코칭 리더십이 구성원 침묵과 변화지향조직시민행동에 미치는 영향: 심리적 안전감의 조절된 매개효과

In recent times, many organizations have observed a phenomenon known as quiet quitting where employees fulfill their assigned tasks but are reluctant to engage in voluntary behaviors beyond their job duties. This trend raises concerns about potential declines in organizational commitment and job performance. This study aims to examine the impact of coaching leadership on change-oriented organizational citizenship behavior through the mediating role of employee silence, a concept similar to quiet quitting. Additionally, it analyzes whether the effect of coaching leadership on employee silence varies according to the level of psychological safety. Data were collected from 383 employees working in domestic financial institutions, and the reliability and validity were verified through confirmatory factor analysis. Hypotheses were tested using hierarchical regression analysis to examine causal relationships, mediation effects, and moderation effects. Additionally, Process Macro Model 7 was utilized to verify the moderated mediation effects. The analysis results are as follows: First, coaching leadership positively influences change-oriented organizational citizenship behavior. Second, employee silence mediates the relationship between coaching leadership and change-oriented organizational citizenship behavior. Third, psychological safety moderates the relationship between coaching leadership and employee silence. Finally, it was confirmed that higher psychological safety strengthens the indirect effect of coaching leadership on change-oriented organizational citizenship behavior through the mediation of employee silence. This study holds theoretical significance as it elucidates the mechanism by which coaching leadership promotes change-oriented organizational citizenship behavior by mitigating the suppressive effect of employee silence. Furthermore, it underscores the necessity of coaching leadership to foster change-oriented organizational citizenship behavior, which is crucial for organizational innovation, and highlights the importance of addressing psychological safety to prevent pervasive employee silence.