종업원의 발언행동과 발언풍조에 관한 연구

• 영문명: A Study on Employee Voice Behavior & Voice Climate
• 발행기관: 한국인사관리학회
• 저자명: 김정진(Kim, Jungjin)
• 간행물 정보: 『조직과 인사관리연구』조직과 인사관리연구 제36집 3권, 1~22쪽, 전체 22쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2012.08.31

국문 초록

본 연구에서는 역할 외 활동 중 기존에 많은 관심을 두지 않았던 종업원 발언행동에 초점을 두었다. 발언행동은 공식적으로 요구되지 않는 임의의 행동이라는 점에서 다른 형태의 역할 외 행동과 유사하다. 본 연구에서는 종업원이 발언행동을 함에 있어 첫째, 개인특성(자기효능감, 책임감)과 종업원 발언 행동간의 관계를 살펴보고, 둘째, 조직 맥락에서 발언풍조에 따라 종업원 개인요인과 발언행동 간의 관계가 다르게 나타나는 가를 실증적으로 밝히고자 하였다. 본 연구의 자료조사는 국내 12개 기업을 대상으로 총 350부의 설문지를 배포하여 최종적으로 281부의 설문지를 분석하였다. 연구결과에 따르면 첫째, 개인요인으로 자기효능감이 클수록 종업원 발언행동이 더 많아지는 것으로 나타났으나, 책임감과 발언행동 간에 유의한 관계를 발견할 수 없었다. 둘째, 개인요인으로 자기효능감과 발언행동 간 관계에서 발언풍조가 조절역할을 하는 것으로 나타났다.

영문 초록

Employee voice refers to the discretionary verbal communication of ideas, suggestions, or opinions where the intent is to improve organizational or unit functioning(Greenberg & Edwards, 2009). Scholars have argued that voice can lead to better decisions, ensure that problems are identified and addressed, and facilitate collective learning(Detert & Burris, 2007). They have also suggested that voice is especially important in the context of organizations because organizations are characterized by interdependence, shared responsibility, diffuse expertise, and divergent perspectives, their effectiveness depends on members sharing their knowledge and speaking up with suggestions and opinions (Mesmer-Magnus & DeChurch, 2009). However, as many researchers have argued, members often do not share their opinions, ideas, and concerns, and such an absence of voice can have serious negative implications for performance(Perlow & Williams, 2003). In light of the above, it is important to understand the factors that encourage and impede employee voice behavior within organization. Therefore, the propose of this study is to empirically analyze variables that affect employee voice. First, this study aims to examine the individual factors which predict employee voice such as self-esteem, perceived responsibility. Second, this study focused on shared beliefs about voice (voice climate) in relation to individual factors which affect employee voice. So, this study aims to test the moderating effect of voice climate between employee self-esteem, perceived responsibility and employee voice. For the empirical analysis, 350 questionnaires were distributed for 12 companies and questionnaires were used in analysis. As a result, the major findings of this study were as follows: First, this study found out that employee voice will be higher as the level of employee self-esteem is higher. Second, the moderating effect of voice climate was significant between employee self-esteem and voice behavior. These findings reported in this study are important because they expand our understanding of the antecedents of voice.

목차

<요약>

Ⅰ. 서 론

Ⅱ. 이론적 배경 및 가설 도출

Ⅲ. 연구방법

Ⅳ. 실증분석 결과

Ⅳ. 토의 및 결론

참고문헌

키워드

종업원 발언행동 자기효능감 책임감 발언풍조 Employee Self-Esteem Responsibility Voice Climate Employee Voice