직장인의 성인애착과 조직몰입의 관계: 인지적 정서조절전략과 리더-구성원 교환관계(LMX)의 매개효과

Abstract

본 연구의 목적은 성인애착과 조직몰입의 관계에서 인지적 정서조절전략과 리더-구성원 교환관계(LMX)의 이중매개효과를 검증하는 것이다. 이를 위해, 성인 직장인을 대상으로 2019년 8월부터 9월까지 설문조사를 실시하였고, 473명의 자료가 최종 분석에 사용되었다. 연구를 위한 측정 도구로 성인애착 척도(ECR-R), 인지적 정서조절전략 척도(CERQ), 리더-구성원 교환관계 척도(LMX-7), 조직몰입 척도(Allen & Meyer의 조직몰입 3요인 척도)가 사용되었다. 설문 결과를 분석하기 위해 SPSS Statistics 20.0 및 SPSS PROCESS Macro 프로그램을 사용하여 기술통계분석, 상관분석, 회귀분석, Model 6 분석을 실시하였다.

연구결과는 첫째, 애착회피는 조직몰입과 유의미한 부적 상관관계를 보인데 반해, 애착불안은 조직몰입과 유의미한 상관을 나타내지 않았다. 둘째, 애착회피와 조직몰입의 관계에서 인지적 정서조절전략의 단순매개효과가 확인되지 않았다. 셋째, 애착회피와 조직몰입의 관계에서 LMX의 단순매개효과가 확인되었다. 넷째, 애착회피와 조직몰입의 관계에서 인지적 정서조절전략과 LMX의 순차적 이중매개효과가 확인되었다.

본 연구의 시사점은 다음과 같다. 첫째, 직장인의 불안정 애착 수준에 따른 조직몰입에서 인지적 정서조절전략과 LMX가 중재 효과를 보인다는 것을 확인하였다. 따라서 불안정한 애착을 형성하여 조직에 몰입하지 못하는 직장인을 대상으로 적응적인 정서조절을 증진하고, 리더와의 관계를 개선하는 개입이 필요함을 시사한다. 둘째, 성인애착의 영향 범위를 확장한 동시에, 조직몰입을 조직몰입의 선행변인으로 흔히 다뤄지지 않아온 성인애착이라는 초기 발달적인 개념으로 설명하였다. 셋째, 애착회피 유형이 가지는 고유한 특성이 애착불안과는 근원적으로 다른 기제를 가짐으로 인해 조직몰입에 어떻게 부정적인 영향을 미치는지 더욱 심층적으로 탐색해야 할 필요성을 시사한다.

이러한 결과는 성인애착이 정서․관계 변인에 유의한 영향을 미친다는 선행연구의 결과를 뒷받침하고, 나아가 이러한 정서․관계 변인인 인지적 정서조절전략, LMX를 통해 조직몰입에 영향을 미친다는 메커니즘을 검증하였다는 점에서 의의가 있다.|This study aimed to as assess hypothesized mediation effect of cognitive emotional regulation and leader-member exchange(LMX) in the relationship between adult attachment and organizational commitment among workers. Under this purpose, a questionnaire survey was conducted by workers who work with a leader in the company, 473 of whom were used for the final analysis. The measures used in this study were Experience in Close Relationship revised(ECR-R), Cognitive-Emotion Regulation Questionnaire(K-CERQ), LMX-7, Affective Organizational Commitment developed by Allen and Meyer. To analyze the result of the questionnaire survey, statistical analysis, correlation analysis, regression analysis, model 6 analysis were performed using SPSS 21.0 program and SPSS Macro Process Program.

The main results of this study are as follows: 1) Negative correlation between attachment avoidance and organizational commitment is statistically significant, on the other hand, correlation between attachment anxiety and organizational commitment is not statistically significant. 2) Mediating effect of cognitive emotional regulation was not observed in the effect of attachment avoidance on organizational commitment. 3) Mediating effect of LMX was observed in the effect of attachment avoidance on organizational commitment. 4) Dual-Mediating effect of cognitive emotional regulation and LMX was observed in the effect of attachment avoidance on organizational commitment.

Implications of this study is as follows: 1) It was verified that cognitive emotional regulation and LMX mediates in organizational commitment problems which are matter of insecure attachment level of workers. Therefore, it suggests that the strategies as intervention is required for workers not emotionally committed to their company to enhance adaptive cognitive emotional regulation and to improve their relationships with leaders. 2) It gives perspectives that organizational commitment, which is barely explained by early developmental psychologic variables, is associated with adult attachment. 3) This study implies the need for further study to investigate how attachment avoidance and attachment anxiety triggers organizational commitment in different ways derived from their own distinctive fundamentals.

Accordingly, the result demonstrates the mechanism from adult attachment to organizational commitment through cognitive emotional regulation and LMX. These results proved advanced studies and expanded the understanding of reciprocal relationship between adult attachment and organizational commitment mentioned in the literature.; This study aimed to as assess hypothesized mediation effect of cognitive emotional regulation and leader-member exchange(LMX) in the relationship between adult attachment and organizational commitment among workers. Under this purpose, a questionnaire survey was conducted by workers who work with a leader in the company, 473 of whom were used for the final analysis. The measures used in this study were Experience in Close Relationship revised(ECR-R), Cognitive-Emotion Regulation Questionnaire(K-CERQ), LMX-7, Affective Organizational Commitment developed by Allen and Meyer. To analyze the result of the questionnaire survey, statistical analysis, correlation analysis, regression analysis, model 6 analysis were performed using SPSS 21.0 program and SPSS Macro Process Program.

The main results of this study are as follows: 1) Negative correlation between attachment avoidance and organizational commitment is statistically significant, on the other hand, correlation between attachment anxiety and organizational commitment is not statistically significant. 2) Mediating effect of cognitive emotional regulation was not observed in the effect of attachment avoidance on organizational commitment. 3) Mediating effect of LMX was observed in the effect of attachment avoidance on organizational commitment. 4) Dual-Mediating effect of cognitive emotional regulation and LMX was observed in the effect of attachment avoidance on organizational commitment.

Implications of this study is as follows: 1) It was verified that cognitive emotional regulation and LMX mediates in organizational commitment problems which are matter of insecure attachment level of workers. Therefore, it suggests that the strategies as intervention is required for workers not emotionally committed to their company to enhance adaptive cognitive emotional regulation and to improve their relationships with leaders. 2) It gives perspectives that organizational commitment, which is barely explained by early developmental psychologic variables, is associated with adult attachment. 3) This study implies the need for further study to investigate how attachment avoidance and attachment anxiety triggers organizational commitment in different ways derived from their own distinctive fundamentals.

Accordingly, the result demonstrates the mechanism from adult attachment to organizational commitment through cognitive emotional regulation and LMX. These results proved advanced studies and expanded the understanding of reciprocal relationship between adult attachment and organizational commitment mentioned in the literature.