본문 바로가기
KERD
논문KCI 등재

심리적 안전감과 상사신뢰가 조직몰입 및 직무성과에 미치는 영향 : 조직후원인식의 매개효과

The Influence of Psychological Safety and Trust in supervisor on Organizational Commitment and Job performance : Mediating Effect of Perceived Organizational Support

이희정|양동민|심덕섭
한국인력개발학회 (The Korean Society For Human Resource Development)|2009.06|HRD연구 (The Korean Journal of Human Resource Development Quarterly)|제11권 제2호|pp. 179-202|DOI 10.18211/kjhrdq.2009.11.2.008

0

조회

0

다운로드

34

인용

0

참고문헌

키워드

조직몰입Organizational Commitment직무성과Job PerformancePerceived Organizational Support조직후원인식Psychological Safety상사 신뢰심리적 안전감Trust in Supervisors

초록

본 연구는 최근 관심이 증대되고 있는 조직구성원의 조직후원인식을 설명하는 데 있어 선행변수로서 심리적 안전감과 상사 신뢰 그리고 결과변수로서 종업원의 조직몰입과 직무성과를 고려하고, 이들 변수들 간의 관계에 조직후원인식의 매개효과를 검증하고자 하였다. 이를 위해 11개 기업 213명의 종업원을 대상으로 설문분석을 실시하였다. 실증분석 결과 심리적 안전감과 상사 신뢰는 모두 조직후원인식에 유의한 영향을 주고 있으며, 조직후원인식 역시 조직구성원의 조직몰입과 직무만족에 유의한 영향을 주고 있는 것으로 나타났다. 또한, 조직후원인식은 심리적 안전감, 상사신뢰와 조직몰입, 직무성과 간의 관계를 부분 혹은 완전 매개하는 것으로 나타났다. 다시 말해, 심리적 안전감 및 상사 신뢰는 조직구성원의 조직몰입과 직무성과에 직접적으로, 혹은 조직후원인식을 통해 간접적으로 영향을 주고 있음을 알 수 있었다. 본 연구는 조직후원인식의 매개효과를 검증함으로써 심리적 안전감과 상사 신뢰와 같은 작업환경요인들이 조직구성원의 조직몰입과 직무성과를 제고시키는데 어떻게 작동하는가를 제시하였다는 점에서 이론적, 실무적 의미를 지니고 있다. 연구결과를 토대로 연구의 한계 및 향후 연구방향을 제시하였다.

Abstract

According to organizational support theory, perceived organizational support meets socioemotional needs and is used by employees to infer their organization's readiness to reward increased efforts. The theory holds that workers act in accord with the norm of reciprocity, trading their effort and dedication to their organization for perceived organizational support and its promise of future benefits. A large number of studies indicates that employees with high level of perceived organizational support judge their jobs more favorably and are more likely to become affectively committed to the organization, and to exceed their explicitly required work responsibilities. The purpose of this study is to investigates the mediating effects of perceived organizational support on the relationships between psychological safety and trust in supervisors, and organizational commitment and job performance. The specific research questions regarding this purpose were as follows: First, how does psychological safety and trust in supervisor have an effect on employees' perceived organizational support? Second, how does perceived organizational support have an effect on employees' organizational commitment and job performance? Third, how does psychological safety and trust in supervisor have an effect on employees' organizational commitment and job performance when perceived organizational support acts as an intermediary? A total number of 211 employees from 11 firms responded to the questionnaire. Frequency analysis, reliability analysis, exploratory factor analysis, and three-step mediated regression analysis were used to analyze the data. Findings show that psychological safety and trust in supervisors are positively associated with perceived organizational support. Second, perceived organizational support has also a significant impact on organizational commitment and job performance. Furthermore, perceived organizational support has a partial or full mediating effect on the relationships between psychological safety and trust in supervisors, and organizational commitment and job performance. Specifically, perceived organizational support has a full mediating effect on the relationships between psychological safety and organizational commitment, and between psychological safety and job performance. Perceived organizational support has a full mediating effect on the relationships between trust in supervisors and organizational commitment, and between trust in supervisors and job performance. Overall, these patterns suggests that psychological safety and trust in supervisors has direct or indirect effects on organizational commitment and job performance of employees, mediating through followers' perceived organizational support. Implications of the research findings are discussed, and recommendation for future research are provided.

참고문헌 (55)

