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중국 근로자들의 조직몰입과 이직의도를 새롭게 설명하는 변수들: 지각된 외부평판, 윤리적인 조직 분위기, 그리고 리더-구성원 간 교환(LMX)의 질

Emerging Predictors of Organizational Commitment and Turnover Intention in the Case of Chinese Employees: Perceived External Prestige, Ethical Organizational Climate and Leader-Member Exchange(LMX) Quality

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초록

중국에 진출한 한국기업들은 현지 종업원들의 조직몰입 증진과 유지 관리에 필요한 HR 정책을 실행하는데 많은 노력을 기울이고 있다. 본 연구는 ‘조직몰입-이직의도 모델’을 설명하는데 있어서 중국의 사회/문화적 특성을 반영할 수 있는 지각된 외부평판(perceived external prestige: PEP), 윤리적인 조직분위기(ethical organizational climate), 그리고 리더-구성원 간 교환(leader-member exchange; LMX)의 질의 역할을 검토한다. 연구 개념들 간의 관계는 기존 문헌들에 근거하여 가설화되었으며, 중국의 7개 주요도시에 소재를 둔 외자 및 국유기업에 근무하는 410명의 사무직 근로자들로부터 설문을 통해 검증되었다. 구조방정식모델(structural equation modeling: SEM)은 지각된 외부평판, 윤리적인 조직분위기, LMX의 질이 조직몰입에 긍정적인 영향을 미칠 뿐 아니라, 이직의도에 대해서도 간접적인 유의한 영향력이 있음을 입증하였다. 다만 윤리적인 조직분위기와 LMX의 질이 정서, 규범, 근속몰입 모두에 유의했던 것과는 달리, 지각된 외부평판은 정서차원에만 유의한 영향력을 나타냈다. 이러한 연구결과들을 바탕으로 중국에 진출한 한국기업들의 현지화 적응 전략에 관한 실무적 시사점과 향후 연구에 대한 논의가 이루어졌다.

Abstract

Korean enterprises in China try to execute better HR practices for employees’ organizational commitment and their retention in organization. This study investigates the role of perceived external prestige, ethical organizational climate, and leader-member exchange (LMX) quality in explaining ‘organizational commitment-turnover intention model’. Relationships among the constructs are predicted and tested through the survey from employees working in foreign-invested companies and state-owned enterprises based on seven major cities. Structural equation modeling (SEM) shows that perceived external prestige, ethical organizational climate, and LMX quality have positive impacts on organizational commitment, and also have indirect effect on turnover intention. However, perceived external prestige is significantly related to only affective commitment, while ethical organizational climate and LMX quality are related to affective, normative, and continuance commitment. Furthermore, the implications for practice and future research are discussed.

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