조직공정성과 조직시민행동의 관계에서 조직지원인식의 매개역할에 관하여

• 영문명: Perceived Organizational Support as Mediator of the Relationship between Organizational Justice and Organizational Citizenship Behavior
• 발행기관: 한국인사조직학회
• 저자명: 김동환(Dong-Hwan Kim) 신호철(Ho-Chul Shin) 양인덕(Linn-Derg Young)
• 간행물 정보: 『인사조직연구』인사조직연구 제17권 제4호, 47~85쪽, 전체 39쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2009.12.30

국문 초록

조직공정성과 조직시민행동의 관계를 사회교환이론의 관점으로 재조명해서 조직시민행동의 형성과정을 고찰하였다. 양자관계에 대한 기존의 지배적 논의체계와 연구관점을 보완하기 위하여 조직지원인식의 매개효과를 분석한 결과, 조직시민행동에 미치는 조직공정성의 영향력이 상당 수준 감소(부분매개)하였다. 이는 조직 공정성이 직접적이라기보다 특정한 태도형성단계를 거쳐서 조직시민행동을 유발하리라는 점과 아울러 조직공정성을 통해 조직시민행동을 진작하려면 적극적 조직지원(에 대한 구성원의 인식)으로 뒷받침될 때 그 효과가 배가될 수 있으리라는 점을 시사해주는 내용이라 할 수 있다. 경영일선에서 조직시민행동의 합리적 촉진 방안이 마련될 수 있도록 미래의 연구과제들을 제시하였다.

영문 초록

With respect to the human performance in organizations, a great deal of scholars and managers has addressed the potential and practical values of the voluntary behaviors of employees. And recognition of employees’ positive work attitudes and contributions that go beyond their job prescriptions or formal duties as vital sources of organizational effectiveness has invoked a considerable attention among organizational researchers to understand and explain the motivational bases of such attitudes and contributions. To date, one of the major premises of organizational science has been that fair rewards promote the work motives and consequently enhance the performance at the workplace. Therefore, much research has examined the relationship between organizational justice and employee work outcomes, organizational citizenship behaviors (OCB) as well as job performance. Even if this pattern of research has contributed substantially to explicating the theoretical framework of organizational behaviors, it is not without limitations. 4) First, researchers still do not dequately account for the mechanisms through which justice perceptions affect subsequent OCB. Although prior studies have pointed to the additional (i.e., mediating) functions of organizational commitment and trust in organizations, they do not yet offer a more complete picture of fairness processes within organizations. There are evidences, however, that organizational commitment and trust in organizations are positive employee reactions to perceived organizational support (POS) defined as global beliefs kept by employees concerning the extent to which the organization values their contributions and cares about their well-being. Second, much of this line of research has not encompassed the three justice types simultaneously. That is, the social exchange perspective has been adopted in the context of organizational justice to ascertain the independent role of each justice dimension, comparative effects of distributive and procedural justice, or discriminated functions of procedural and interactional justice.

목차

국문초록

Ⅰ. 연구배경과 목적

Ⅱ. 문헌검토 및 연구가설

Ⅲ. 조사 설계와 방법

Ⅳ. 실증분석

Ⅴ. 결 론

참고문헌

Abstract

키워드

조직공정성 조직지원인식 매개효과 조직시민행동 Organizational Justice Organizational Citizenship Behavior(OCB) Perceived Organizational Support(POS) Mediating Effect