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작업장학대의 선행요인 및 결과영향 연구 - OCB이질성과의 연관성을 중심으로 -

A Study On The Relationship Between OCB Dissimilarity And Workplace Victimization

김경석
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2010.12|인적자원관리연구 (Journal of Human Resource Management Research)|제17권 제4호|pp. 1-23

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참고문헌

키워드

이직의도workplace victimizationperceived discrimination차별지각intention to leave작업장학대(직접학대간접학대)OCB이질성피해자촉발OCB dissimilarity
주제분류경영학

초록

작업장학대는 개인 및 조직의 양측 모두에게 심각한 피해를 야기하는 매우 우려스러운 현상 가운데 하나이다. 그간 연구자들은 이 현상의 유발요인들을 파악하기 위한 적잖은 노력을 경주해 온 바, 이 현상이 가해자와 피해자, 그리고 이들을 둘러싼 상황이라는 삼자 간의 함수임을 보고하고 있다. 그러나 기존연구들은 이들 삼자 가운데 가해자 및 상황이라는 양자의 특성에 대해서는 많은 관심을 보여 왔지만, 피해자의 특성에 대해서는 상대적으로 소홀해 온 실정이라 할 수 있다. 본 연구는, 이러한 맥락에서, 작업장학대의 중요한 유발요인으로서 피해자의 특성에 주목하고 있다. 보다 구체적으로는 피해자의 행동특성, 특히 피해자의 OCB 수행수준이 작업장학대에 어떠한 효과를 미치는 지를 검증하는 데에 일차적 목적을 두고 있다. 아울러 본 연구에서는 작업장학대의 결과변수로서는 이직의도와 차별지각을 고려함으로써, 결과적으로는 ‘OCB수행수준-작업장학대-이직의도/차별지각’의 매개모형을 검증하고 있다. 215명의 표본을 대상으로 한 분석결과를 보면 한 개인의 OCB 수행수준은 그가 동료들로부터 받는 대우에 직접적인 관련성을 지니는 것으로 나타나고 있으며, 나아가 이러한 대우에 대한 지각은 다시 그 개인이 느끼는 이직의도 및 차별지각에 상당한 영향력을 미치는 것으로 나타나고 있다.

Abstract

The darker side of employee behavior has received increasing attention in the management literature. Workplace victimization is one of such negative phenomena focusing on the darker part of the social fabric of organizational life. To date, as far as the antecedents of this concept, researchers have been showing great interest in the characteristics, motives, and behaviors of perpetrators. Recently some researchers are criticizing this research tendency, suggesting that we also take into consideration the characteristics, motives, and behaviors of victims to fully explain why people become targets of others' aggressive actions. This study stands on the extension of this criticism, but goes one step further. Because this study, unlike the existing studies, is focusing on the role of victim's behavior pattern instead of personality or demographic variables. Specifically this study tests the possibility of OCB(organizational citizenship behavior) as a powerful antecedent of workplace victimization. In short, I postulate that the differences in the levels of OCBs between a focal employee and the rest of the group play an important role in explaining the causes of workplace victimization. Calling this OCB dissimilarity, this study makes several hypotheses that is analysing the positive effects of OCB dissimilarity on workplace victimization. The important findings are as follows. First, OCB dissimilarity shows positive relationship with workplace victimization. Second, workplace victimization in turn has a positive influence on the outcome variables. That is, as the level of OCB dissimilarity increases, the level of perceived victimization increases, and so do the levels of intention to leave and perceived discrimination. Third, the job status of the focal employee is moderating the relationships. This paper ends with theoretical implications and suggestions for future research directions.

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