비인격적 감독의 선행요인 고찰: 상사의 업무 과부하, Type A 성격, 번아웃이 비인격적 감독에 미치는 영향

초록

In today’s organizations, leadership is one of the most important factors of organi- zational effectiveness. However, many employees are suffering from the dark side of leadership exercised by their supervisors, which causes a great deal of negative effects and damage not only to employees but also to their organizations. Therefore, to suggest managerial solutions to the dark side of leadership, it is essential to examine potential personal and environmental factors affecting such leadership. Thus, in this study, we focused on ‘abusive supervision’(Tepper, 2000) as the dark side of leadership and explored the personal and environmental antecedents of abusive supervision. Abusive supervision is defined as employees’perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact(Tepper, 2000). We identified supervisors’ work overload and Type A personality as environmental and personal antecedents of abusive supervision, respectively. Work overload pertains to having many responsibilities and job demands in limited time. Type A personality is a personality trait that is highly sensitive to time pressure and achievement. Prior research on the antecedents of abusive supervision has examined environmental and personal factors separately. Complementing this line of research, we examined moderation and moderated-mediation effects of Type A personality by drawing on conservation of resources theory, frustration-aggression model, affective events theory, and ego depletion theory. More specifically, we proposed the mediating effect of supervisors’burnout on the relationship between work overload and abusive supervision and the interaction effect of supervisors’Type A personality on this relationship. In order to test our hypotheses, we used survey-based data gathered from 390 super- visor-subordinate dyads in 86 South Korean companies. To alleviate potential common method variance, we asked supervisors to report on the levels of work overload, Type A personality, and burnout. On the other hand, subordinates assessed their supervisor’s abusive supervision level. We controlled for gender, age, supervisor-subordinate dyadic tenure, and leader-member exchange in all subsequent data analyses. We used SPSS 22.0 and AMOS 18 programs as analytic tools. The results of hierarchical regression analyses indicated that supervisors’ work overload was positively related to their burnout. This relationship was more pronounced when supervisors’ Type A personality was high than when it was low. Supervisors’ burnout was positively associated with their abusive supervision. The bootstrapping analysis showed that supervisors’ work overload exerted a significant indirect effect on their abusive supervision through burnout. Furthermore, we found a significant moderated- mediation effect, such that the indirect effect of supervisors’ work overload on abusive supervision through burnout was stronger for supervisors with high Type A personality than for those with low Type A personality. These findings contribute to the abusive supervision literature by attending to the roles of Type A personality and work overload in abusive supervision. Furthermore, the present findings offer practical implications to reduce abusive supervision in organizations.

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