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직무불안정의 선행변수와 결과변수의 관계 및 사회적 지원의 조절효과

The Relationship between Antecedents and Outcome Variables of Job Insecurity and the Moderating Effect of Social Support

배성현
한국산업경영학회 (Korean Association Of Industrial Business Administrarion)|2009.08|경영연구 (Journal of Business Research)|제24권 제3호|pp. 253-285|DOI 10.22903/jbr.2009.24.3.253

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참고문헌

키워드

조직변화Organizational Change사회적 지원Social Support역할갈등Job InsecurityRole Conflict역할모호성Role AmbiguityLocus of Control직무불안정통제의 위치
주제분류경영학

초록

본 연구는 직무불안정에 영향을 줄 수 있는 선행변수와 결과변수를 연구하였다. 선행변수로는 조직변화, 역할모호성, 역할갈등, 통제의 위치 등과 직무불안정간의 관계를 분석하였고 직무불안정과 결과변수로서 종업원의 태도변수인 직무만족, 조직몰입, 이직의도 등과의 관계도 연구하였다. 이들 관계를 분석하기 위해 경로분석을 하였고 결과는 조직변화와 역할모호성, 역할갈등 등은 모두 직무불안정과 유의한 정의 관계를 보여주었다. 구조조정과 다운사이징과 같은 대규모 조직변화가 있고, 역할모호성, 역할갈등이 높으면 직무불안정이 높아졌다. 그러나 통제의 위치 즉 내재적 성격이 직무불안정을 덜 느낄 것이라는 관계는 채택되지 못했다. 통제의 위치가 직무불안정을 설명하는 변수가 되지 못했다. 직무불안정은 결과변수인 직무만족 및 조직몰입에는 유의한 부의 관계, 이직의도에는 유의한 정의 관계가 나타났다. 직무불안정이 결과변수에 중요하게 영향을 미치고 있음을 알 수 있다. 또한 직무불안정과 결과변수인 직무만족, 조직몰입, 이직의도 등과의 관계에서 사회적 지원의 조절효과를 검증하였다. 그러나 직무불안정과 결과변수와의 관계에서 사회적 지원의 조절효과는 직무불안정과 직무만족간의 관계에서 약간의 조절효과가 나타났고 조직몰입, 이직의도에서는 조절효과가 나타나지 않았다. 사회적 지원의 조절효과는 기대만큼 크지 않았다.

Abstract

This study investigates the antecedents and outcome variables, which can influence job insecurity. The present study examines the relationship between job insecurity and the antecedent variables such as organizational change, role ambiguity, role conflict, and locus of control. It also looks into the relationship between job insecurity and the outcome variables such as job satisfaction, organizational commitment, turnover intention, which are the attitude variables of employees. Path analysis is adopted to analyze these relationships and as a result organizational change, role ambiguity, and role conflict are found to be in a meaningful positive relationship. It is found out that there is organizational change on a large scale such as restructuring and downsizing and that the level of job insecurity depends on that of role ambiguity and role conflict. However, locus of control, that is the internal and external personality, is not found to be in a position to feel job insecurity less. Locus of control cannot be a variable that explains job insecurity. The relationship between job insecurity and the outcome variables such as job satisfaction, organizational commitment, and turnover intention proves to have a moderating effect of social support. However, the moderating effect of social support is a little in the relationship between job insecurity and job satisfaction, while there is none between job insecurity and organizational commitment and turnover intention. The moderating effect of social support does not come up to our expectation.

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