학술논문
노동조합원의 노조특성에 대한 지각이 노동조합참여에 미치는 영향 - 상대적 박탈감, 사회정체성, 집단효능감을 중심으로
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- 영문명
- The Effects of Union Members’ Perceptions of Union Characteristics on Union Participation : A Focus on Relative Deprivation, Social Identity, and Collective Efficacy
- 발행기관
- 한국인사조직학회
- 저자명
- 박래효(Reahyo Park) 김경수(Kyungsu Kim)
- 간행물 정보
- 『인사조직연구』인사·조직연구 제14권 제3호, 1~40쪽, 전체 40쪽
- 주제분류
- 경제경영 > 경영학
- 파일형태
- 발행일자
- 2006.11.01
7,600원
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이 학술논문 정보는 (주)교보문고와 각 발행기관 사이에 저작물 이용 계약이 체결된 것으로, 교보문고를 통해 제공되고 있습니다.
국문 초록
노사관계는 노조 대 경영이라는 조직적이고 집단적 관계라는 점에서 볼 때 노동조합원의 노동조합참여는 집단심리관점에서 연구될 필요가 있다. 이와 같은 차원에서 본 연구는 집단심리관점에서 노조참여에 영향을 미치는 요인을 상대적 박탈감, 사회정체성, 집단효능감을 중심으로 규명하고자 하였으며, 아울러 각각의 변인들에 대한 선행요인들의 효과를 밝히고자 하였다. 실증분석을 위하여 노조가 조직된 12개 사업체에 종사하는 770명의 근로자들을 대상으로 설문조사를 실시하였으며, 그 가운데 비조합원을 제외한 501명의 설문결과가 유효표본으로 활용되었다.
실증분석결과 사회정체성, 집단효능감은 노동조합참여에 유의적인 영향을 미치는 것으로 나타난 반면, 상대적 박탈감의 효과는 지지되지 못하였다. 아울러 이들 요인들에 대한 선행변수들의 효과를 분석한 결과, 노조에 대한 사회정체성에는 노조의 사회화활동, 노조명성 그리고 노조성원간의 지각된 유사성이 영향을 미치는 것으로 나타났다. 또한 노조에 대한 집단효능감 형성에는 노조의 과거 성공경험 및 대리학습이 영향을 미치는 것으로 나타났다. 본 연구결과에 따를 경우 노조참여에는 구성원의 집단차원의 심리적 요인이 중요하다는 점을 인식할 수 있었으며, 연구결과에 대한 논의 부분에서 본 연구의 의미와 시사점에 대하여 구체적으로 논의하였다. 아울러 본 연구의 한계와 향후 연구과제를 제시하였다.
실증분석결과 사회정체성, 집단효능감은 노동조합참여에 유의적인 영향을 미치는 것으로 나타난 반면, 상대적 박탈감의 효과는 지지되지 못하였다. 아울러 이들 요인들에 대한 선행변수들의 효과를 분석한 결과, 노조에 대한 사회정체성에는 노조의 사회화활동, 노조명성 그리고 노조성원간의 지각된 유사성이 영향을 미치는 것으로 나타났다. 또한 노조에 대한 집단효능감 형성에는 노조의 과거 성공경험 및 대리학습이 영향을 미치는 것으로 나타났다. 본 연구결과에 따를 경우 노조참여에는 구성원의 집단차원의 심리적 요인이 중요하다는 점을 인식할 수 있었으며, 연구결과에 대한 논의 부분에서 본 연구의 의미와 시사점에 대하여 구체적으로 논의하였다. 아울러 본 연구의 한계와 향후 연구과제를 제시하였다.
영문 초록
From a group psychological perspective, this study examines the effects of union members’ perceptions of relative deprivation, social identity and collective efficacy on the union’s past and present performance.
First, we hypothesized that the sense of relative deprivation union members have toward the employer is related to the union’s negotiation power (i.e., internal status) and to the working conditions relative to those of a referent company (i.e., external status). In this regard, we further hypothesized that internal deservingness perception that union should have more negotiation power and external deservingness perception that pay and other working conditions should be improved are related to union members’ sense of relative deprivation toward the employer.
