구성원 태도에 대한 상호작용 공정성의 효과 : 팀 탄력성의 조절효과를 중심으로
A Study on the Effects of Interactional Justice : The Moderating Effects of Team Resilience
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초록
오늘날 조직은 불확실성과 지속적 변화 상황에 놓여있고, 많은 연구자들은 이러한 상황에서 조직의 발전과 유지를 위한 중요한 요소로서 인적자원 관리의 중요성을 밝혔다. 특히 대기업에 비해 상대적으로 열악한 조건 하의 놓여있는 중소기업에서는 보다 높은 경쟁력 획득을 위한 방안으로서, 조직에 대한 구성원들의 태도를 긍정적으로 형성하도록 이끄는 것이 조직 성공의 중요한 요소로 나타나고 있다. 이에 따라 본 연구에서는 조직 내 구성원의 긍정적 태도, 직무만족과 정서적 몰입에 정적인 영향을 줄 수 있는 선행요인으로서 상호작용 공정성 지각의 효과를 밝히고자 하였다. 또한 기존의 공정성 연구들이 공정성 효과에 대한 조절변수에 대한 고찰이 부족하였다는 한계점과 개인의 태도 형성에 있어 사회적 맥락을 고려해야 한다는 다수준 접근에 대한 필요성에 따라, 팀 수준의 조절변수로서 팀 탄력성(team resilience)의 효과를 살펴보았다. 다수준 분석을 위해 국내 중견 제조업 A사를 연구대상으로 총 14개 팀 330명을 선정하여 위계적 선형 모형(HLM; Hierarchical Linear Modeling) 분석을 실시하였다. 분석결과 개인의 상호작용 공정성 수준은 직무만족과 정서적 몰입에 정적인 영향을 보였으며, 상호작용 공정성과 직무만족 간 사이의 관계를 팀의 탄력성 수준이 조절하는 것으로 나타났다.
Abstract
Organizational change continues to occur at a high rate in modern organizations. Especially the reality of small business firm's condition is poor than large one. It is crucial factor that employee's positive attitude or behavior to their organization to survive. Accordingly, researchers have increasingly concluded that employees play a major role in the success or failure of change in their organizations. It is crucial factor that employee’s positive attitude or behavior to their organization for success. The present study examines to influence of interactional justice and the relationship with employee’s positive outcome (e.g. job satisfaction, organizational commitment). In addition, the recent literature emphasize the necessity of team context factor that focusing on team resilience as moderator. To test multilevel analysis, we collected the survey data from middle size organization, 14 teams and 330 members and analyzed HLM (Hierarchical Linear Modeling). We found that member’s interactional quality increases job satisfaction and organizational commitment and team resilience could moderate this relationship.
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