대기업 근로자의 직업안정성과 경영진에 대한 신뢰 및 조직몰입의 관계
The Impact of Two Aspects of Job Security on Trust in Top Management and Organizational Commitment of Employees
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초록
이 연구는 대기업 근로자가 느끼는 직업에서 안전성과 성장가능성이라는 두 요인이, 경영진에 대한 신뢰와 조직 몰입에 미치는 영향을 분석하는 데 주된 목적을 두었다. 샘플은 국내 6개 대기업에서 근무한 근로자들을 대상으로 회수된 337개의 설문을 바탕으로 잠재변수 간의 관계를 구조방정식 모델로 분석하였다. 연구 결과를 바탕으로 도출된 결론은 다음과 같다. 첫째, 직업에서의 성장가능성은 근로자가 경영진에 대해서 신뢰하고 조직에 몰입하는 데 정적인 영향을 미치는 것으로 입증되었다. 둘째, 직업에서의 안전성은 근로자의 경영진에 대한 신뢰와 조직몰입에 작지만 부정적인 영향을 미치는 것으로 밝혀졌다. 셋째, 경영진에 대한 신뢰는 직업에서의 성장가능성과 조직몰입을 매개하지만, 직업의 안전성과 조직몰입은 매개하지 않는 것으로 나타났다. 연구 결과의 이론적 실천적 함의는 다음과 같다. 첫째, 대기업은 근로자의 상위욕구인 성장가능성에 대한 비전을 제시하고 충족시킬 필요성이 있다. 직업에서의 성장가능성이 근로자의 신뢰와 몰입을 높게 설명하기 때문이다. 둘째, 가설의 검증에서 드러나듯이, HRD 담당자들은 한편으로는, 근로자의 성장에 대한 욕구를 지원하는 동시에, 엄격한 성과관리를 통해서, 적절한 긴장을 조성함으로써 그들이 경영진을 신뢰하고 조직에 몰입할 수 있도록 동기를 부여할 수 있다.
Abstract
This study investigated the relationships among short-term job security, long-term job security, trust in top management and organizational commitment of employees in large Korean corporations. The sample consisted of 337 Korean employees who were drawn from six Korean firms. Structural equation modeling is used as main data analysis strategy. The major findings of the study can be summarized as follows: First, long-term job security impacted significantly employee's trust in top management and organizational commitment. Second, short-term job security negatively affected employees' trust in Third, trust in top management mediated the relationship between long-term job security and organizational commitment while it did not mediate the relationship between short-term job security and organizational commitment. The result suggests that organizations should provide vision for employee's higher needs, long-term job security and meet their needs for growth in their job because it explained significant amount of their trust and commitment. In addition, employees' basic needs for job security should be dealt with caution in order to increase their trust and commitment. Unlike long-term job security, short-term job security did not explain significantly employee's trust in top management and organizational commitment. From the result of the study, HRD professionals need to create the optimal level of tension through strict maintenance of performance as well as provide assistance for growth needs of employees to motivate them to increase their pro-organizational behavior.
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