조직문화 지각이 조직몰입 및 이직 의도에 미치는 영향에 있어서 조직 동일시의 매개효과
Mediating Effect of Organizational Identification on the Relationships between Organizational Culture, Organizational Commitment and Turnover Intentions.
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초록
본 논문은 구성원들의 조직중심문화 인식정도에 따라 조직몰입 및 이직의도가 달라지고, 이들의 관계에 조직동일시 인식이 매개역할을 한다는 가설적 모형을 검증한 것이다.본 연구 모형상의 가설을 검증하기 위해 두 개의 대학병원에 종사는 간호사들로부터 420개의 유효한 설문지를 분석했다. 구조모형분석을 통해 가설을 검증하였다. 적합도 지수 및 확인적 요인분석 결과 모형의 구조적 타당성이 입증되었다. 분석결과는 조직중심 문화의 인식 정도가 높을수록 조직몰입이 높고, 이직의도가 낮으며, 이들 관련성간에 조직동일시의 매개효과가 존재하는 것으로 나타났다.
Abstract
This study addresses the relationship between organizational culture, organizational identification, organizational commitment and turnover intentions, especially emphasizing the mediating effect of organizational identification on the relationships among other variables mentioned above. 420 questionnaires from nurses working in two different university hospitals were analysed and structural equation model was used for testing the hypothesis. Results of the confirmatory factor analysis provided support for the model. The goodness -of- fit indexes for the model also reflected a very strong model. Results offer the mediating effect of organizational identification as hypothesized at the model. Limitations of this study and future research suggestions are presented. KeyWords:Organizational culture, organizational identification, organizational commitment, turnover intention, mediating effect, structural equation model
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