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공정성 인식이 조직구성원들의 혁신적 행동에 미치는 영향 -지식공유의 매개효과를 중심으로-

The Impacts of Perceived Organizational Justice on the Innovative Behaviors of Organizational Members: Focusing on the Mediating Effects of Knowledge Sharing

김영완|김영목|김동주|황승배
한국기업경영학회 (Korean Corporation Management Association)|2012.04|기업경영연구 (Korean Corporation Management Review)|제19권 제2호|pp. 237-258|DOI http://dx.doi.org/

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참고문헌

키워드

지식공유분배공정성절차공정성Distributive JusticeProcedural JusticeKnowledge Sharing상호작용공정성Interactive Justice혁신적 행동Innovative Behaviors.
주제분류경영학

초록

변화하는 환경에 조직이 적응하면서 지속적으로 성장 및 발전하기 위해서는 조직구성원들의 혁신적 행동이 요구되고 있다. 본 연구의 목적은 구성원들의 혁신적 행동에 조직공정성 및 지식공유가 어떠한 영향을 미치는가를 규명하는 것이다. 본 연구에서는 조직공정성의 구성 차원을 분배, 절차, 대인, 정보 공정성으로 구분하여 조직구성원의 혁신적 행동에 미치는 영향을 분석하였다. 아울러, 지식공유를 매개변수로 설정하여 그 효과성을 검증하였다. 실증분석을 위한 자료 수집은 27개 업체 종업원 595명을 대상으로 한 설문조사를 통해 이루어졌으며, 결측치를 다수 포함하거나 불성실한 설문지를 제외한 505부의 자료가 분석에 사용되었다. 본 연구의 분석결과는 다음과 같이 요약할 수 있다. 첫째, 조직공정성의 네 가지 구성차원들은 모두 조직구성원들의 지식공유에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 지식공유는 조직구성원들의 혁신적 행동에 긍정적인 영향을 미치는 것으로 나타났다. 셋째, 지식공유는 분배공정성, 대인공정성, 정보공정성과 구성원의 혁신적 행동 간 관계를 부분 매개하는 것으로 나타났다. 본 연구의 이론적․실무적 시사점은 다음과 같다. 첫째, 본 연구는 조직구성원들이 지각하는 조직공정성과 지식공유가 조직구성원의 혁신적 행동을 촉진하는 선행요인임을 제시하였다. 둘째, 기존의 조직공정성 연구가 전통적인 조직유효성 관련 변수들인 조직몰입, 직무만족, 조직시민행동과의 관련성을 중심으로 이루어진 반면에, 본 연구는 조직구성원의 혁신적 행동에 초점을 맞추어 연구를 진행하였다. 특히, 조직공정성과 혁신적 행동 간의 관계에 미치는 지식공유의 매개효과를 검증함으로써, 조직공정성이 어떠한 과정을 통해 혁신적 행동에 영향을 미치는지를 규명하였다는데 의의가 있다. 이러한 연구결과는 실무적 측면에서 경영자들이 조직구성원의 혁신적 행동을 촉진하기 위해서는 조직공정성의 제고뿐만 아니라 조직구성원의 지식공유 수준도 높일 수 있도록 더욱 노력하여야 함을 시사한다

Abstract

In order for organizations to maintain sustainable growth adjusting to changing environment innovative behaviors are required to organizational members. This study purports to shed light on how shared knowledge and organizational justice affect the innovative behaviors of the members. This research has been thoroughly analyzed and conducted regarding the impacts on the innovative behaviors of organizational members by dividing the compositional dimensions of organizational justice into four sub-dimensions such as distributional justice, procedural justice, interpersonal justice, and informational justice. Futhermore, by setting knowledge sharing as the mediated variable, we have verified the effectiveness of knowledge sharing. 595 employees of 27 businesses were surveyed to compile data for empirical analysis. 505 copies of survey answers, excluding those with missing values, inconsistency, or questions left blank, were analyzed. Such empirical findings of this research can be summarized as follows. First, all of four compositional dimensions in organizational justice have positive effects on the innovative behaviors of organizational members. Therefore, it seems that distributional justice, procedural justice, and interpersonal justice play a positive role in encouraging the members to share knowledge. Second, research has shown that such knowledge sharing has positive impacts and positively correlated with innovative behaviors of organizational members. Even though the level of sharing knowledge has a considerable effect on innovative behavior, which is prerequisite for organizational innovation, few domestic papers have studied it through empirical analysis. In this sense, this study is meaningful in that it has proved that raising awareness of organizational justice and sharing knowledge is important to promote the members’ innovative behaviors. Third, our research has also indicated that knowledge sharing plays a mediating role in the relationship between distributional justice, interpersonal justice, informational justice and the innovative behavior of organizational members. Theoretical and practical implications of this research would be written as follows. First, this study has shown that knowledge sharing and organizational justice perceived by members are catalytic antecedents which promote the innovative behavior among members. Moreover, pre-existing studies on organizational justice has been relatively focused more on the several variables related to the traditional organizational effectiveness such as organizational commitment, job satisfaction and organization citizenship behavior by organizational members. In particular, It is noteworthy to mention that this research has clarified how organizational justice has the effects on the innovative behavior through the verification process of knowledge sharing as the mediated effects which influences the relationship between organizational justice and the innovative behavior. The conclusion extracted from this study strongly urges that, in a practical manner, the management should encourage to improve in knowledge sharing as well as organizational justice in order to stimulate the innovative behavior among organizational members.

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