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고몰입 인적자원관리시스템이 비윤리적 친조직 행동에 미치는 영향

The Effect of High-Commitment Human Resource Management System on Unethical Pro-Organization Behavior

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초록

고몰입 인적자원관리시스템은 조직 구성원들의 친조직적 행동에 긍정적인 영향을 미친다고 알려져 있지만 최근 구성원들의 친조직적 행동이 항상 윤리적인 것은 아니며 친조직적이지만 비윤리적인 행동이 나타날 수 있다는 사실이 밝혀지고 있다. 본 연구는 고몰입인적자원관리 시스템이 조직 구성원의 비윤리적 친조직 행동에 미치는 영향과 이 관계에서 조직 동일시의 매개효과를 살펴보고자 했다. 연구가설 검증을 위해 중국 기업 직원들로부터 수집한 270개의 설문 데이터를 분석하였다. 가설검증 결과는 다음과 같다. 첫째, 고몰입 인적자원관리시스템은 조직 구성원의 비윤리적 친조직 행동에 긍정적인 영향을미치는 것으로 확인되었다. 둘째, 고몰입 인적자원관리 시스템이 조직 구성원의 조직동일시에 유의한 영향을 미치는 것으로 나타났다. 셋째, 조직 동일시가 조직 구성원의비윤리적 친조직 행동에 유의한 영향을 미치는 것으로 나타났다. 마지막으로 고몰입 인적자원관리시스템과 비윤리적 친조직 행동의 관계는 조직 동일시에 의해 매개가 되었다. 이상 실증결과에 대한 토의 및 시사점 등을 제시하고 향후 연구를 위한 제안을 하였다.

Abstract

It has been known that high-commitment human resource management system (HCHRMS) positively affects pro-organization behavior of employees. However, recent analyses have found out that pro-organization behavior of employees is not always ethical, so unethical pro-organization behavior (UPB) could occur. This study examines the effects of high-commitment HRM system on unethical pro-organization behavior and the mediating role of organizational identification (OI) in this relationship. To verify the hypothesis, total 270 online questionnaires were collected from employees of Chinese companies. Hypothetical test results from the data are as follows; First, HCHRMS had a positive effect on UPB of the employees. Second, HCHRMS had a significant effect on OI of the employees. Third, OI had a significant effect on UBP of the employees. Lastly, OI had mediating effect on relationship between HCHRMS and UPB.

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