상사의 무례함이 감정고갈을 매개로 이직의도에 미치는 영향: 자아존중감의 조건부 간접효과 = The influence of supervisor incivility on turnover intention mediated by emotional exhaustion: A moderating effect of self-esteem

국문 초록 (Abstract)

본 연구는 전 세계적으로 직장 내 무례함에 대한 이슈가 팽배하고 관련 연구가 증가하는 상황에서, 상사의 무례함에 초점을 맞추고 그것이 구성원 이직의도에 영향을 미치는 과정을 살펴본 것이다. 특히, 자원보존이론의 관점에서 상사의 무례함과 이직의도 관계에서 감정고갈의 매개효과에 관한 가설을 설정하고 검증하였다. 또한 자기검증이론의 관점에서 상사의 무례함과 감정고갈의 관계에서 자아존중감의 조절효과에 관한 가설을 설정하고 검증하였다.
자료수집을 위해 대기업 및 중소기업에 근무하는 직장인을 대상으로 설문조사를 실시하였으며, 총 331부의 설문을 가설검증에 사용하였다. 가설검증은 위계적 회귀분석을 통해 이루어졌으며, 그 결과는 가설을 모두 지지하였다. 첫째, 상사의 무례함은 구성원 이직의도와 유의한 정(+)의 관계가 있는 것으로 나타났다. 둘째, 상사의 무례함은 구성원의 감정고갈에 정(+)의 영향을 주며, 그것을 매개로 이직의도에 영향을 주는 것으로 나타났다. 셋째, 상사의 무례함과 감정고갈의 관계에서 구성원의 자아존중감은 정(+)적으로 조절하는 것으로 나타났다. 이 결과는 자아존중감이 높을수록 상사의 무례함이 감정고갈에 미치는 영향은 더 커진다는 것을 의미한다.
본 연구는 감정고갈의 매개효과를 입증하고, 이것과 연계하여 상사의 무례함과 감정소진의 관계에 있어서 자기존중감의 조절효과를 입증하였다. 특히 자기검증이론에 기반한 자기존중감의 조절효과는 부정적 리더십 상황에서 서로 다른 주장을 하는 선행연구의 논쟁을 해결하는데 도움을 주었다는 점에서 이론적 의의를 찾을 수 있다. 또한 상사의 무례함은 자아존중감이 높은 구성원에게 더 부정적일 수 있다는 연구 결과는 실무적 측면에서 상사의 무례함의 문제점을 심각하게 인식하고 예방책을 강구해야 할 필요성을 제안한다.

다국어 초록 (Multilingual Abstract)

This study focused on supervisor incivility and its relationship with employee turnover intention in the context of increasing issues and related research on workplace incivility globally. Based on conservation of resources theory, we proposed and tested a hypothesis regarding the mediating effect of emotional exhaustion in the relationship between supervisor incivility and turnover intentions. Additionally, from the perspective of self-verification theory, we proposed and tested a hypothesis about the moderating effect of self-esteem in the relationship between supervisor incivility and emotional exhaustion.
A survey was conducted with employees in large and small companies for data collection and a total of 331 questionnaires were used for hypothesis testing. Hierarchical regression analyses were performed to test the hypotheses, and the results supported all hypotheses. First, supervisor incivility was shown to positively reltates to employee turnover intention. Second, it was shown that supervisor incivility influenced employees’ emotional exhaustion, which in turn affected turnover intentions. Third, employee’s self-esteem was found to positively moderate the relationship between supervisor incivility and emotional exhaustion.
This study verified the mediating effect of emotional exhaustion and the moderating effect of self-esteem. Particularly, the moderating effect of self-esteem from the perspective of self-verification theory has theoretical significance in that it help explain the results of provious studies in which the moderating effect in negative leadership situations was contrary to the hypothesis. The result showing that supervisor incivility can be more negative for employees with high self-esteem suggests the need to seriously recognize the problem of supervisor incivility and to take preventive measures in practice. In addition to theoretical and practical implications, future research issues were discussed.

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