Second, we hypothesized that social identity has to do with the degree of socialization, perceived union reputation and similarity among union members. Third, we hypothesized that collective efficacy is related to the experience of previous successful achievement of the union, successful achievement of other unions in similar industries, and union members’ trust in union leaders. Finally, we hypothesized that union members’ participation in union activity is related to relative deprivation, social identity and collective efficacy.
With a questionnaire developed for our purpose, we collected data from 501 members of 12 manufacturing firms in Korea to test our hypotheses. The measurement properties of each construct were assessed and several items were deleted on the basis of item-total correlation and factor analysis. Linear structural equation analyses (LISREL) were conducted to test the hypotheses and the model. The overall adequacy of fit was found to be acceptable.
The results showed that (1) external status, internal and external deservingness influenced union members’ relative deprivation, (2) socialization, perceived reputation of union and similarity among themselves influenced union members’ social identity toward union, and (3) experience of previous successes and social vicarious learning influenced union members’ belief in collective efficacy of the union. The results also showed that union members’ perceptions of social identity and collective efficacy is positively related to union members’ union participation. However, the results failed to show the relationship between relative deprivation and union participation.
These results have implications for the employer and employee (union) as well. As to the employer, recognition of unions as an independent entity and efforts for improving labor relations are called for. As to the employee (union), strengthening social identity and belief in collective efficacy is the way to go. To this end, unions should promote more socialization, maintain good reputation, encourage a sense of belonging and publicize their successes and achievements. Results and limitations of the study are also discussed form a group psychological perspective.
First, we hypothesized that the sense of relative deprivation union members have toward the employer is related to the union’s negotiation power (i.e., internal status) and to the working conditions relative to those of a referent company (i.e., external status). In this regard, we further hypothesized that internal deservingness perception that union should have more negotiation power and external deservingness perception that pay and other working conditions should be improved are related to union members’ sense of relative deprivation toward the employer.
Second, we hypothesized that social identity has to do with the degree of socialization, perceived union reputation and similarity among union members. Third, we hypothesized that collective efficacy is related to the experience of previous successful achievement of the union, successful achievement of other unions in similar industries, and union members’ trust in union leaders. Finally, we hypothesized that union members’ participation in union activity is related to relative deprivation, social identity and collective efficacy.
With a questionnaire developed for our purpose, we collected data from 501 members of 12 manufacturing firms in Korea to test our hypotheses. The measurement properties of each construct were assessed and several items were deleted on the basis of item-total correlation and factor analysis. Linear structural equation analyses (LISREL) were conducted to test the hypotheses and the model. The overall adequacy of fit was found to be acceptable.
The results showed that (1) external status, internal and external deservingness influenced union members’ relative deprivation, (2) socialization, perceived reputation of union and similarity among themselves influenced union members’ social identity toward union, and (3) experience of previous successes and social vicarious learning influenced union members’ belief in collective efficacy of the union. The results also showed that union members’ perceptions of social identity and collective efficacy is positively related to union members’ union participation. However, the results failed to show the relationship between relative deprivation and union participation.
These results have implications for the employer and employee (union) as well. As to the employer, recognition of unions as an independent entity and efforts for improving labor relations are called for. As to the employee (union), strengthening social identity and belief in collective efficacy is the way to go. To this end, unions should promote more socialization, maintain good reputation, encourage a sense of belonging and publicize their successes and achievements. Results and limitations of the study are also discussed form a group psychological perspective.
목차
〈초록〉
Ⅰ. 연구의 배경 및 목적
Ⅱ. 이론적 배경 및 연구가설
Ⅲ. 연구방법
Ⅳ. 분석결과 및 논의
Ⅴ. 결론
참고문헌
ABSTRACT
Ⅰ. 연구의 배경 및 목적
Ⅱ. 이론적 배경 및 연구가설
Ⅲ. 연구방법
Ⅳ. 분석결과 및 논의
Ⅴ. 결론
참고문헌
ABSTRACT
키워드
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참고문헌
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