Journal of the Korea Academia-Industrial cooperation Society (한국산학기술학회논문지)

The Korea Academia-Industrial cooperation Society (한국산학기술학회)
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Conflict Management and Turnover Intention: Multi-level Curvilinearity and the Moderating Role of Trust in Leader

갈등관리와 이직의도: 다수준 비선형성과 리더신뢰의 조절효과

  • Kim, Cheolyoung (Institute of Industrial Relations, Seoul National University) ;
  • Park, Jisung (School of Business, Chungnam National University)
  • Received : 2018.08.10
  • Accepted : 2018.11.02
  • Published : 2018.11.30
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Abstract

This paper examined the U-shape curvilinear relationship between team level conflict management and individual level turnover intention by using exit-voice theory, bandwagon effect, and social loafing theory. In addition to the non-linear relationship between team-level conflict management and individual-level turnover intentions, we also examined how trust in leaders has a moderating effect on this relationship. The samples were collected from a South Korean manufacturing company with 331 team members from 48 teams and items were measured twice to avoid common method biases. The intercepts-as-outcomes model of hierarchical linear modelling was conducted to verify the hypothesis. Results supported the cross-level curvilinear hypothesis which indicated that employees' turnover intention sharply decreased if the activeness of group conflict management was small and increases slightly, but this tendency moderated as activeness increases. After passing the lowest point, their turnover intention increased in the end. However, the moderation effect of trust in leader on this relationship was not statistically significant and hypothesis 2 was rejected. This paper explained the effects of group dynamics of conflict management on individual turnover intention. Such evidence may elucidate the importance of managing the social loafing behavior on conflict management process. This paper examined the sequential, multi-level, and curvilinear relationship between conflict management and turnover intention. Organizations and managers will benefit from avoiding the human resource loss by managing the conflict management process.

본 논문은 이탈-목소리내기 이론과 밴드웨건 효과, 사회적 태만이론을 이용하여 팀 수준의 갈등관리 참여와 개인수준의 이직 의도간의 비선형 모형을 검증하였다. 또한 팀 수준의 갈등관리와 개인수준의 이직 의도 간 비선형 관계에 더하여, 리더에 대한 신뢰가 이러한 관계에 있어 어떠한 조절효과를 갖는지에 대해서도 살펴보았다. 이러한 두 가지 가설들을 검증하기 위하여 한국의 제조업 회사의 48개 팀에서 331명의 팀원들로부터 한 달 간격으로 데이터를 수집하였다. 검증 결과, 가설 1에서 예측한 것처럼 위계선형모형의 분석결과 팀 수준의 갈등관리 참여와 개인수준의 이직의도간의 비선형관계가 검증되었다. 그러나 가설 2의 예측과는 달리 이 관계에 대한 상사신뢰의 조절효과는 통계적으로 유의미하게 나타나지 않아 가설이 기각되었다. 이 논문은 팀 내부의 상호작용에 따라 개인의 이직의도가 변화할 수 있다는 것을 보여준다. 이를 통해 갈등관리에 있어서의 팀 수준 관리의 필요성을 강조하였고, 논문의 마지막에 논문의 한계를 논의함과 더불어 미래연구에 대한 제언을 제시하였다.

Keywords

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Fig. 1. Relationship between team-level conflict management and individual-level turnover intention

Table 1. Statistics and correlation

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Table 2. Hierarchical linear modeling results for H1

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Table 3. Hierarchical linear modeling results for H2

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