한국, 태국, 필리핀, 싱가포르 근로자의 감정적 조직몰입에 영향 미치는 요인변수에 대한 분석
Korea, Thailand, Philippine and Singapore Employees' Affective Organizational Commitment and Antecedents
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초록
본 연구는 한국, 태국, 필리핀, 싱가포르 근로자를 대상으로 직무특성, 조직특성 그리고 문화특성이 감정적 조직몰입에 미치는 영향을 분석하였다. 직무특성의 분석틀은 직무모호성과 직무갈등 요인으로, 조직특성의 경우는 조직 내 보상공정성과 상사지원도 변인으로 구성하였다. 문화특성은 준거집단별 집단주의 개념을 이용하여 조직 내 상사, 부하, 동료에 대한 집단주의로 구분하여 분석하였다. 연구결과, 감정적 조직몰입에 대한 직무모호성의 영향에서 한국, 태국 그리고 싱가포르는 부의 관계를 보였으며, 직무갈등은 한국에서만 부의 관계가 있는 것으로 나타났다. 보상공정성은 한국과 태국에서, 상사지원도 요인은 필리핀에서 각각 정관계의 영향을 미치는 것으로 확인되었다. 준거집단별 집단주의 가운데 상사 집단주의는 한국과 태국에서 정의 관계가 발견되었다. 반면에 부하 집단주의는 한국에서는 부의 관계를, 필리핀에서 정의 관계를 보였다. 그리고 동료 집단주의는 태국에서 부의 관계를 보였다.
Abstract
This study aims at analyzing the relationships among perceptions of job, organization and culture of employees. For this, a comparative analysis frame was consisted of such variables as job ambiguity, job conflict, reward fairness, supervisor support and target specific collectivism toward supervisor, subordinate and colleague, all of which might have some influence on the affective organizational commitment of employees among four countries in Asia, South Korea, Thailand, the Philippine and Singapore. As a result, job ambiguity has negative influence in Korea, Thailand and Singapore, whereas reward fairness has positive influence in Korea and Thailand. For the target specific collectivism, supervisor collectivism give positive influence in Korea and Thailand, while subordinate collectivism brings conflicting effects between Korea and the Philippine.
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