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노동조합원의 노조공정성지각이 노동조합참여에 미치는 영향

The Effects Of Union Members' Perceptions Of Organizational Justice On Union Participation

이경근
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2009.06|인적자원관리연구 (Journal of Human Resource Management Research)|제16권 제2호|pp. 151-177

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참고문헌

키워드

분배공정성절차공정성procedural justicedistributive justicesocial identity정보공정성informational justice노조참여union participationunion instrumentality노조수단성interpersonal justice대인공정성노조지원인식노조에 대한 정체성perceived union support
주제분류경영학

초록

노동조합원의 노조참여에 관한 다양한 방향에서의 연구에도 불구하고 노조원들의 태도와 행동을 설명하는데 중요한 역할을 할 것으로 기대되는 조직공정성의 효과에 대한 연구는 상대적으로 부족하였다. 이 연구에서는 노동조합원들을 대상으로 조직공정성의 네 가지 차원적 구조(분배공정성, 절차공정성, 대인공정성, 정보공정성)를 확인하고 각각의 공정성요인들이 노조수단성, 노조지원인식, 노조에 대한 정체성에 미치는 효과 및 그에 따른 노조참여간의 관계를 통합모형으로 설계하고 이를 노조원들로부터 수집된 경험자료를 바탕으로 분석을 시도하였다. 연구결과에 따를 경우 조직공정성 개념간의 독립적 구조가 확인적 요인분석을 통하여 확인되었다. 또한 분배공정성지각은 노조수단성지각과, 절차공정성지각은 노조지원인식과 유의적인 정(+)의 관계가 있는 것으로 나타났으나, 노조에 대한 정체성은 대인공정성이 아닌 정보공정성지각에서만 설명되었다. 또한 노조수단성지각과 노조에 대한 정체성지각은 노조참여에 유의적인 정(+)의 효과를 지니고 있는 것으로 확인되었으나 노조지원인식의 효과는 지지되지 못하였다. 연구결과에 대한 논의 및 결론부에서 실증분석의 결과가 지니는 의미와 한계, 앞으로의 연구방향에 대해 구체적으로 제시하였다.

Abstract

The objectives of this study are twofold; First, to identify the conceptual structures of organizational justice through field study. Second, to test the relationships between organizational justice and union participation of union members in an attempt to develop a comprehensive model of union participation. Literature review identified four factors of organizational justice - distributive, procedural, interpersonal, and informational justice. These identified determinants are expected to have significant relationships with union instrumentality, perceived union support, and union members' social identity. And these three factors are expected to have positive relationship with union participation. Questionnaires were distributed to 350 union members of two firms. Among returned questionnaires, 207 samples were used for empirical study. Linear structural equation analyses(LISREL) were employed to test the hypotheses and the model. The overall adequacy of fit was found to be acceptable. Confirmatory factor analyses supported a 4-factor structure of organizational justice. Distributive justice had significant positive effects on union instrumentality, and procedural justice had significant positive effects on perceived union support. However, relationships between interpersonal justice and union members' social identity was not supported. In addition, the effects of union instrumentality and union members' social identity on union participation were significant. However, contrary of expectation, relationships between perceived union support and union participation of union members was not supported. Implications and directions for future research are discussed in discussion and conclusion.

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