조직내 대인간 상사신뢰가 조직몰입에 미치는 영향에 대한 연구
A Study of the Effect of Organizational Interpersonal Supervisory Trust on Organizational Commitment
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초록
본 연구는 조직내 대인간 상사신뢰, 조직공정성(분배공정성, 절차공정성), 직무만족을 통하여 조직몰입에 미치는 영향에 대하여 분석하고자 한다. 본 연구의 결과를 요약하면, 첫째, 선행변수로서 상사신뢰는 분배공정성과 절차공정성에 통계적으로 유의한 양(+)의 영향을 미치고 있었으며, 종속변수인 조직몰입과도 유의한 양(+)의 영향을 미쳤다. 둘째, 독립변수인 분배공정성과 절차공정성은 직무만족에 통계적으로 유의한 양(+)의 영향을 미치고, 또한 절차공정성이 종속변수인 조직몰입에 통계적으로 유의한 양(+)의 영향을 미쳤으나, 반면에 분배공정성은 조직몰입에 유의한 영향을 미치지 않았다. 셋째, 독립변수인 직무만족은 조직몰입에 통계적으로 유의한 양(+)의 영향을 미치고 있었다. 넷째, 상사신뢰가 분배와 절차공정성, 직무만족을 매개로 하여 조직몰입에 미치는 간접적으로 고려할 때 통계적으로 유의한 양(+)의 관계를 나타내었고, 전체효과에서도 통계적으로 유의한 양(+)의 영향을 미치는 것으로 나타났으므로 상사신뢰가 높을수록 조직몰입도 높다는 결론을 얻었다. 다섯째, 분배공정성은 직무만족을 매개로 하여 조직몰입에 미치는 간접효과만 통계적으로 유의하였으나 음(-)의 직접효과로 인해 상당 부분 상쇄되어 전체효과는 유의하지 않았다. 절차공정성과 직무만족이 조직몰입에 미치는 직접효과와 전체효과는 통계적으로 유의하였으므로 절차공정성과 직무만족이 높을수록 조직몰입도 높다는 결론을 얻었다. 따라서 조직내 대인간 상사신뢰는 분배공정성, 절차공정성 및 조직몰입에, 분배공정성은 직무만족에, 절차공정성은 직무만족과 조직몰입에, 직무만족은 조직몰입에, 모두 양(+)의 영향을 미친다는 이전연구의 결과들과 본 연구의 실증결과와 일치한다는 것을 최종적으로 확인하였다.
Abstract
Organizational interpersonal supervisory trust, organizational justice(distributive and procedural justice) and job satisfaction have been lately more spotlighted as generally concluded by many previous studies. The purpose of this study is to find out possible effects of these three factors upon organizational commitment. The results of this study can be outlined as follows: First, it was found that organizational trust, a preceding variable, had significant positive effects on distributive and procedural justice, as well as on organizational commitment as a dependent variable. Second, it was found that two independent variables, i.e. distributive and procedural justice had significant positive effects upon job satisfaction, and procedural justice had significant positive effects on organizational commitment as a dependent variable, but distributive fairness had no significant effects on organizational commitment. Third, it was found that job satisfaction, an independent variable, had significant positive effects on organizational commitment. Fourth, it was found that organizational trust had significant positive secondhand associations with organizational commitment by way of distributive and procedural justice and job satisfaction, and also had overall significant positive effects on organizational commitment. Thus, it is concluded that the higher organizational trust is an index of higher organizational commitment. Fifth, it was found that distributive justice had just significant secondhand effects on organizational commitment by way of job satisfaction, but it had no significant effects overall upon organizational commitment, since such secondhand effects were considerably set off due to negative firsthand effects of distributive justice upon organizational commitment. But procedural justice and job satisfaction had significant firsthand and overall effects on organizational commitment, so it is concluded that the higher procedural justice and the higher job satisfaction are good indices of the higher organizational commitment. Hence, it is concluded that organizational supervisory trust has positive effects on distributive and procedural justice and organizational commitment; distributive justice has positive effects on job satisfaction; procedural justice has positive effects on job satisfaction and organizational commitment; and job satisfaction has positive effects on organizational commitment, so these empirical findings hereof are consistent with general results of previous studies.
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