  1. 김윤성, "조직지원인식의 선행요인과 결과요인에 관한 연구 :매개효과의 검증을 중심으로", 조직과 인사관리연구, 27(1) (2003), 한국인사관리학회
  2. 박동수, "지각된 조직적 지원과 조직공정성,의사소통만족 및 조직몰입간의 관계", 경영연구, 17(2), pp.1~33 (2003), 한국산업경영학회
  3. 서재현, "조직후원인식과 직무만족이 역할 내 행동에 미치는 영향에 대한 연구 : 개인의 노력을 중심으로", 조직과 인사관리연구, 28(3), pp.135~156 (2004), 한국인사관리학회
  4. 서재현, "심리적 조직분위기가 조직몰입과 조직후원인식에 미치는 영향에 관한 연구", 인적자원관리연구, 15(2), pp.143~158 (2008), 한국인적자원관리학회
  5. 이재훈, "‘대학강사’의 조직몰입과 전문직몰입의 결정요인에 관한 연구: 조직지원인식의 매개효과를 중심으로", 인사·조직연구, 12(3), pp.201~234 (2004), 한국인사·조직학회
  6. Allen,M.W., "Communication and organizational commitment: Perceived organizational support as mediating factor", Communication Quarterly, 통권 : 40, pp.357~367 (1992)
  7. "Western Journal of Communication", 1995, ~
  8. Allen,N.J., "The measurement and antecedents of affective, continuance and normative commitment to the organization", Journal of Occupational Psychology, 통권 : 63, pp.1~18 (1990)
  9. Amason,P., "Intra organizational communication", perceived organizational support, and gender, Sex Role, 통권 : 37, pp.955~977 (1997)
  10. Anderson,S.E., "Job Satisfaction & Organizational Commitment as Predictors of Organizational Citizenship & In-Role Behaviors", Journal of Management, 통권 : 17, pp.601~617 (1991)
  11. Baron,R.M., "The moderator-mediator variable distinction in social psychological research: Conceptual strategic and statistical considerations", Journal of Personality and Social Psychology, 통권 : 51, pp.1173~1182 (1986)
  12. Blau,P.M., "Exchange and Power in Social Life" (1964), New York: Wiley
  13. Brown,S.P., "A new look at psychological climate and its relationship to job involvement, effort, and performance", Journal of Applied Psychology, 81(4), pp.358~368 (1996)
  14. Bucharan,B., "Building organizational commitment: The socialization of managers in work organizations", Administrative Science Quarterly, 통권 : 19, pp.533~546 (1974)
  15. Cook J., "New work attitude measures of trust, organizational commitment and personal need non-fulfillment", Journal of Occupational Psychology, 통권 : 53, pp.39~52 (1980)
  16. Doney,P.M., "Understanding the influence of national culture on the development of trust", Academy of Management Review, 통권 : 23, pp.601~620 (1998)
  17. Edmondson,A, "Psychological Safety and Learning Behavior in Work Teams", Administrative Science Quarterly, 통권 : 44, pp.350~383 (1999)
  18. Eisenberger,R., "Reciprocation ideology", Journal of Personality and Social Psychology, 통권 : 53, pp.743~750 (1987)
  19. Eisenberger,R., "Perceived organizational support and employee diligence, commitment, and innovation", Journal of Applied Psychology, 통권 : 75, pp.51~59 (1990)
  20. Eisenberger,R., "Perceived organizational support", Journal of Applied Psychology, 통권 : 71, pp.500~507 (1986)
  21. Eisenberger, R., "Perceived organizational support: Contribution to perceived organization support and employee retention", Journal of Applied Psychology, 통권 : 87, pp.565~573 (2002)
  22. Fox,A., "Beyond Contract: Work, Power, and Trust Relations" (1974), London: Faber and Faber
  23. Fuller,J.B., "A social identity perspective on the relationship between perceived organizational support and organizational commitment", The Journal of Social Psychology, 143(6), pp.789~791 (2003)
  24. George,J.M., "Organizational Behavior" (1996), Addison-Wesley Publishing company, Inc.
  25. Guzzo,R.A., "Expatriate managers and the psychological construct", Journal of Applied Psychology, 통권 : 79, pp.617~626 (1994)
  26. Hutchison,S., "Source of perceived organizational support: Goal setting and feedback", Journal of Applied Social Psychology, 통권 : 26, pp.1351~1366 (1996)
  27. Kahn,W.A., "Psychological conditions of personal engagement and disengagement at work", Academy of Management Journal, 통권 : 33, pp.692~724 (1990)
  28. Kozlowski,S.W.J., "Integration of climate and leadership examination of a neglected issue", Journal of Applied Psychology, 통권 : 74, pp.546~553 (1989)
  29. Lewis,J.D., "Trust as a Social Reality", Social Forces, 63(4), pp.967~985 (1985)
  30. Lynch,P.D., "Perceived organizational support: inferior versus superior performance by wary employees", Journal of Applied Psychology, 84(4), pp.467~483 (1999)
  31. Masterson,S.S., "Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships", Academy of Management Journal, 통권 : 43, pp.738~748 (2000)
  32. Mayer,R.C., "The effect of the performance appraisal system on trust for management: A field quasi-experiment", Journal of Applied Psychology, 통권 : 84, pp.123~136 (1999)
  33. Mayer,R.C., "An integrative model of organizational trust", Academy of Management Review, 통권 : 20, pp.709~734 (1995)
  34. McAllister,D.J., "Affect and cognition-based trust as foundations for interpersonal cooperation in organizations", Academy of Management Journal, 통권 : 38, pp.24~59 (1995)
  35. McKnight,D.H., "Initial trust formation in new organizational relationships", Academy of Management Review, 통권 : 23, pp.473~490 (1998)
  36. Meyer,J.P., "Commitment in the Workplace: Theory, Research, and Application" (1997), Thousand Oaks, California: Sage Publications
  37. Moorman,R.H., "Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior?", Academy of Management Journal, 41, pp.351~357 (1998)
  38. Mowday,R.T., "Employee-Organizational Linkages: The Psychology of Commitment, Absenteeism, and Turnover" (1982), New York: Academic Press
  39. Orpen,C., "The effects of exchange ideology on the relationship between perceived organizational support and job performance", Journal of Social Psychology, 134(3), pp.407~408 (1993)
  40. Rhoades,L., "Perceived organizational support: A review of the literature", Journal of Applied Psychology, 통권 : 87, pp.698~714 (2001)
  41. Rhoades,L., "Affective commitment to the organization: The contribution of perceived organizational support", Journal of Applied Psychology, 통권 : 86, pp.825~836 (2001)
  42. Ring,P.S., "Developmental process of cooperative interorganizational relationship", Academy of Management Review, 통권 : 19, pp.90~118 (1994)
  43. Rousseau,D.M., "The contracts of individuals and organizations", Research in Organizational Behavior, 통권 : 15, pp.1~43 (1993)
  44. Seabright,M.A., "Role of individual attachments in the dissolution of interorganizational relationships", Academy of Management Journal, 35(1), pp.122~160 (1992)
  45. Setton,R.P., "Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity", Journal of Applied Psychology, 통권 : 81, pp.219~227 (1996)
  46. Sheridan,J.E., "Effects of corporate sponsorship and departmental power on career tournaments", Academy of Management Journal, 통권 : 33, pp.378~402 (1990)
  47. Shore,L.M., "A construct validity study of the survey of perceived organizational support", Journal of Applied Psychology, 76(5), pp.637~643 (1991)
  48. Shore,L.M., "Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support", Journal of Applied Psychology, 통권 : 78, pp.774~780 (1993)
  49. Tetrick,L.E., "Sources of perceived organizational support: Social support and human resources practices", Wayne State University, Detroit, ~, pp.Unpublished manuscript (1994)
  50. Van de Ven, A. H., "Measuring and Assessing Organizations" (1980), John Wiley & Sons, Inc., New York, NY
  51. Wayne,S.J., "Perceived organizational support and leader-member exchange: A social exchange perspective", Academy of Management Journal, 통권 : 40, pp.82~111 (1997)
  52. Whitener,E.M., "Managers as initiators of trust: An exchange relationship framework or understanding managerial trustworthy behavior", Academy of Management Review, 23(3), pp.523~530 (1998)
  53. Williams,L.J., "Job satisfaction and organizational commitment as predictors of organization and in-role behaviors", Journal of Management, 통권 : 17, pp.601~618 (1991)
  54. Zucker,L., "Production of trust: Institutional sources of economic structure", Research in Organizational Behavior, 통권 : 8, pp.53~111 (1986)
  55. 서재현, "조직공정성이 조직후원인식에 미치는 영향에 대한 연구:상사에 대한 신뢰의 매개역할을 중심으로", 경영학연구, 29(3), pp.451~472 (2000)

