비교이론이 리더-구성원 교환이론과 직장 내 일탈행위에 미치는 영향

The Effect of Perceived Similarity on Leader-member Exchange and Deviant Workplace Behavior

본 연구는 서비스업에 종사하는 238명의 종업원을 대상으로 조직 내 인식된 유사함, 리더-구성원 교환이론, 시기심과 직장 내 일탈행위와의 관계를 사회비교이론을 토대로 실증적으로 분석하였다. 상향비교에 초점을 맞춘 연구분석 결과, 상향비교에 초점을 맞추어, 리더-구성원 교환이 상위에 있는 동료와 본인을 비교하는 종업원은 리더-구성원 교환이 하위에 머물 수 있다는 결과가 나왔고, 이들의 시기심은 비교이론와 리더-구성원 교환이론에 영향을 미치는 것으로 드러났다. 연구 결과를 보면 시기심은 리더-구성원 교환이론과 직장 내 일탈행위에 영향을 주고, 또한 시기심은 하위 리더-구성원 교환이론과 관계가 있는 것으로 나타났다. 조직 내 부정적인 감정이 조직에 미치는 영향에 관한 연구가 미비한 실정을 감안하면 본 연구는 감정과 리더십, 성과분야의 연구에 긍정적인 기여를 할 것으로 기대된다.

Using a sample of two-hundred thirty-eight employees in the service industry, this study examined the relationships between perceived similarity, leader-member exchange (LMX), envy, and deviant workplace behavior (DWB) drawing on social comparison theory. Specifically, the current study predicts that an individual who perceives similarity to co-workers whose LMX is higher is more likely to report lower levels of LMX by focusing on upward social comparison. In addition, the study examines the moderating effect of envy in the relationship between perceived similarity and LMX. The results of the study supported the hypotheses, implying that, first, envious feelings coming from lower levels of LMX positively predict DWB. Second, employee envy moderated the relationship between perceived similarity and LMX such that envious people who report being similar to their colleagues also report lower levels of LMX with their supervisors. This means that employees who reported lower levels of LMX with their supervisors, reported committing more DWB than their counterparts. Finally, LMX mediates the relationship between perceived similarity and DWB, indicating that individuals who view themselves similarly to their colleagues report lower levels of LMX with their supervisors and in turn commit more DWB. We believe that it highlights the need for employees to feel special in order to have unique attention by, and relationships with their supervisors. These results have implications and suggest the need for the further study of employee's negative emotions, LMX theory, and DWB.