업무 신속성과 직무 성과 및 조직시민행동 간 관계: 협력적 팀 풍토의 조절효과를 중심으로

Abstract

오늘날 경영환경에서의 변화의 속도의 증가로 인해 신속한 업무 처리에 대한 기대는 점차 높아지고 있으나 업무 신속성이 구성원 직무 결과에 미치는 영향에 대한 실증적 연구는 극히 드물다. 이러한 학문적 고찰의 필요성에 부응하기 위해 본 연구는 조직 구성원의 업무 신속성이 직무 성과와 조직시민행동에 미치는 영향을 검증하는 것을 목표로 한다. 보다 구체적으로, 조직 구성원의 업무 신속성은 직무 성과 및 조직시민행동과 정의 관계를 가질 것으로 예측된다. 또한 이러한 관계는 협력적 팀 풍토에 의해 정적으로 조절될 것으로 추정된다. 이러한 연구 가설들을 검증하기 위해 국내 대기업과 중소기업 29개 팀에 소속된 190쌍의 상사-부하를 대상으로 설문 조사가 실시되었다. 동일방법편의의 오류를 감소시키기 위해 업무 신속성과 협력적 팀 풍토는 구성원 본인의 응답을 바탕으로 측정된 반면, 해당 구성원의 직무 성과와 조직시민행동은 상사의 응답을 바탕으로 평가되었다. 위계적 선형 모형(HLM; Hierarchical Linear Modeling) 분석 결과는 연구 가설을 대체로 지지하였다. 업무 신속성은 상사가 평가한 직무 성과 및 조직시민행동과 유의미한 정적 관계를 나타내었다. 이러한 관계는 협력적 풍토가 낮은 팀보다는 높은 팀에서 더욱 강하게 나타났다. 이렇듯 본 연구는 조직 실무에서 중요한 개념이지만 그동안 조직행동 분야에서 상대적으로 연구가 소홀했던 업무 신속성이라는 개념을 이론적 및 실증적으로 고찰함으로써 조직행동 문헌에 새로운 지식을 제공한다. Rapid and volatile changes in the business environment have called for speed and agility in workplaces. In particular, due to the rapid economic growth in South Korea over the past half century, hurriedness culture has been prevalent in Korean organizations. Despite the increasing importance of work pace and speed in organizations, empirical research on workplace hurriedness is lacking in the management literature. To fill this research gap, the present study aims at exploring the role of hurriedness in critical employee work outcomes. Drawing on the attentional focus model and the resource allocation framework, we proposed positive relationships between employee hurriedness and job performance and organizational citizenship behavior (OCB). Furthermore, we examined cooperative team climate as a boundary condition in which the relationships between hurriedness and work outcomes were more pronounced. More specifically, we predicted that the relationships between hurriedness and job performance and OCB would be stronger when cooperative team climate was high than when it was low. To test these hypotheses, survey-based data were collected from 190 supervisor-subordinate dyads in 29 organizational teams. To reduce the potential common method variance resulting from the use of self-report, we asked respondents to report on the level of their hurriedness and cooperative team climate, whereas their supervisor assessed the target employee’s job performance and OCB. As the data were nested in teams, we employed hierarchical linear modeling (HLM) as an analytic tool. The results of the HLM analyses showed that individuals’ hurriedness was positively associated with their job performance and OCB. In addition, cooperative team climate significantly moderated the relationships between hurriedness and work outcomes. As predicted, the relationships between hurriedness and job performance and OCB were more pronounced when cooperative team climate was high than when it was low. Taken together, these findings suggest that even controlling for individual and team factors, employee hurriedness remained as a pivotal predictor of job performance and OCB, and that the effect of hurriedness on job performance and OCB strengthened in a cooperative team climate. As such, the present study offers researchers and practitioners new and meaningful insights into the role of hurriedness in crucial work outcomes and its boundary condition, which have been quite neglected in the organizational behavior literature.