관련 논문AI추천

심리적 조직분위기가 조직몰입과 조직후원인식에 미치는 영향에 관한 연구서재현한국인적자원관리학회 · 인적자원관리연구2008 · 제15권 제2호조직안전풍토와 안전의식이 직무만족･조직몰입에 미치는 영향 연구 －조직신뢰를 매개로－여경환, 이경재한국산업경영학회 · 경영연구2017 · 제32권 제1호상사의 포용적 리더십이 직무열의와 발언행동에 미치는 영향: 심리적 안전감과 조직지원인식의 역할이규만한국전문경영인학회 · 전문경영인연구2025 · 제28권 제3호교육훈련 및 고용안정성이 조직유효성에 미치는 영향 : 지각된 조직지원의 매개역할고영우, 김민호, 이종건한국전문경영인학회 · 전문경영인연구2023 · 제26권 제3호조직지원인식이 조직몰입 및 업무성과에 미치는 영향 분석노종호, 박지혜정부혁신연구소 · 정부행정2025 · 제21권 제1호심리적 안전감과 창의성의 관계 : 심리적 임파워 먼트의 매개효과와 지각된 상사지지 조절효과김현종, 이태식한국전문경영인학회 · 전문경영인연구2022 · 제25권 제2호

이 간행물의 다른 논문 (9건)

국가인적자원개발에 관한 언론의 관점(2000년~2007년)이희수, 임경수pp. 1-25HRD 프로그램 평가의 질이 평가결과 활용에 미치는 영향박소연pp. 27-47전략적인적자원개발의 성숙도와 수행공학 실천가 역할간의 관계연구강정범, 송해덕pp. 49-68Bridging Career and Technical Education (CTE) to Human Resource Development (HRD): Integrative and Analytical Comparison of Competencies between CTE and HRD Professions배상훈, 송지훈pp. 69-89CIPP 평가모형 구성요소에 기초한 중소기업 훈련 컨소시엄 운영기관 담당자의 인식조사최영섭, 홍성민, 이영민pp. 91-113
원문 보기