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지원적 조직환경과 혁신행동 간의 관계에서 정서적 몰입의 매개효과 연구 - 조직지원인식과 상사지원인식의 상호작용효과 -

The Mediating Role of Affective Commitment between Supportive Organizational Environment and Innovative Behavior - Focused on the Interactive Effect of Perceived Organizational Support and Perceived Supervisor Support -

김학수|제갈란
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2017.11|인적자원관리연구 (Journal of Human Resource Management Research)|제24권 제4호|pp. 1-32

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참고문헌

키워드

혁신행동정서적 몰입조직지원인식perceived organizational supportaffective commitment기대이론사회정체성이론social identity theoryinnovative behavior상사지원인식perceived supervisor supportexpectancy theory
주제분류경영학

초록

본 연구는 지원적 조직환경인 조직지원인식, 상사지원인식과 혁신행동 간의 관계에서 정서적 몰입의 매개효과를 검증하였고, 정서적 몰입에 대한 조직지원인식과 상사지원인식의 상호작용효과를 실증 분석하였다. 조직구성원 221명을 대상으로 분석한 결과를 보면, 첫째, 지원적 조직환경인 조직지원인식, 상사지원인식은 정서적 몰입에 정(+)적인 영향을 주는 것으로 나타났고, 정서적 몰입은 혁신행동에 정(+)적인 영향을 주는 것으로 나타났다. 둘째, 지원적 조직환경인 조직지원인식, 상사지원인식과 혁신행동 간의 관계에서 정서적 몰입은 매개역할을 하는 것으로 나타났고, 구체적으로 보면 조직지원인식은 혁신행동에 직접적인 영향을 줄 뿐만 아니라, 조직지원인식은 정서적 몰입을 통하여 혁신행동에 간접적인 영향을 주는 것으로 나타났다. 그리고 상사지원인식은 정서적 몰입을 통해서만 혁신행동에 간접적인 영향을 주는 것으로 나타났다. 셋째, 조직지원인식과 상사지원인식의 상호작용은 정서적 몰입에 정(+)적인 영향을 주는 것으로 나타났고, 구체적으로 보면 정서적 몰입에 대한 조직지원인식과 상사지원인식의 긍정적인 시너지 효과가 있는 것으로 나타났다. 이러한 분석결과가 함의하는 경영학적 시사점과 함께, 연구의 한계점 및 향후 연구방향이 논의되었다.

Abstract

The purpose of this study is to identify the mediating effects of affective commitment in the relationship between supportive organizational environment, such as perceived organizational support, perceived supervisor support, and innovative behavior, and empirically analyze the interactive effect of perceived organizational support and perceived supervisor support on affective commitment. Data were collected from the sample of 221 employees. As a result of a hierarchical regression analysis to confirm effects, perceived organizational support, perceived supervisor support had a positive effect on affective commitment. It was found that affective commitment had a positive effect on innovative behavior. Also, it was found that affective commitment had a mediating effect in the relationship between perceived organizational support, perceived supervisor support and innovative behavior. Specifically, perceived organizational support had a direct effect on innovative behavior, and perceived organizational support had an indirect effect on innovative behavior through the affective commitment. But, perceived supervisor support only had an indirect effect on innovative behavior through the affective commitment. Finally, it was found that interactive effect of perceived organizational support and perceived supervisor support had a synergy effect on affective commitment. The limitations of this study and directions for the future research were discussed with the business administration implications implied by this analysis result.

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