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개인의 문화적 지향성이 조직몰입 및 직무관여에 미치는 영향과 조직지원인식의 조절효과

The Effect of Individual Cultural Orientation on Organizational Commitment, Job Involvement and the Moderating Role of Perceived Organizational Support

김상수|맹현아
한국기업경영학회 (Korean Corporation Management Association)|2019.08|기업경영연구 (Korean Corporation Management Review)|제26권 제4호|pp. 159-183

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키워드

조직몰입직무관여Organizational commitment집단주의Collectivism개인주의Individualism조직지원인식Job involvementPerceived organizational supportCultural orientation문화적 지향성
주제분류경영학

초록

본 연구는 개인주의-집단주의(I-C)로 대표되는 개인의 문화적 지향성이 조직지원인식(POS)의 수준에 따라 조직몰입과 직무관여에 미치는 영향이 어떻게 달라지는지를 확인하였다. 구조모형 분석을 통해 나타난 주요 결과는 다음과 같다. 첫째, 개인주의와 집단주의는 각각 조직몰입과 직무관여에 모두 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 직무관여에는 개인주의가 조직몰입에는 집단주의가 더 큰 영향력을 보였다. 셋째, 개인주의-집단주의 성향과 직무관여와의 관계에서 조직지원인식은 조절변수로서 유의한 효과를 보이지 않는 것으로 나타났다. 넷째, 개인주의-집단주의 성향과 조직몰입과의 관계에서 조직지원인식은 각각 다른 조절효과를 보이는 것으로 나타났다. 집단주의와 조직몰입과의 관계에서는 조직지원인식이 높을수록 집단주의와 조직몰입의 정적 관계가 강화되었고, 개인주의와 조직몰입 간의 관계에서는 조직지원인식이 높을수록 오히려 개인주의와 조직몰입 간의 정적 관계가 약화되는 것으로 나타났다. 이는 개인주의의 특성상 호혜성의 원리에 기반 한 사회적 교환관계가 제대로 성립되지 않았거나, 조직지원 인식의 측정 항목이 주로 관계적, 정서적 지원에 대한 것이기 때문으로 생각된다. 본 연구는 이러한 결과가 갖는 의미를 논의하고 그에 따른 이론적•실무적 시사점을 도출하였다.

Abstract

This study confirms how the cultural orientation of individuals represented by individualism-collectivism (I-C) affects job involvement and organizational commitment according to the level of perceived organizational support (POS). The main results of the structural model analysis are as follows. First, individualism and collectivism both have a positive effect on job involvement and organizational commitment. Second, individualism has more influence on job involvement and collectivism has more influence on organizational commitment. Third, perceived organizational support has no significant effect as a moderating variable on the relationship between individualism-collectivism and job involvement. Fourth, in case of collectivist, as perceived organizational support increases, organizational commitment improves as well. However, in case of individualist, organizational commitment decreases when perceived organizational support increases. This is because social exchange based on the principle of reciprocity is not established properly due to the nature of individualism, and the measurement items of perceived organizational support are mainly related to relational and emotional support. This study discusses the implications of these results and draws academic and practical implications.

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