분배공정성, 절차공정성의 직무만족, 조직몰입 관계에서 상호작용공정성의 조절효과분석
Moderating Effect Analysis of Interactional Justice on Relation of Distributive Justice and Procedural Justice to Job Satisfaction and Organizational Commitment
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초록
본 연구는 500여개 국내기업과 10,000여명의 조직구성원들을 대상으로 동일 추적 조사하는 중장기 패널조사데이터 ‘인적자본기업패널조사(Human Capital Corporate Panel: HCCP)’의 6차년도(2015년) 데이터를 활용하여 다양한 산업과 규모의 국내기업 조직구성원들의 절차공정성, 분배공정성, 상호작용공정성이 조직몰입, 직무만족에 미치는 영향에 대한 관계를 살펴보았다. 연구 결과는 다음과 같다. 첫째, 분배공정성, 절차공정성과 직무만족은 정(+)의 관계가 있었다. 둘째, 분배공정성, 절차공정성과 조직몰입은 정(+)의 관계가 있었다. 셋째, 분배공정성의 직무만족, 조직몰입에 미치는 영향에 있어서 상호작용공정성의 조절효과가 있었다. 넷째, 절차공정성의 조직몰입에 미치는 영향에 있어서 상호작용공정성의 조절효과가 있었으나, 직무만족에 미치는 영향에 있어서는 상호작용공정성의 조절효과가 없었다. 분배공정성과 직무만족, 절차공정성과 조직몰입의 정(+)의 관계는 국외 연구 결과와 동일하나, 분배공정성과 조직몰입, 절차공정성과 직무만족의 정(+)의 관계는 상이한 결과이다. 국내 조직공정성 관련 연구는 대부분 특정 표본을 대상으로 하고 있어 고유의 조직 문화 및 특성을 지닌 우리나라 기업의 다양한 산업과 규모에 대한 종합적인 표본을 토대로 한 연구가 미진하여 적용의 한계성이 있는 국외 자료에 의존할 수밖에 없는 실정이다. 본 연구 결과가 국내기업의 장기적 환경 변화 대응을 위한 경쟁력 제고를 예측함에 기여를 제공할 수 있을 것이며, 이러한 결과를 토대로 국내기업의 조직성과 향상을 위한 정책지원과 진단관련 후속연구를 제언하였다.
Abstract
This study deals with the impacts of procedural justice, distributive justice, and interactional justice on organizational commitment and job satisfaction of employees of domestic companies having various business categories and business volumes, using the data of the 6th year (2015) of the “Human Capital Corporate Panel (HCCP)”, which is mid- and long -term panel and tracking survey data targeting over 500 domestic companies and 10,000 employees. The results of the study are as specified below:First, distributive justice and procedural justice showed a positive (+) relationship with job satisfaction. Second, distributive justice and procedural justice showed a positive (+) relationship with organizational commitment. Third, there was a moderating effect of interactional justice in terms of the impact of distributive justice on job satisfaction and organizational commitment. Fourth, there was a moderating effect of interactional justice in terms of the impact of procedural justice on organizational commitment, but there was no moderating effect of interactional justice in terms of impact on job satisfaction. The positive (+) relationship between distributive justice and job satisfaction; and procedural justice and organizational commitment is the same as that of overseas studies, but the positive (+) relationship between distributive justice and organizational commitment; and procedural justice and job satisfaction is different from that of overseas studies. Most studies on domestic organizational justice are targeting specific samples and there are not enough studies based on a comprehensive sample of various industries and volumes of Korean companies with unique organizational culture and characteristics. Therefore, it seems inevitable to rely on overseas study data which seems to have limitation for application in Korea. It is believed that the results of this study will contribute to the prediction of competitiveness enhancement to cope with long-term environmental changes of domestic companies. In this regard, a follow-up study relating to policy support and diagnosis for the improvement of organizational performances of domestic companies is suggested based thereon.
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