무례함을 경험한 조직구성원의 정서상태와 자아존중감의 조절효과

[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.