본의 구성 86
• 제 4 장 실증분석 93
• 제 1 절 측정도구의 신뢰성과 타당성 검증 93
• 제 2 절 변수들 간의 상관관계 분석 109
• 제 3 절 가설검증 111
• 제 4 절 가설검증 결과의 종합 127
• 제 5 장 결 론 129
• 제 1 절 연구결과의 요약 129
• 제 2 절 연구의 의의 및 시사점 130
• 제 3 절 연구의 한계와 향후 연구방향 132
• 참고문헌 134
• Abstract 158
• 설 문 지 162

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