다국적기업 자회사 현지 직원 조직일체감의 선행요인과 결과
Antecedents and Consequences of Host Country Nationals’ Organizational Identification in MNE Subsidiaries in Korea
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참고문헌
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초록
본 연구는 사회심리학이론 중 사회정체성이론에 근거하여 다국적기업 자회사 현지 직원 조직일체감의 선행요인과 결과를 살펴보았다. 구체적으로 다국적기업의 본사가 위치한 국가의 경제발전 수준은 다국적기업 자회사 현지 직원의 조직일체감에 정(+)의 영향을 미치며, 본사 지분율은 조직일체감에 부(-)의 영향을 미친다고 주장하였다. 또한 다국적기업 자회사의 전략적 자율성이 높고, 다국적기업 자회사 현지 직원에게 해외 근무 기회가 많을수록 조직일체감이 증가한다고 주장하였다. 뿐만 아니라 다국적기업 자회사 현지 직원의 조직일체감은 업무열의에 정(+)의 영향을 미칠 것이라고 주장하였다. 24개국 출신, 75개 다국적기업 자회사에 근무 중인 503명의 현지 직원들을 대상으로 경로분석 및 소벨 테스트를 통해 이상의 주장을 실증적으로 검증하였다.
Abstract
In this study, we examine antecedents and consequences of host country nationals’ organizational identification in MNE subsidiaries in Korea based on social psychology theory, especially social identity theory. We suggest that the level of home country economic development positively and the parent’s ownership stake in the subsidiary negatively influence on the host country nationals’ organizational identification. In terms of strategic autonomy, strategic leader relates with higher levels of organizational identification than implementer by virtue of its higher level of strategic autonomy. We also posit that host country nationals’ organizational identification is positively affected by the international assignment opportunity. In addition, we hypothesize a positive relationship between host country nationals’ organizational identification and their work engagement. These propositions are strongly supported by path analysis and Sobel test of 503 host country nationals in 75 MNE subsidiaries that originating from 24 countries. We discuss the theoretical and managerial implications, and provide suggestion for future research.
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