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The Relationships among Organizational Commitment, its Antecedents and Outcomes in the Asian Context: The case of Korean and Thai employees

김보인
한국국제경영학회 (Korean Academy of International Business)|2012.03|국제경영연구 (International Business Journal)|제23권 제1호|pp. 101-130

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참고문헌

키워드

조직몰입Organizational Commitment직무만족Job Satisfaction이직의도Turnover IntentionRole Stress역할 스트레스
주제분류경영학

초록

This research explores the various relationships among organizational commitment, its antecedents and outcomes in the Asian context. The purpose of this study is to examine the relationships between the prime antecedent variables(role ambiguity and role conflict) and the components of organizational commitment(affective commitment and continuance commitment) as well as the relationships between the commitment components and the outcomes of commitment(turnover intention and job satisfaction). This study used a path analysis approach to investigate the integrated relationships among variables. The results showed that the role ambiguity was more significant than role conflict in explaining other variables. The effect of role ambiguity was negative and significant both on affective commitment and job satisfaction. A negative influence of role ambiguity on continuance commitment was found only in Korea. As for role conflict, there were limited influences found both on affective and continuance commitment. The results also confirmed the significant mediating effects of affective commitment both between role ambiguity and job satisfaction and between role conflict and turnover intention. Based on the empirical findings, this study suggested several managerial implications in terms of human resource management.

Abstract

This research explores the various relationships among organizational commitment, its antecedents and outcomes in the Asian context. The purpose of this study is to examine the relationships between the prime antecedent variables(role ambiguity and role conflict) and the components of organizational commitment(affective commitment and continuance commitment) as well as the relationships between the commitment components and the outcomes of commitment(turnover intention and job satisfaction). This study used a path analysis approach to investigate the integrated relationships among variables. The results showed that the role ambiguity was more significant than role conflict in explaining other variables. The effect of role ambiguity was negative and significant both on affective commitment and job satisfaction. A negative influence of role ambiguity on continuance commitment was found only in Korea. As for role conflict, there were limited influences found both on affective and continuance commitment. The results also confirmed the significant mediating effects of affective commitment both between role ambiguity and job satisfaction and between role conflict and turnover intention. Based on the empirical findings, this study suggested several managerial implications in terms of human resource management.

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관련 논문AI추천

A Comparative Study of Job Satisfaction and Turnover Intention Between Private and Public Sector Employees in Korea김보인, 신만수인문사회과학연구소 · 인문사회과학연구2017 · 제18권 제2호한국 및 동남아 종업원의 조직몰입과 만족도 비교분석김보인, 신만수, 심원술한국인력개발학회 · HRD연구2008 · 제10권 제2호Linking Perceived Organizational and Supervisor Support to Turnover Intention and Organizational Citizenship Behavior for Thai: The Mediating Role of Organizational Commitment송계충, Boonyanuch Cheewakiatyingyong경영경제연구소 · 아태비즈니스연구2015 · 제6권 제2호Cross-cultural Genaralizabnility of Organizational Commitment and Its Correlates to Korea조봉순한국사회과학협의회 · Korean Social Science Journal2004 · 제31권 제2호한국, 태국, 필리핀, 싱가포르 근로자의 감정적 조직몰입에 영향 미치는 요인변수에 대한 분석김보인한국아시아학회 · 아시아연구2015 · 제18권 제1호조직몰입의 선행변수에 관한 국가별 비교연구: 한국, 미국, 중국을 중심으로김진희, 심원술한국국제경영학회 · 국제경영연구2004 · 제15권 제3호

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