본문 바로가기
KERD
논문KCI 등재

조직지원인식과 직장 내 일탈행동의 관계: 정서적 몰입의 매개효과와 조직기반 자긍심의 조절효과

The Relationship of Perceived Organizational Support and Deviant Behavior in the Workplace: The Mediating Effect of Affective Commitment and The Moderating Effect of Organization-based Self-esteem

박경규|오아라|용현주
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2013.02|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제26권 제1호|pp. 119-148|DOI 10.24230/ksiop.26.1.201302.119

0

조회

0

다운로드

50

인용

0

참고문헌

키워드

정서적 몰입Affective Commitment조직지원인식Perceived Organizational SupportOrganizational-based Self-esteem조직기반 자긍심조직 일탈행동대인관계 일탈행동Organizational Deviant BehaviorInterpersonal Deviant Behavior
주제분류심리과학

초록

본 연구에서는 조직지원인식이 구성원의 직장 내 일탈행동에 미치는 과정을 알아보기 위해 먼저, 조직지원인식이 정서적 몰입에 미치는 영향을 밝히고자 하였다. 그리고 정서적 몰입이 구성원의 직장 내 일탈행동(조직 일탈행동, 대인관계 일탈행동)에 미치는 영향을 검증하였다. 또한 조직지원인식과 직장 내 일탈행동 간의 관계에서 정서적 몰입의 매개역할을 밝히고, 정서적 몰입과 일탈행동 간의 관계를 강화시킬 수 있는 조절변수로 조직기반 자긍심을 검증하고자 하였다. 본 연구의 자료는 기업체 종업원을 대상으로 설문지 252부를 수집하였으며 회귀분석을 이용한 실증분석 결과를 살펴보면 다음과 같다. 첫째, 조직지원인식과 정서적 몰입 간에 정(+)의 관계가 있는 것으로 검증되었으며, 조직지원에 대한 지각이 높을수록 정서적 몰입이 증가하는 것으로 나타났다. 둘째, 정서적 몰입과 직장 내 일탈행동 간에 부(-)의 관계를 가지는 것으로 나타났다. 즉 정서적 몰입이 구성원의 조직 일탈행동 및 대인관계 일탈행동 감소에 영향을 미치는 것이다. 셋째, 조직지원인식과 직장 내 일탈행동 간의 관계에 있어 정서적 몰입의 매개효과를 확인할 수 있었으며, 정서적 몰입과 대인관계 일탈행동 간의 관계에서 조직기반자긍심의 조절효과가 통계적으로 유의미하게 나타났다. 본 연구결과를 통해 구성원의 조직지원인식이 조직에 대한 정서적 몰입의 선행요인임을 검증함으로써 조직지원인식을 정서적 몰입의 발생 동기로 인식할 수 있었다. 또한 조직지원인식을 통해 발생한 정서적 몰입이 구성원의 직장 내 일탈행동을 감소시키는 영향력을 밝힘으로써, 조직이 구성원들의 기여와 가치를 인정하고 이들의 복지에 적극적인 관심을 가지도록 노력을 촉구하는 한편 이에 부응하는 조직문화를 구축할 필요성을 강조한다. 본 연구는 조직지원인식이 구성원의 조직 및 구성원에 대한 부정적인 행동의 감소에 의미 있는 역할을 한다는 실증 자료를 제공했다는 점에서 의의를 찾을 수 있다.

Abstract

In this study, the effect of perceived organizational support on affective commitment, in order to investigate the effects of perceived organizational support on employees' deviant behavior in the workplace, is firstly verified. Then the effect of affective commitment on employees' deviant behavior in the workplace(organizational deviant behavior and interpersonal deviant behavior) is verified. In addition, the mediating role of affective commitment on the relationship between perceived organizational support and deviant behavior is revealed. Organization-based self-esteem as the moderating variable that can strengthen the relationship between affective commitment and deviant behavior is verified. 252 employees were participated in the study and structural equation analysis was employed to examine the hypotheses. The following is a summary of the results. First, affective commitment increases as perceived organizational support increases. In other words, the higher employees' perception for organizational support are, the higher affective commitment are. Second, deviant behavior in the workplace decreases as affective commitment increases, that is affective commitment have contributed to the decrease in employees' organizational deviant behavior and interpersonal deviant behavior. Third, affective commitment was empirically verified to have a mediating effect between perceived organizational support and deviant behavior in the workplace. Also, the moderating effect of Organization-based self-esteem was verified in the relationship between affective commitment and interpersonal deviant behavior in the workplace. Based on these findings, it was determined that perceived organizational support is a significant antecedent of affective commitment and perceived organizational support can be recognized as the motive of affective commitment. The exchange between the employee and employer is positively related to employees' feelings of perceived organizational support and affective commitment to the organization and reciprocation in the form of lower levels of deviant behavior. Therefore, results also revealed that employees' perceptions of organizational support have an influence on their attitudes and behavior. Our findings emphasize the importance of valuing employees and investing in their well-being in the workplace.

