권력거리의 개인-조직 부합도가 종업원의 태도 및 행동에 미치는 영향: 조직몰입의 매개효과
The Effects of Person-Organizational Fit in Power Distance : The Mediating Role of Organizational Commitment
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초록
본 연구는 권력거리의 개인-조직 부합도가 종업원의 태도 및 행동에 미치는 영향을 다차항회귀분석과 반응표면분석을 이용하여 살펴보았다. 현재 국가 혹은 조직, 리더의 권력거리나 종업원의 권력거리성향을 각각 개별적으로 다룬 연구들은 존재하나 개인과 조직간의 부합도로 이 둘의 영향력을 모두 살펴본 연구는 거의 없는 실정이다. 본 연구는 기존의 개인-조직 부합도의 연구결과들을 바탕으로 권력거리의 개인-조직 부합도가 종업원의 조직몰입과 조직시민행동을 높이고 이직의도는 낮추는 긍정적인 영향을 보이는지를 알아보고자 하였다. 아울러 권력거리의 개인-조직 부합도가 조직시민행동과 이직의도에 미치는 영향을 조직몰입이 매개하는지도 살펴보았다. 특히 부합도에 대한 기존의 연구방법론과는 달리 본 연구에서는 두 개의 예측변인과 준거변인간의 관계를 입체적이고 정확하게 파악할 수 있는 다차항회귀분석과 반응표면분석을 사용하였다. 가설검증을 위해 317명의 직장인 데이터를 수집하여 분석하였다. 연구결과, 조직과 종업원의 권력거리가 일치할수록 조직몰입과 조직시민행동은 증가하였으며 이직의도는 감소하였다. 아울러 비대칭적 불일치효과를 검증한 결과, 조직의 권력거리가 종업원의 권력거리성향보다 높을 경우, 그 반대의 경우보다 조직몰입은 낮아지고 이직의도는 높아지는 것으로 나타났다. 마지막으로 권력거리의 개인-조직 부합도와 조직시민행동 및 이직의도와의 관계는 조직몰입이 부분매개하는 것으로 나타났다. 이러한 결과에 대한 시사점과 제한점이 논의되었다.
Abstract
This study examined the effects of person-organizational fit(P-O fit) in power distance on the employees’ outcome variables and mediating effect of organizational commitment using polynomial regression and response surface methodology. Researchers have studied the effects of organizations’ power distance (OPD) and employees’ power distance orientation (PDO) separately. However, it is clear that we have include both organizations’ power distance and employees’ in a research design in order to fully understand the complicated effects of power distance on organizations. Based on the previous research, we investigated the effects of power distance in the perspective of person-organization fit and predicted that the P-O fit in power distance give a positive impacts on employees’s outcome variables such as organizational commitment (OC), organizational citizenship behavior (OCB), and turnover intent (TI). 317 employees participated in this research and data were collected through survey. The results from polynomial regression and response surface analysis supported the predictions and found that when organizations’s PD was higher than employees’, organizational commitment decreased and turnover intent increased. Further, a mediation estimate analysis was conducted to examine the impact of the P-O fit in power distance on employees’ outcomes. We found that the relationships between the P-O fit in power distance and OCB / TI was mediated by OC. Based on the results, we discussed the implications and limitations of this study.
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