역설적 리더십이 팀 성과에 미치는 영향: 팀 구성원의 포용 인식 및 팀 창의성의 연속매개효과 = Relationship between paradoxical leadership and team performance: A serial mediation effect of perceived inclusion and team creativity

다국어 초록 (Multilingual Abstract)

Increased competitions and rapid changes in business environments highlight the need for a paradoxical view. In order to manage ambiguous and complex situations within an organization, leaders should be able to deal with conflicting demands and contradictory values effectively, which can be described as paradoxical leadership. Similarly, as the value of diversity in the workforce is being appreciated, inclusion is often discussed as a key success factor for effective diversity management. Inclusive workplace allows its members to satisfy two seemingly conflicting needs, desire to belong and desire to be unique. Both paradoxical leadership and inclusion address the importance of balancing conflicting needs and competing goals. Yet few studies have specifically examined the relationship between paradoxical leadership, perceived inclusion, and team outcomes. In this study, we examined the effect of paradoxical leadership on perceived inclusion by team members and tested a serial mediation process in which perceived inclusion enhances team creativity, thereby improving team performance. To test our model, we analyzed survey data from a total of 431 people (85 teams) working in public organizations. Using bootstrapping method via SPSS Process Macro, we demonstrated that paradoxical leadership has a positive effect on team performance, and this process is serially mediated by team members' perception of inclusion and team creativity. This study contributes to the current literature by examining the role of paradoxical leadership and perceived inclusion at the team level. Our findings provide practical implications that a leader with a paradoxical perspective and team members’ perception of inclusion are key factors for team creativity and performance.

국문 초록 (Abstract)

조직 환경의 급격한 변화 및 생존을 위한 경쟁 심화는 역설적 관점의 필요성을 부각시킨다. 조직 내 모호하고 복잡한 상황을 관리하기 위해서는 하나의 일관된 방식만을 실행하는 단편적인 사고보다 역설 적으로 사고하고 행동하는 역설적 리더십 행동이 요구된다. 이러한 역설적 관점은 서로 다른 배경과 가치관, 정보를 가진 인적자원의 다양성 관리에도 효과적이다. 다양성을 포용하는 조직은 서로 상충될 수 있는 조직 구성원의 소속 욕구와 차별화 욕구를 모두 충족시킬 수 있어야 한다. 역설적 리더십은 모순적 요구에 유연하게 대응할 수 있다는 점에서 조직 내 포용 인식을 높일 수 있을 것으로 기대된다. 하지만 역설적 리더십과 팀 구성원의 포용 인식의 관계, 또 역설적 리더십이 팀 성과에 어떤 경로를 통해 어떻게 영향을 미치는지 구체적으로 확인한 연구는 부족한 실정이다. 따라서 본 연구에서는 역설 적 리더십이 팀 구성원의 포용 인식에 미치는 영향을 살펴보고, 포용 인식이 팀 창의성을 높여 결과적 으로 팀 성과를 향상시키는 연속매개과정을 검증하고자 하였다. 이를 위해 본 연구에서는 공공조직에 근무하는 총 431명, 85팀의 설문을 수집하여 데이터 분석을 실시하였다. SPSS 통계프로그램과 Process macro를 활용하여 회귀분석 및 Bootstrapping기법을 통해 검증한 결과 역설적 리더십은 팀 성과에 긍정적인 영향을 미치며, 이 과정을 팀 구성원들의 포용 인식과 팀 창의성이 연속매개 하는 것으로 나타났다. 본 연구는 다양한 딜레마를 다루어야 하는 조직 환경에서 역설적 리더십의 중요성 및 포용 인식의 역할을 팀 수준에서 검증하였다는 데 의의가 있다. 즉, 팀 창의성과 팀 성과를 높이기 위해서는 역설적 관점을 지닌 리더와, 팀 구성원들의 포용 인식이 중요하다는 시사점을 제공한다.

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