참고문헌 (71)

  1. 김민정, "조직 내 멘토링 네트워크에서 멘토의 네트워크 특성이멘토와 프로테제의 조직기반 자긍심에 미치는 영향 연구", 한국심리학회지: 산업 및 조직, 19(3), pp.449~521 (2006), 한국산업및조직심리학회
  2. 김혜진, "조직구성원의 문화성향에 따른 조직시민행동의 차이: 조직지원인식의 조절효과와 매개효과", 한국심리학회지: 산업 및 조직, 25(2), pp.265~297 (2012), 한국산업및조직심리학회[DOI]
  3. 김효선, "직장-가정 간 상호작용과 가족친화적 조직지원이 근로자의 조직몰입과 이직의도에 미치는 효과", 한국심리학회지: 산업 및 조직, 22(4), pp.515~540 (2009), 한국산업및조직심리학회
  4. 배병렬, "Amos 17.0 구조방정식 모델링" (2009), 청람출판
  5. 서재현, "조직공정성이 조직후원인식에 미치는 영향에 관한 연구", 경영학연구, 29, pp.451~472 (2000)
  6. "“직장내 ‘무례한 행동’ 상사도 부하도 불면증 공포”"[URL]
  7. 한주원, "상사의 비인격적 감독이 부하의 직장 내 일탈행동에 미치는 영향", 한국심리학회지: 산업 및 조직, 22(2), pp.233~259 (2009), 한국산업및조직심리학회
  8. Aiken, L. S., "Multiple regression : Testing and interpreting interactions" (1991), Sage
  9. Aquino, K., "Justice constructs, negative affectivity, and employee deviance: A proposed model and empirical test", Journal of Organizational Behavior, 20, pp.1073~1091 (1999)
  10. Baron, R. M., "The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical consideration", Journal of Personality and Social Psychology, 51, pp.1173~1182 (1986)
  11. Bateman, T. S., "Job satisfaction and the good soldier: The relationship between affect and employee “citizenship”", Academy of Management Journal, 26, pp.587~595 (1983)
  12. Bennett, R. J., "Development of a measure of workplace deviance", Journal of Applied Psychology, 85, pp.349~360 (2000)
  13. Bennett, R. J., "The past, present, and future of workplace deviance research, In Organizational behavior: The state of the science(2nd ed.)", pp.247~281 (2003), Lawrence Erlbaum Associates, Inc
  14. Blau, P., "Exchange and power in social life" (1964), Wiley
  15. Blau, G. J., "Using a person-environment fit model to predict job involvement and organizational commitment", Journal of Vocational Behavior, 30, pp.240~257 (1987)
  16. Blau, G. J., "An investigation of the apprenticeship organizational socialization strategy", Journal of Vacational Behavior, 32, pp.176~195 (1988)
  17. Brooke, P. P., "Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment", Journal of Applied Psychology, 73, pp.139~145 (1988)
  18. Buchanan, B., "Building organizational commitment: The Socialization of managers in work organization", Administrative Science Quarterly, 19, pp.533~546 (1974)
  19. Church, A. T., "Exploratory and confirmatory tests of the big five and Tellegen's three-and-four dimensional models", Journal of Personality and Social Psychology, 66, pp.93~114 (1994)
  20. Cullen, M. J., "Personality and counterproductive workplace behavior" (2003), Pfeiffer & Company
  21. DeCotiis, T. A., "A path analysis of a model of the antecedents and consequences of organizational commitment", Human Relations, 40, pp.445~470 (1987)
  22. Dubin, R., "Central life interests and organizational commitment of blue-collar and clerical workers", Administrative Science Quarterly, 20, pp.411~421 (1975)
  23. Eisenberger, R., "Reciprocation of perceived organizational support", Journal of Applied Psychology, 86, pp.42~51 (2001)
  24. Eisenberger, R., "Perceived organizational support, discretionary treatment, and job satisfaction", Journal of Applied Psychology, 82, pp.812~820 (1997)
  25. Eisenberger, R. E., "Perceived organizational support and employee diligence, commitment, and innovation", Journal of Applied Psychology, 75(1), pp.51~59 (1990)
  26. Eisenberger, R., "Perceived organizational support", Journal of Applied Psychology, 71, pp.500~507 (1986)
  27. Fornell, C, "Evaluating structural equation models with unobservable variables and measurement error", Journal of Marketing Research, 18, pp.39~50 (1981)
  28. George, J. M., "Organizational Behavior" (1996), Addison-Wesley Publishing company, Inc
  29. Glisson, C, "Predictors of job satisfaction and organizational commitment in human service organization", Administrative Science Quarterly, 33, pp.61~81 (1988)
  30. Gouldner, A. W., "The norm of reciprocity: A preliminary statement", American Socio-logical Review, 25, pp.161~178 (1960)
  31. Guzzo, R. A., "Expatriate managers and the psychological contract", Journal of Applied Psychology, 79, pp.617~625 (1994)
  32. Hackman, J. R., "Motivation through the design of work: Test of a theory", Organizational Behavior and Human Performance, 16, pp.250~279 (1976)
  33. Hair, J. F., "Multivariate Data Analysis, 6th ed" (2006), Prentice-Hall International
  34. Harper, D., "Spotlight abuse-save profits", Distribution, 79, pp.47~51 (1990)
  35. Hershcovis, S. M., "Predicting workplace aggression: A meta analysis", Journal of Applied Psychology, 92, pp.228~238 (2007)
  36. Hollinger, R. C., "Deterrence in the workplace: Perceived certainty, perceived severity, and employee theft", Social Forces, 62, pp.398~418 (1983)
  37. Hughs, M. A., "Linking theory construction and theory testing: Models with multiple indicators of latent variables", Academy of Management Review, 11, pp.128~144 (1986)
  38. Hui, C., "Moderating effects of organization-based self-esteem on organizational uncertainty: Employee response relationships", Journal of Management, 26(2), pp.215~232 (2000)
