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집단 내 갈등과 이직의도의 관계에서 직무만족의 매개효과: 한국과 중국 종업원들의 공통점과 차이점

A study on the Relationship between Intragroup Conflict and Turnover Intentions, and the Mediating Effect of Job Satisfaction: Commonalities and Differences between Korean and Chinese Employees

박지환|이준호
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2011.02|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제24권 제1호|pp. 75-102|DOI 10.24230/ksiop.24.1.201102.75

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키워드

직무만족job satisfaction이직의도turnover intentions문화 보편성문화 특수성집단 내 갈등intragroup conflictculture universalculture specific
주제분류심리과학

초록

본 연구는 한국과 중국의 종업원들을 대상으로 집단 내 갈등이 이직의도에 미치는 영향과, 이 과정에서 직무만족이 매개역할을 하는지 살펴보았다. 한국과 중국 종업원들 각각의 집단 내 갈등, 직무만족, 이직의도의 관계를 밝히기 위해, 한국기업에 종사하는 한국 종업원들과 재중 한국계 기업에 종사하는 중국 종업원들에게서 회수된 설문을 분석하였다. 먼저, 집단 내 갈등을 관계갈등과 과업갈등으로 구분하여 각각이 이직의도에 미치는 영향을 살펴본 결과, 한국과 중국 모두 관계갈등과 과업갈등이 이직의도를 증가시키는 것으로 나타났다. 그 다음으로 관계 및 과업갈등과 이직의도 간 직무만족의 매개효과를 검증한 결과, 중국은 관계갈등과 이직의도의 관계에서, 한국은 과업갈등과 이직의도의 관계에서만 직무만족의 매개효과가 나타났다. 이러한 결과는 다음의 시사점을 제공한다. 첫째, 이직의도에 대한 집단 내 갈등의 효과에서는 한국과 중국 간에 공통점이 나타났다. 이는 문화 보편적인 관점에서 이해할 수 있다. 둘째, 이직의도와 집단 내 갈등의 관계에서 직무만족의 매개효과는 한국과 중국 간에 차이점이 나타났다. 이는 문화 특수적인 관점에서 이해할 수 있을 것이다. 셋째, 이로 보건대, 관리방식에 대한 비교문화 연구에서 문화 특수성과 문화 보편성의 두 가지 접근을 동시에 고려함이 중요하다. 끝으로 본 연구의 한계점 및 미래연구방향을 제시하였다.

Abstract

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

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