조직공정성과 조직시민행동의 관계에서 개인주의-집단주의 성향의 조절효과
Individualism-Collectivism As A Moderator Of The Relationship Between Organizational Justice And Citizenship Behavior
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참고문헌
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초록
조직공정성과 조직시민행동의 관계를 실증적으로 재검토하였다. 두 개념에 관한 인식이 문화·가치관에 따라 상이함을 밝힌 최근 연구결과들을 토대로 조직공정성과 조직시민행동 사이에서 개인주의-집단주의의 조절역할을 가정하고 통계적 기법에 의거 실증하였다. 그 결과를 요약하면 첫째, 집단주의자들의 경우엔 두 개념 간 인과관계가 통계적으로 유의치 않았지만, 이와 정반대로 개인주의자들의 경우엔 정의 인과관계가 전체 표본의 그것보다 더 강하고 유의하게 나타났다. 이는 조직공정성이 시민행동을 촉진하리란 기존관점은 보편적으로 옳다기보다 그 대신 근로자들의 성향이 개인주의일 때 한층 더 정확한 것이라고 평가되어야 함을 의미하는 결과라 할 수 있다. 둘째, 개인주의자보다는 집단주의자들의 시민행동 발휘수준이 현저히 높았는데, 이는 근로자들이 개인주의 성향을 띠어감에 따라 직장에서 시민행동을 점차 덜 발휘하게 되리라는 점과 집단주의자의 경우엔 시민행동의 주요 동인이 조직공정성이라기보다는 오히려 가치관일 수도 있음을 보여주는 결과라 할 수 있다. 조직공정성과 조직시민행동의 관계에 관한 기존 연구관점의 보편적 타당성에 의문을 제기한 이 논문이 경영 일선에서 조직구성원의 잠재적 역량을 합리적으로 이끌어낼 수 있는 방안을 마련하는데 유용하기를 희망한다.
Abstract
Previous research indicates that employee justice perceptions are positively related to organizational citizenship behavior (OCB). We examined individualism-collectivism(I-C) as a moderator of this relationship. We hypothesized that because maintaining harmonious relationships is important for collectivists, and because protecting their individual identities is not a priority, their is a weaker relationship between organizational justice and OCB for individuals high in I-C. In a 454 sample of employees in ROK, we found that organizational justice had a stronger positive relationship with OCB for individuals low in I-C, whereas it had a non-significant relationship for those high in I-C. We discussed in terms of the generality of OCB concept and its relation to organizational justice and cultural value characteristics.
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