  39. Ilies, R., "Reported incidence rates of work- related sexual harassment in the United States: Using meta-analysis to explain reported rate disparities", Personnel Psychology, 56, pp.607~631 (2003)
  40. Kacmar, K. M., "Further validation of the perceptions of politics scale (POPS): a multiple sample investigation", Journal of Management, 23, pp.627~658 (1997)
  41. Kidron, A., "Work values and organizational commitment", Academy of Management Journal, 21, pp.239~247 (1978)
  42. Lee, J., "Perceived organizational support and affective commitment: The mediating role of organization-based self-esteem in the context of job insecurity", Journal of Organizational Behavior, 28, pp.661~685 (2007)
  43. Liao, H., "Sticking out like a sore thumb: Employee dissimilarity and deviance at work", Personnel Psychology, 57, pp.969~1000 (2004)
  44. Luthans, F., "Organizational commitment: Analysis and antecedents", Human Relations, 40, pp.219~236 (1987)
  45. Mathieu, J. E., "A review and meta-analysis of the antecedents, correlates and consequences of organizational commitment", Psychological Bulletin, 108(2), pp.171~194 (1990)
  46. Meyer, J. P., "Links between work experiences and organizational commitment during the first year of employment: A longitudinal analysis", Journal of Occupational Psychology, 61, pp.195~209 (1988)
  47. Meyer, J. P., "A three- component conceptualization of organizational commitment", Human Resource Management Review, 1, pp.61~89 (1991)
  48. Meyer, J. P., "Commitment to organizations and occupations: Extension and test of a three-component conceptualization", Journal of Applied Psychology, 78, pp.538~551 (1993)
  49. Meyer, J. P., "Commitment in the workplace: Theory, research, and application" (1997), Sage
  50. Meyer, J. P., "Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences", Journal of Vocational Behavior, 61(1), pp.20~52 (2002)
  51. McGurn, X., "Spotting the thieves who work among us", Wall Street Journal, pp.16~ (1988)
  52. Mitchell, M. S., "Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs", Journal of Applied Psychology, 92(4), pp.1159~1168 (2007)
  53. Moorman, R. H., "Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior?", Academy of Management Journal, 41, pp.351~357 (1998)
  54. Morrison, E. W., "When employees feel betrayed: a model of how psychological contract violation develops", Academy of Management Review, 22, pp.226~256 (1997)
  55. Morris, J. H., "A second look at need for achievement and need for autonomy as moderators of role perception-outcome relationships", Journal of Applied Psychology, 64, pp.173~178 (1979)
  56. Morris, J. H, "Structural influences on organizational commitment", Journal of Vacational Behavior, 17, pp.50~70 (1980)
  57. Mowday, R. T., "Employee-organization linkages" (1982), Academic Press
  58. O'Reilly, C. A., "The commitment and job tenure of new employees: Some evidence of postdecisional Justification justification", Administrative Science Quarterly, 26, pp.597~616 (1981)
  59. Pierce, J. L., "Organizational commitment: Preemployment propensity and initial work experiences", Journal of Management, 13, pp.163~178 (1987)
  60. Pierce, J. L., "Organization-based self-esteem: Construct definition, measurement, and validation", Academy of Management Journal, 32, pp.622~645 (1989)
  61. Pierce, J. L., "Moderation by organization-based self-esteem of role condition-employee response relationships", Academy of Management Journal, 36, pp.271~287 (1993)
  62. Podsakoff, P. M., "Common Method Biases in Behavioral Research: a Critical Review of the Literature and Recommended Remedies", Journal of Applied Psychology, 88, pp.879~903 (2003)
  63. Rhoades, L., "Affective commitment to the organization: The contribution of perceived organizational support", Journal of Applied Psychology, 86, pp.825~836 (2001)
  64. Robinson, S., "A typology of deviant workplace behaviors: A multi- dimensional scaling study", Academy of Management Journal, 38, pp.555~572 (1995)
  65. Settoon, R. P., "Social exchange in organizations: Perceived organizational support, leader- member exchange and employees reciprocity", Journal of Applied Psychology, 81, pp.219~227 (1996)
  66. Shanock, L. R., "When supervisors feel supported: Relation-ships with subordinates’ perceived supervisor support, perceived organizational support, and performance", Journal of Applied Psychology, 91, pp.689~695 (2006)
  67. Shore, L. M., "Perceived organizational support and organizational justice, In Organizational politics, justice, and support: Managing the social climate of the workplace", pp.149~164 (1995), Quorum
  68. Shore, L. M., "Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support", Journal of Applied Psychology, 78, pp.774~780 (1993)
  69. Steers, R. M., "Antecedents and outcomes of organizational commitment", Administrative Science Quarterly, 22, pp.46~56 (1977)
  70. Steiger, J. H., "Structural model evaluation and modification: an interval estimation approach", Multivariate Behavioral Research, 25, pp.173~180 (1990)
  71. Wayne, S. J., "Perceived organizational support and leader-member exchange: Social exchange perspective", Academy of Management Journal, 40(1), pp.82~111 (1997)

