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자부심 및 존중감의 지각과 조직시민행동 차원의 관계에서 조직동일시와 관계동일시의 매개역할

The Mediating Effects of Organizational and Relational Identification between Pride, Respect and Organizational Citizenship Behaviors

이경근
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2019.11|인적자원관리연구 (Journal of Human Resource Management Research)|제26권 제4호|pp. 1-28|DOI http://dx.doi.org/10.14396/jhrmr.2019.26.4.1

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참고문헌

키워드

조직시민행동respect조직동일시prideorganizational identification자부심존중감관계동일시다중초점이론대상유사성효과relational identificationmulti-foci theorytarget similarity effect
주제분류경영학

초록

다중초점이론(multi-foci theory)과 대상유사성효과(target similarity effect)에 따를 경우 조직 내에서 구성원들은 대상에 따라 상이한 동일시지각을 형성할 수 있으며, 그 결과에 따라 각각의 대상에 대해 차등적 태도와 행동을 개발할 수 있다는 점에 착안하여 이 연구에서는 조직 내의 동일시를 조직동일시와 관계동일시로 구분하고 이와 같은 개념이 조직구성원들이 지각하는 자부심 및 존중감과 조직시민행동 차원 간의 관계에서 차별적인 매개역할을 수행하는지를 실증연구하였다. 병원조직 종사자들을 대상으로 경험자료를 확보하였으며, 연구결과에 따르면 자부심은 조직동일시, 그리고 존중감은 관계동일시와 유의적인 정(+)의 관계를 지니고 있는 것으로 나타났다. 또한 조직동일시는 조직대상 시민행동에, 그리고 관계동일시는 상사대상 시민행동에 유의적인 정(+)의 관계를 지니고 있는 점이 확인되었다. 나아가 조직동일시는 자부심과 조직대상 시민행동 간의 관계를 완전매개하는 것으로 확인되었으며, 관계동일시는 존중감과 상사대상 시민행동 간의 관계에서 완전매개역할을 하는 것으로 나타났다. 이와 같은 결과는 그동안 사회적 교환관계 맥락에서 연구되어진 다중초점이론과 대상유사성효과의 개념적 패러다임이 정체성관점으로도 확장·적용되어질 수 있는 가능성을 제시하고 있다. 연구에 대한 논의과정에서는 수정모형에 대한 검토를 통하여 최적모형을 탐색하였으며, 이 연구가 지니는 시사점 및 연구의 한계에 대하여 구체적으로 제시하였다.

Abstract

Based on multi-foci theory and target similarity effect theory, this paper investigated the mediating roles of organizational and relational identification between pride, respect and organizational citizenship behaviors. In this study, it was hypothesized that pride would be positively related to organizational identification, whereas respect would be positively related to relational identification. It was also hypothesized that organizational identification would be positively related to organization directed citizenship behaviors, whereas relational identification would be positively related to supervisor directed citizenship behaviors. A further hypothesis was that organizational identification mediated the relationship between pride and organization directed citizenship behaviors, and relational identification mediated the relationship between respect and supervisor directed citizenship behaviors, According to statistical analysis, as hypothesized, pride was positively related to organizational identification, and respect was positively related to relational identification. The results showed that organizational identification have positive effect on organization directed citizenship behaviors, and relational identification have positive effect on supervisor directed citizenship behaviors. In particular, the results suggest that organizational identification and relational identification differentially mediated the relationship between pride and organization directed citizenship behaviors, and respect and supervisor directed citizenship behaviors. Implications and directions for future research are discussed in discussion and conclusion.

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