조직지원인식과 긍정심리자본이 조직몰입에 미치는 영향 : 조직신뢰의 조절효과를 중심으로
The Effects of Perceived Organizational Support and Positive Psychological Capital on Organizational Commitment : Focused on the Moderating Effect of Organizational Trust
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초록
본 연구는 조직구성원들의 조직지원에 대한 인식과 긍정심리자본이 조직몰입과의 관계에서 조직신뢰의 조절효과여부를 실증적 분석으로 규명하는데 목적을 두고 있다. 분석을 위해 국내기업과 공공기관의 종업원을 대상으로 수집된 설문지 751부를 바탕으로 선행연구에 기초하여 설계된 연구모형의 가설 검증을 구조방정식모델로 분석하였다. 구체적인 연구결과는 다음과 같다. 첫째, 조직지원인식은 조직몰입에 긍정적인(+) 영향을 미쳤음을 알 수 있다. 둘째, 조직지원인식은 긍정심리자본에 긍정적인(+) 영향을 미쳤으며 긍정심리자본의 하위변수인 자기효능감, 희망, 회복력, 낙관주의 모두 긍정적(+)영향을 미쳤음을 확인하였다. 셋째, 긍정심리자본은 조직몰입에 긍정적인(+) 영향을 미쳤으며 하위변수인 자기효능감, 희망, 회복력, 낙관주의 모두 긍정적(+) 영향을 미쳤음을 확인하였다. 넷째, 조직지원인식과 조직몰입 간의 관계에서 긍정심리자본의 매개효과를 검증한 결과 긍정심리자본은 조직지원인식과 조직몰입 사이에서 부분매개 효과가 있는 것으로 나타났으며 하위변수인 자기효능감, 희망, 회복력, 낙관주의 모두 조직지원인식과 조직몰입 간의 관계에서 매개효과가 있음이 확인되었다. 마지막으로 긍정심리자본과 조직몰입 간의 관계에서 조직신뢰의 조절효과를 검증한 결과 조직신뢰가 높은 집단과 낮은 집단 간에 긍정심리자본과 조직몰입 간의 관계는 차이가 있음이 나타났다. 조직신뢰가 높은 집단과 낮은 집단 간에 자기효능감과 조직몰입 간의 관계와 희망과 조직몰입 간의 관계는 유의한 차이가 있는 것으로 나타났으나 조직신뢰가 높은 집단과 낮은 집단 간에 회복력과 조직몰입 간의 관계, 낙관주의와 조직몰입 간의 관계는 유의한 차이가 없는 것으로 나타났다. 이는 구성원들의 조직지원인식과 긍정심리자본, 그리고 조직신뢰 간의 복합적 상호관계가 조직몰입에 영향을 미치고 있음을 나타내고 있으며 조직 구성원들을 조직몰입으로 연결되기 위해서는 무엇보다 조직구성원들 사이에 조직지원인식과 긍정심리자본, 조직신뢰가 중요한 필요 선행요인임을 확인시켜주고 있다. 따라서 조직의 지속적 성장과 유지를 위해서는 조직구성원들의 조직몰입이 필요하며 이러한 조직몰입이 궁극적으로 성과창출로 이어질 것이며 나아가 조직의 성장 및 지속가능을 위해서는 구성원에 대한 조직 차원의 지원 강화가 중요함을 시사해 주고 있다.
Abstract
This study performs an empirical analysis to determine if employees' awareness of organizational support and positive psychological capital are effective in adjusting the relationship between organizational support and organizational commitment. The research hypotheses are designed based on earlier studies and using 751 questionnaires collected from employees of South Korean companies and public institutions. The survey questionnaires were analyzed by applying structural equation modeling, The analysis results are as follows. First, perceived organizational support exerted positive influence on organizational commitment. Second, perceived organizational support had a significant influence on positive psychological capital. Third, positive psychological capital exerted positive influence on organizational commitment and its subfactors such as self-efficacy, hope, resilience, and optimism. Fourth, when the mediation of positive psychological capital in the relationship between perceived organizational support and organizational commitment was examined, it proved to be partially effective in mediating between perceived organization support and organizational commitment and all its subfactors, and optimism was effective in mediating between perceived organization support and organizational commitment. Last, examining the impact of organizational trust in adjusting the relationship between positive psychological capital and organizational commitment showed that the relationship varied between groups with higher organizational trust and those with lower organizational trust. This suggests that the composite interrelation between perceived organizational support, positive psychological capital, and organizational trust influenced organizational commitment. In conclusion, the study shows that organizational commitment is necessary to ensure sustainable growth and maintain the organization, and organizational commitment ultimately leads to performance. In addition, it suggests that increased organizational support for employees is crucial for organizational growth and continuous functioning.
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