관련 논문AI추천

지원적 조직환경과 혁신행동 간의 관계에서 정서적 몰입의 매개효과 연구 - 조직지원인식과 상사지원인식의 상호작용효과 -김학수, 제갈란한국인적자원관리학회 · 인적자원관리연구2017 · 제24권 제4호중소기업 구성원들의 조직지원인식이 학습조직 구축수준에 미치는 영향: 정서적 조직몰입의 매개효과이진구, 정준재한국인력개발학회 · HRD연구2017 · 제19권 제2호조직지원인식, 팀웍, 조직몰입의 관계와 조직 냉소주의에 대한 효과김진희한국기업경영학회 · 기업경영연구2011 · 제18권 제3호융·복합 시대의 조직지원인식과 조직시민행동간 조직몰입과 심리적 임파워먼트의 매개효과강은구, 이선규한국디지털정책학회 · 디지털융복합연구2017 · 제15권 제9호기업재직자의 조직공정성, 조직지원인식, 직무배태성 및 조직몰입 간 구조적 관계김효선, 박효인한국인력개발학회 · HRD연구2024 · 제26권 제2호조직지원인식 및 정서적 안녕감이 조직시민행동에 미치는 영향 분석 : Mediating regression model을 이용한 일선 관료들의 정서적 안녕감의 매개효과 분석김대원(재) 한국지방행정연구원 · 지방행정연구2010 · 제24권 제2호

이 간행물의 다른 논문 (6건)

긍정심리자본, 학습목표지향성, 리더의 비전제시가 정서적 조직변화몰입에 미치는 영향 : 변화 이점, 조직냉소주의 조절효과장지선, 탁진국pp. 1-26성인경력고민척도 개발 및 타당화탁진국, 임그린, 이은혜, 정일진pp. 27-46지속학습활동이 조직몰입과 일몰입에 미치는 영향: 고용경쟁력의 매개효과를 중심으로이성중, 유태용pp. 47-72종업원 침묵의 전염: 방어적 및 체념적 침묵을 중심으로박동건, 정현선pp. 73-102팀 업무 수행과 보상의 유관성 수준이 사회적 태만 행동에 미치는 효과이계훈, 최인섭, 오세진pp. 103-118
원문 보기