개인혁신행동의 선행요인으로서 조직공정성과 조직지원인식의 역할에 관한 연구

• 영문명: Organizational Justice and Perceived Organizational Support as Antecedents of Individual Innovative Behavior
• 발행기관: 한국인사관리학회
• 저자명: 김동환(Kim, Dong Hwan) 양인덕(Young, Linn Derg)
• 간행물 정보: 『조직과 인사관리연구』인사관리연구 제33집 2권, 49~75쪽, 전체 27쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2009.06.30

국문 초록

조직혁신의 원천으로서 개인혁신행동의 형성과정을 고찰하였다. 조직공정성과 개인혁신행동간 직접관련을 상정한 기존견해에 이의를 제기하고, 양자관계를 사회교환이론의 관점으로 재조명하였다. 양자관계상 매개변수로 채택 가능한 변수인 조직몰입이나 신뢰 대신에 조직지원인식(사용자몰입에 대한 구성원의 인식)의 매개역할을 분석하였다. 즉, 조직지원인식을 중간에 투입했을 때 양자간 회귀계수가 전혀 유의치 못한 것으로 전환(완전매개)되었다. 이러한 결과는 조직공정성이 직접적이라기보다 일정한 태도형성단계를 경유해서 개인혁신행동을 유발한다고 보는 견해가 더 타당하리라는 점을 보여주고 있다. 또한 이는 조직공정성을 통해 구성원의 혁신행동을 증진하려면 조직의 적극적 지원(인식)이 더해질 때 비로소 그 효과가 나타날 수 있으리라는 점을 시사해준다. 경영일선에서 개인혁신행동의 촉진방안이 합리적으로 마련될 수 있도록 향후 연구의 과제들을 제시하였다.

영문 초록

With respect to the human performance in organizations, a great deal of scholars and managers have addressed the potential and practical values of the individual innovative behavior (IIB) of employees. To date, therefore, one of the major premises of organizational science has been that fair rewards promote the work motives and consequently enhance employees' IIB. However, researchers still do not adequately account for the mechanisms through which fairness perceptions affect subsequent attitudes and behaviors, in that they are supposing direct or moderating effects of organizational justice on IIB. Although some researches in other spheres of literature have pointed to the additional (i.e., mediating) functions of organizational commitment or trust, they also do not yet offer a complete picture of fairness processes in organizations. So, based upon the social exchange perspective, present study took a different view by substituting the workers' perceptions of the organization's commitment to them (perceived organizational support: POS) for the more traditional organizational commitment or trust concepts. The purpose of this thesis was to provide a more developed organizational exchange model by reconsidering the concurrent effects of different justice types on IIB. To this end, we investigated the mediating role of POS in the relationship between organizational justice and IIB. Data obtained from full-time employees (N=454) of private sector organizations in South Korea were used to test research hypothesis. POS will mediate the relationships between organizational justice and IIB. Results indicated that whereas organizational justice dimensions were related to IIB, their relationships disappeared when POS intervened (full mediation). This finding implies that organizations should provide positive and considerate support to their members from whom IIBs are anticipated, in addition to the three fairness components, because fairness itself might not be enough to promote IIB of employees. Theoretical and practical implications are proposed, and several limitations of the study and suggestions for future research are discussed as well.

목차

< 요 약 >

Ⅰ. 연구배경과 목적

Ⅱ. 문헌검토 및 연구가설

Ⅲ. 조사 설계와 방법

Ⅳ. 실증분석

Ⅴ. 결론

참고문헌

키워드

개인혁신행동 조직공정성 조직지원인식 O rganizational justice In dividual in no v ati ve b eh a v io r ( IIB ) Per cei ved or ga niz atio nal support(POS)