개인 및 팀 적응성과의 고찰 = The Investigation of Individual & Team Adaptive Performance：A Test of a Homologous Model affected by Performance Coaching & Feedback Environment

국문 초록 (Abstract)

본 연구는 변화하는 조직환경에 효과적으로 대응하는 구성원의 적응성과를 제고하는 과정을 고찰하였다. 성과관리 측면에서 최근 주목받는 리더의 성과코칭이 보이는 영향력을 적응행동에 대한 몰입효과로서 살펴보았다. 또한 리더의 성과코칭에 대한 과거 성과(인사평가 점수)의 영향을 밝혀서, 개인수준에서는 과거성과가 코칭에 영향을 주고 코칭이 다시 적응성과에 정적 관련성을 보이는 매개과정을 검증하였다. 피드백 과정에서 환경요인의 중요성을 고려하여 조직의 최소 단위 조직인 팀 수준에서는 팀 피드백 환경이 팀 적응성과에 미치는 영향을 밝히고자 하였다. 이를 통해 개인 및 팀 수준의 적응성과에 대한 이론적 관계성을 밝히기 위하여 피드백의 속성을 지닌 선행변수의 효과에 대한 상동모형(homologous model)을 제시하였다. 또한 기존의 적응성과에 대한 연구에서 도출한 구조적 관련성을 활용하여 팀 적응성과가 개인 구성원의 적응성과에 미치는 교차수준(cross-level) 관계를 검증함으로써, 적응성과에 관하여 다수준 접근법에 입각한 기능적 분석을 시도하였다. 상위 수준에서는 피드백 환경이 조직 적응성과에 영향을 주고 이 성과가 개인 적응성과와 관련되는 교차수준 매개효과가 있는지 동시에 검증하여, 중위매개 모형(meso-mediational model)으로 상동관계를 검증하였다. 국내 IT제조업의 현장 근로자 대상으로 139개 팀에서 687명의 자료를 수집하여 다수준 방법론(즉, 위계선형모형)을 사용하여 분석한 결과, 개인 수준에서 코칭의 완전매개 관계를 보여주었고, 상위 수준에서 적응성과가 개인수준 적응성과에 의미 있는 관계가 나타났다. 그러나 상위 수준 적응성과가 피드백 환경의 영향을 매개하는 역할은 나타나지 않았다. 이러한 결과를 바탕으로 팀제 조직이 비일상적 상황에서 성과를 도출하는 현상을 이론적으로 논의하고 미래연구에 대한 시사점을 제시하였다.

다국어 초록 (Multilingual Abstract)

Adaptability within dynamic business environments is drawing more attention on the survival of today’s organizations. This is largely due to the instability of the environment under which non-routine work tasks and unexpected events have increased. The needs on the adaptability are increasing not only for organizations but also for individuals and teams within organizations. As a result, recent organizations have been giving more attention to the behaviors of employees regarding how effectively they adapt to their non-routine job requirements as one of the performance domains beyond traditional notion of job performance. Organizations also respond to the instability in the environment by organizing work teams as the essential unit for work tasks, thereby changing their organizational structures to flatter hierarchies. Consequently, adaptive performance at the team level should also be considered as an important factor under the current environments to complement the focus on adaptability at the individual level.
The purpose of the current research is two-fold. One purpose was to investigate a series of antecedents of individual and team adaptive performance and to test a functional process model that has a goal of enhancing the adaptive performance at the two levels. Combined with the structural analysis of the homologous model, the current study tested the functional influences of feedback-related factors on adaptive performance at the two levels. Given previous findings that effectively given feedback is the source of critical information for proactive behaviors of individuals in organizations, we examined the environmental and personal sources of feedback at the team and individual level respectively. As a team-climate influence, team enriched-feedback environment was primarily examined as the feedback source that affected team members’ aggregated team adaptive performance. At the individual level, the degree to which one is exposed to the coaching experience provided by his or her team leaders was considered as an important source of feedback for their performance when dealing with non-routine tasks.
The second purpose of this study was to examine the homology-conceptualization of adaptive performance at both individual and team levels in terms of the structure of the constructs. Although individual-level adaptive performance has been conceptualized independently from team-level adaptive performance in the organizational research literature, both levels are similar in concepts and may help to meet the changing nature of today’s work. However, they also have a significant difference in the sense that individual team members’ adaptabilities may be enhanced by the aggregated support from the team members’ dynamic interaction among their individual adaptive behaviors. We developed a homologous model in order to explore the theoretical relationships on the two levels of adaptive performances. To test the model, we examined a cross-level relationship in which team adaptive performance has a top-down influence on the individual adaptive performance.
As for the specific processes, we suggested that the individual adaptive performance is influenced by the coaching from team leaders in which is affected by individual job performance in advance, thereby coaching was hypothesized to have a mediation role between previous performance and the current adaptive performance. Furthermore, for processes at the team level, team adaptive performance was hypothesized to have a positive relationship with team feedback environment so that the team adaptive performance was proposed as a cross-level mediator between team feedback environment and individual adaptive performance.

목차 (Table of Contents)

• 〈초록〉
• Ⅰ. 서론
• Ⅱ. 이론적 배경
• Ⅲ. 실증분석
• Ⅳ. 결론 및 논의
• 참고문헌
• ABSTRACT

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