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목표모호성과 정서적⋅규범적⋅지속적 몰입: 조직문화격차의 매개효과를 중심으로

Goal Ambiguity and Organizational Commitment: Focusing on the Mediating Role of Organization Culture Gap

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주제분류행정학

초록

본 연구는 목표모호성이 조직몰입에 미치는 영향과, 각 변수들 간의 영향관계에서 조직문화 격차의 매개효과를 개인의 인식적 차원에서 분석하였다. 조직문화 격차를 측정하기 위하여, 경쟁가치모형 (Competing Values Framework)을 이용하여 현재문화에 대한 인식과 미래에 바라는 문화에 대한 인식 간 차이를 절대값으로 변환하였다. 또한 조직몰입을 정서적, 규범적, 지속적 몰입으로 세분화하여 분석하였다. 매개회귀분석을 통해 나온 결과는 첫째, 목표모호성과 조직문화 격차는 정서적, 규범적, 지속적 몰입에 부정적인 관계를 보였다. 둘째, 조직문화 격차는 목표모호성과 정서적 몰입을 완전 매개하였으나, 규범적 몰입과 지속적 몰입은 부분적으로 매개하였다. 이와 같은 결과는 이론적으로 목표모호성은 조직문화격차와 부분적으로 경쟁・보완 관계에 있으며, 실천적으로 조직문화격차에 대한 관리는 조직몰입을 상승시켜 조직성과를 상승시킬 수 있음을 의미한다.

Abstract

Goal ambiguity, organizational culture gap, and organizational commitment(normative, affective, continuous) have received much attention by previous studies. However, few researchers explore the overall relationships among them and the mediating role of organizational culture gap have not been explored comprehensively at the individual level. This article reports the results of the relationship and the mediating role of organizational culture gap based on the survey come from 46 executive agencies. The results demonstrate that goal ambiguity and organizational culture gap have negative association with organizational commitment. In addition, organizational culture gap fully mediates the relationship between goal ambiguity and affective commitment, whereas it partially mediates the association between goal ambiguity and normative commitment as well as between goal ambiguity and continuous commitment. The theoretical and practical implications of these findings are throughly discussed.

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