earticle

영어

[Purpose] Incivility behavior in organizations, which frequently occurs in competitive situations, is a mildly deviant behavior that violates norms, has a vague intention to harm the other person, and lacks respect and courtesy towards the other person (Sliter, Jex, Wolford & McInnemey, 2010), and it appears negatively on the job attitudes and organizational performance of organizational members (Meier & Cho, 2019). [Methodology] This study analyzes the influence of an organization member's experience of incivility on emotional exhaustion and turnover intention as an emotional state, as well as the moderating effect of self-esteem. This study was conducted through theoretical and empirical research. For theoretical research, variables and hypotheses were set and a structural model was designed based on previous research related to rude behavior in organizations. The statistical techniques used for the study are as follows. First, the validity of the set variables was analyzed using factor analysis, and reliability was analyzed using internal consistency analysis techniques. In addition, the established hypotheses 1 and 2 were verified using multi-regression analysis to analyze the influence of incivility within an organization on the emotional state of organizational members, and hypothesis 3 was about the control of self-esteem by personal characteristic factors. Hierarchical regression analysis was used to analyze the influence of variables. [Findings] As a result of the analysis, incivility behavior of coworker has a high impact on emotional exhaustion and supervisor rudeness has a high impact on turnover intention, and the moderating effect of self-esteem in the relationship between incivility behavior of supervisor and emotional exhaustion, incivility behavior of coworker and turnover intention is high. [Implications] This study confirms the negative influence that Incivility behavior has on the emotional state of organizational members through a new research model that takes personal circumstances into account, and presents a solution with guaranteed validity to prevent this and maintain a healthy emotional state of organizational members. Therefore, this study emphasizes the importance of the negative consequences of Incivility behavior within an organization and is expected to contribute to improving organizational performance by maintaining the emotional health of organizational members and utilizing competent talent.

한국어

[연구목적] 본 연구는 조직구성원의 무례함의 경험이 정서상태로서 감정소진과 이직의도에 미치는 영향력 과 자아존중감의 조절효과를 분석하는 것이다. [연구방법] 이를 위해 본 연구는 현장연구로 진행하였으며, 가설은 다중회귀분석과 계층적 회귀분석을 이용 하여 검증하였다. 표본은 전라북도 소재 근로자로서 편의표본추출에 의해 이루어 졌으며 설문지는 5점 척도로 서 측정하였다. [연구결과] 분석결과 동료무례는 감정소진에 상사무례는 이직의도에 높은 영향을 미치고 있으며, 상사무례 와 감정소진, 동료무례와 이직의도와의 관계에서 자아존중감의 조절효과는 높게 나타나고 있다. [연구결과] 분석결과 동료무례는 감정소진에 상사무례는 이직의도에 높은 영향을 미치고 있으며, 상사무례 와 감정소진, 동료무례와 이직의도와의 관계에서 자아존중감의 조절효과는 높게 나타나고 있다. [연구의 시사점] 본 연구는 무례행동이 조직구성원의 정서상태에 미치는 부정적 영향력을 개인적 상황을 고 려한 새로운 연구모형을 통해 확인하고, 이를 예방하고 조직구성원의 건전한 정서상태를 유지하기 위한 타당성 이 확보된 해결방안을 제시하고 있다. 따라서 본 연구는 조직 내 무례행동의 부정적 결과에 대한 중요성을 강조 하고, 조직구성원의 정서적 건강을 유지하고 유능한 인재를 활용하여 조직성과를 향상시키는데 기여할 것으로 본다.