조직요인과 이직의도와의 관계에 관한 탐색적 연구 - 조직공정성, 조직지원인식, 상사-부하교환관계를 중심으로 -
The Impact Of Organizational Justice, Perceived Organizational Support, And Leader-Member Exchange On The Intention To Leave
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초록
본 연구는 조직 내의 사회교환 관계를 반영하는 조직지원인식, 상사-부하 교환관계의 두 개념과 조직구성원들의 공정성 인식과 이직의도와의 관계를 탐색적으로 연구하고자 하였다. 기존의 서구중심 문화에 따른 연구 결과들이 한국적 조직문화에서도 반영되는지에 대해 살펴보았고 조직지원인식과 상사-부하 교환관계의 매개효과에 대한 가설을 세우고 검증하여 조직의 인사관리에 유용한 함의 제공을 목적으로 하였다. 이를 위해 서울소재 5개의 대기업을 선정하여 이 중 참여에 응한 3개 대기업의 직원 381명의 설문지 응답을 통해 실증 분석하였다. 연구 결과 기업의 직원들은 절차, 분배, 상호작용이 공정하다고 인식할수록 조직이 지지적이라고 느끼고 있었고 상호작용공정성과 조직지원에 대해 긍정적으로 인식할수록 상사-부하 교환관계의 질이 높다는 사실을 확인하였다. 조직의 지지가 낮다고 느끼고 있거나 분배가 공정하지 않다고 인식할수록 이직의도가 높았으며, 절차 공정성과 상호작용 공정성이 이직의도에 미치는 직접적인 영향이 확인되지 않았지만 조직지원인식을 통해 간접적으로 영향을 미친다는 사실을 확인할 수 있었다. 본 연구는 인간에 대한 이해와 지지, 상호관계가 중요함을 역설함으로써 영리조직의 경영에 있어서도 인간중심의 기본가치가 중요함을 시사하고 있다. 또한 조직차원의 지지가 리더와의 관계 및 이직의도에 영향을 미치는 핵심요인임을 보여줌으로써 직원들에게 기업복지의 필요성을 주장할 수 있는 당위성을 제시하고 있다.
Abstract
The purpose of this study is to verify a conceptual model linking organizational justice, perceived organizational support, leader-member exchange and ultimately to intention to leave. Particularly, this study targeted the members of profit organizations and intended to emphasize the importance of basic values of social welfare practice in the management of profit organization whose ideal is to create profit. The result of the study demonstrated that the factors having direct impact on employees' intention to leave were perceived organizational support and distributive justice. The results also revealed that procedural, distributive, and interactional justice had significant effects on perceived organizational support and only interactional justice had a significant effect on leader-member exchange. Finally, it was verified that perceived organizational support and leader-member exchange did not mediate the relation between justice and intention to leave. The study suggests that the support system to enhance employees' well-being and to improve their ability should be settled not only for employees' welfare but for organization's survival. In addition, the fare compensation system should be established for the efficient operation of the organization and the human resources management in the profit organization.
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