신입사원의 개인주의-집단주의 성향이 조직유효성에 미치는 영향: 개인-조직 가치일치성과 지원적 리더십의 조절효과를 중심으로

The Impact of New Employees’ Individualism or Collectivism Tendencies on Organizational Effectiveness with a Focus on the Moderating Effects of Person-Organization Fit and Supportive Leadership

본 연구는 신입사원의 개인주의와 집단주의 가치성향이 조직유효성(직무성과, 직무스트레스, 조직시민행동)에 미치는 영향 관계에서 개인-조직 가 치일치성과 지원적 리더십이 조절효과가 있는지를 L기업의 신입사원 152명과 그 신입사원의 상사 103명을 대상으로 검증해 보았다. 분석결과, 개인주의 성향이 높더라도 집단주의 성향이 함께 높은 경우에 조직유효성이 높게 나타났고, 두 성향이 모두 낮을 때 조직유효성이 가장 낮게 나타나는 결과를 새롭게 확인할 수 있었다. 한편 조절효과에 있어 서는, 개인주의나 집단주의 성향이 낮을 경우에는 가치일치성이 낮을 때가 높을 때보다 직무스트레스가 훨씬 높았으나, 개인주의나 집단주의 성향이 높을 경우에는 직무스트레스의 차이가 현격히 줄어 비슷하게 나타났다. 그리고 집단주의 성향이 낮은 경우에는 지원적 리더십이 높을 때가 낮을 때 보다 조직시민행동이 약간 높았지만, 집단주의 성향이 높은 경우에는 지원적 리더십이 높을 때가 낮을 때보다 조직시민행동이 훨씬 높게 나타났다. 이러한 연구결과를 바탕으로 학문적, 실무적 차원에서 시사점과 한계에 대해 제시하였다.

This research studies the influence of person-organization fit and supportive leadership upon the relationship between individualism/collectivism tendencies and organizational effectiveness (job performance, job stress, organizational citizenship behavior). In doing so, the research examines the case study of Company L. In the case study of Company L, 152 new employees and their 103 managers participated in a survey. To maximize objective measurement, the employees evaluated their managers on the effectiveness of their leadership and the managers on the new employees’ job performance. The survey results showed, as in previous research, when there was stronger collectivism tendencies than individualism tendencies, organizational effectiveness was much higher positively. In addition, high tendencies in both individualism and collectivism also resulted in high organizational effectiveness. However, when both tendencies were low, the newly found outcome was that the level of organizational effectiveness was lowest. In terms of moderating effects, the survey results indicated that in an environment with low individualism or collectivism tendencies, levels of job stress tended to be significantly higher in a setting where person-organization fit was lower (as compared to when person-organization fit was higher). However, in an environment with high individualism or collectivism tendencies, job stress reduced considerably and its level was similar in whichever degree of person-organization fit. Furthermore, in an environment with low collectivism tendencies, organizational citizenship behavior tended to be slightly higher in settings of stronger supportive leadership (as compared to settings of weaker supportive leadership). In an environment with high collectivism tendencies, organizational citizenship behavior was significantly higher in settings of stronger supportive leadership than weaker supportive leadership. A discussion on theoretical and practical implications of the study, and future research suggestions are presented.