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조직지원인식과 상사부하교환관계가 조직응집력에 미치는 영향에 있어 역할 갈등의 조절효과

A Moderating Effects of Role Conflict among Perceived Organizational Support(POS) and Leader-Member Exchange(LMX) and Organizational Cohesiveness - Focus on the Work-Family Conflict and Family-Work Conflict -

윤정현|김대수
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2015.03|인적자원관리연구 (Journal of Human Resource Management Research)|제22권 제1호|pp. 271-296|DOI http://dx.doi.org/10.14396/jhrmr.2015.22.1.271

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참고문헌

키워드

조직지원인식일-가정 갈등상사부하교환관계work-family conflictleader-member exchange(LMX)family-work conflict조직응집력organizational cohesivenessperceived organizational support(POS)
주제분류경영학

초록

본 연구는 오늘날 직장인에게 요구되는 다양한 역할에 있어 상사부하교환관계와 조직지원인식이 조직의 행동에 어떠한 영향을 미치는가를 알아보았다. 무엇보다 조직유효성을 높이는데 있어 중요하게 인식되고 있는 구성원의 조직응집력이 어떠한 영향을 미치며 또한 이들 간의 관계에 있어 일과 가정 사이에서 양립할 수 없는 개인의 역할 요구에 있어 느끼게 되는 갈등이 어떠한 역할을 하는지 알아보았다. 이를 위해 조직지원인식과 상사부하교환관계를 선행변수로 선정하였으며, 조직응집력 변수를 종속변수, 그리고 일-가정 갈등과 가정-일 갈등을 조절변수로 선정하였다. 분석결과, 첫째, 조직지원인식과 상사부하교환관계 모두 조직응집력에 정의 유의한 영향을 미치는 것으로 나타나 조직응집력을 높이는 것으로 나타났다. 둘째, 조절변수인 일과 가정 사이에서의 개인의 역할 갈등 중 일-가정 갈등은 조직응집력에 유의하지 않았으나, 가정-일 갈등은 유의한 부(-)의 영향을 미치는 것으로 나타나 가정-일 갈등이 조직응집력에 중요한 영향 요인임을 확인하였다. 마지막으로 일-가정 갈등과 가정-일 갈등의 상호작용항을 투입한 조절효과의 경우 조직지원인식과 일-가정 갈등의 상호작용항을 투입한 분석만 유의한 부(-)의 조절효과를 보이고 있다. 본 연구의 결과 조직지원인식과 상사부하교환관계가 구성원의 긍정적 태도를 강화하는 영향을 미친다는 관계를 제시하고 있으며, 개인의 역할 갈등이 조직응집력에 부정적 영향 요인이라는 점에서 의의가 있음을 제시하였다. 하지만 일-가정 갈등과 가정-일 갈등의 조절효과 분석을 통해 오직 조직지원인식과 일-가정 갈등의 상호작용항만이 부(-)의 조절효과가 나타나 조직응집력에 있어 일에서 시작되는 역할 갈등이 높을수록 조직응집력을 낮게 하는 효과가 있음을 제시하고 있다.

Abstract

The purpose of this study is to examine the moderating effects of role conflicts between perceived organizational support(POS) and leader member exchange(LMX) and organizational cohesiveness. In order to test of this research model, we collected data by 621 employee and used the SPSS Version 21 program for analysis of the hypothesis. Results of our test are as follows. First, The independent variables such as POS and LMX are positively effects on organizational cohesiveness. Second, The relationship of role conflicts and organizational cohesiveness are negative. Namely, family-work conflict is negatively effects on organizational cohesiveness. Finally, we found out that moderating effects of work-family conflict and family-work conflict are not significantly effects on relationship between POS and LMX and organizational cohesiveness except for work-family conflict moderating role between LMX and organizational cohesiveness. In regard to this results suggest that the management should be demand to support system for the role balance of employee between work and family life. Especially, negative emotion which were stemmed from role conflict of employee should be support by managerial system for employee’s psychologically stability. Employee’s emotional state are very significant factor to manage on organizational performance system. Therefore, the management have ought to change organizational culture more and more to family friendly culture. In conclusion, we described some theoretical and empirical implication still limitations.

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