연구개발인력의 포용적 리더십이 혁신행동을 매개로 직무성과에 미치는 영향: 심리적 안전감과 혁신지향 조직문화의 이중조절 매개효과를 중심으로

This study investigates the effect of inclusive leadership on job performance through the mediating role of innovative behavior among R&D employees, focusing on the dual moderated mediation effects of psychological safety and innovation-oriented organizational culture. Using data from 1,484 R&D personnel obtained from the 2024 KIRD survey, the study applied SEM and PROCESS macro Model 11. The results reveal that inclusive leadership positively affects innovative behavior, which in turn strongly predicts job performance. The indirect effect of inclusive leadership on job performance via innovative behavior was significantly moderated by psychological safety and innovation-oriented culture. When both moderators were high, the effect reached its maximum (B = 0.160). The Johnson-Neyman analysis further indicated that psychological safety significantly moderated the relationship only when the innovation-oriented culture exceeded a threshold value of 2.411. These findings suggest that the effectiveness of inclusive leadership depends on the contextual conditions of the organization, emphasizing that an adequate level of innovation-oriented culture is required for psychological safety to exert its moderating role. The study provides theoretical and practical implications for leadership development and organizational culture design in science and technology R&D environments.