직무몰입이 조직변화준비도에 미치는 영향과 리더십 유형의 조절효과 검증 = The Influence of Work Engagement on Organizational Change Readiness: Moderating Effect of Leadership Types

다국어 초록 (Multilingual Abstract)

Organizational change is a critical factor to determine success or failure of organization.
To be proactive to rapid environmental change, organization is required to change. Despite diverse efforts to change in organizations, success rate is less than 25%. Failure to organizational change leads negative outcomes such as sunk cost, decreasing organizational effectiveness, increasing turnover rate, wasting resource, and diffusion of cynism. The reason of high failure rate is derived from the lack of organizational change readiness which employees have. If the extent of organizational change readiness is low, organization can encounter employees' tremendous resistance. On the contrast, if employee readiness for organizational change is high, employees are likely to have positive behavior and attitudes towards new adjustments.
Given that context, this research aims at examining the structural relationship among variables related to organizational change readiness. By testing the relationship, researchers tried to clarify generative mechanism of organizational change readiness. Based on the findings, researchers expected to derive practical implications for change agents to influence employee readiness for organizational change and contribute to an improved understanding of organizational change research.
To achieve the goal, researchers selected work engagement as an antecedent variable and examine the effect of the work engagement on organizational change readiness and the moderating effect of two types of leadership on the relationship between work engagement and organizational change readiness. The participants include 306 employees of private organization. The results were as follows. First, work engagement had a positive influence on organizational change readiness. Second, transformational leadership had the moderating effect on the relationship between work engagement and organizational change readiness. Third, the transactional leadership did not have a significant moderating effect on the relationship between work engagement and organizational change readiness.
Based on the findings, this study suggested several engagement and transformational leadership strategies to manage organizational change readiness.

국문 초록 (Abstract)

조직변화는 조직 생존과 실패를 결정하는 중요한 조직 현상이다. 환경변화에 대하여 조직이 변화 압력에적응하고 적극적으로 대응하기 위한 조직변화 노력은 조직의 핵심 의사결정 영역에 속하는 행위로 간주된다.
그러나 조직변화 성공을 위한 많은 노력과 자원이 투입됨에도 불구하고 조직변화 성공률은 20-25%에 불과하며, 대부분 실패하는 것으로 나타난다. 이와 같은 조직변화의 실패는 매몰비용 발생, 조직효과성 하락, 이직률증가, 자원낭비, 냉소주의 확산 등 다양하고 심각한 부정적 결과를 초래한다. 조직변화 실패의 주요 원인 중하나는 구성원들의 조직변화준비도 결핍에서 찾을 수 있다. 조직변화준비도 수준이 낮은 경우 조직 변화 과정에있어 강력한 변화저항이 발생하게 되고 결국 조직변화 실패로 이어진다. 반대로 조직변화수준이 높은 경우효과적인 조직변화 성취 가능성이 높은 것으로 알려져 있다. 이 연구는 조직변화의 성공적인 도입과 실행에관한 핵심요인으로 최근 논의되고 있는 조직변화준비도의 유관 변인을 탐색하고 변인 간 영향관계를 실증하였다. 이를 통해 국내 조직 상황에서 조직변화준비도 발현 맥락을 명확히 파악함으로써 성공적 조직변화 도입과실천에 관한 전략적 실천방안을 도출하고 논의를 활성화 하는데 목적이 있다.
연구목적을 달성하기 위해 이론적 배경 검토를 근거로 조직변화준비도에 영향을 미칠 것으로 고려되는요인으로서 조직 구성원의 직무몰입을 예측변인으로 선정하고, 직무몰입과 조직변화준비도 간 영향관계를검증하였다. 추가적으로 직무몰입과 조직변화준비도 영향 관계에서 리더십 맥락에 따른 조직변화준비도 발현양상을 살펴보기 위해 변혁적 리더십과 거래적 리더십을 조절변인으로 설정하고 각각의 조절효과를 살펴보았다. 연구대상은 국내 사기업에 재직 중인 조직 구성원이며 이들을 대상으로 총 306부의 설문 응답 자료를수집, 분석을 수행하였다. 분석 결과는 다음과 같다. 첫째, 조직 구성원의 직무몰입은 조직변화준비도에 정적영향을 미치는 것으로 나타났다. 둘째, 직무몰입과 조직변화준비도 영향 관계에서 변혁적 리더십은 강화 조절효과가 있는 것으로 나타났다. 셋째, 직무몰입과 조직변화준비도 영향 관계에서 거래적 리더십의 조절효과는존재하지 않았다. 이상의 연구결과를 토대로 조직 구성원의 조직변화준비도 개발 및 관리를 위한 직무몰입촉진 방안과 리더의 변혁적 리더십 개발 방안을 제안하였다.

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