OCP를 활용한 개인·조직 부합도와 태도 간 관계에 대한 연구
A Study on the Effects of Person-Organization fit on the Job Attitudes Using OCP
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참고문헌
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초록
본 연구는 국내 기업 구성원을 대상으로 개인의 가치와 조직이 추구하는 가치의 부합정도가 개인의 태도에 주는 영향을 실증적으로 검증한다. 개인가치와 조직 가치를 측정하기 위해 널리 활용되고 있는 O'Reilly의 OCP 가치항목척도 26개를 사용하였다. 가치부합수준의 태도에 대한 영향력을 검증하기 위해 기존 연구와 달리 상호보완적인 두 가지 측정방법을 활용하여 그 결과를 비교분석하였다. 즉, 차이값 제곱()을 이용한 위계적 회귀분석과 다항회귀분석을 활용하여 회귀계수를 이용한 반응표면방법론과 주축분해선을 이용하여 가치부합수준이 직무만족과 정서적 몰입에 미치는 영향을 검증하였다. 연구결과, 국내기업 구성원의 경우, 분석적 가치와 변화추구 가치측면에서 개인가치와 조직가치의 부합도가 높을수록 결과변수에 긍정적인 영향을 주었고, 안정적 가치의 경우 조직가치가 개인가치보다 큰 영역에서 긍정적인 영향을 보인 본 연구는 반응표면분석과 주축분해선을 활용함으로써 차이제곱 값으로는 파악할 수 없었던, 개인가치와 조직가치의 + 혹은 - 차이 값의 태도변수에 대한 영향력을 검증하였다. 특히, 조직가치와 개인가치의 개별적인 영향을 고려하여 연구모델을 구성하고 실행함으로써 가치 특성별 부합도가 결과변수에 주는 영향력을 실증적으로 검증하였다.
Abstract
The purpose of this study was to examine the extent to which fit between individuals and the organization fit(P-O fit) were related to job satisfaction and affective organizational commitment. Through convenience sampling, the respondents for this study were 226 employees in Seoul, Busan, and Incheon in South Korea. To analyze the effects of P-O fit on outcomes, this study carried out hierarchical regression analysis using squared differences() and response surface methodology using polynomial regression analysis. In the case of 'democratic' and 'team orientation' values, P-O fit was not significantly related to outcomes but only organizational values were significantly related to outcomes. In addition, considering response surface methodology and principal axis, there was additional valuable information which was not obtained simply by utilizing squared differences. The present study has a special meaning because this research tried to control the effects of personal values and organizational values and to complement response surface methodology based on Edwards & Cable(2009)'s recommendation.
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