상호작용 공정성이 반생산적 행동에 미치는 영향 : 조직신뢰의 매개효과와 직무 불안정성의 조절된 매개효과를 중심으로 = The Impact of Interactional Justice on Counterproductive Work Behavior

국문 초록 (Abstract)

본 연구는 조직의 구조조정 상황에서 상호작용 공정성이 조직신뢰를 매개로 반생산적 행동에 미치는 영향을 규명하고, 이 과정에서 직무 불 안정성이 조절된 매개효과를 나타내는지를 실증적으로 분석하는 데 목적 을 둔다. 기존 공정성 연구는 분배 공정성과 절차 공정성에 초점을 맞추 어 왔으나, 구조조정과 같이 고위험 불확실성 환경에서는 구성원이 실제 로 경험하는 대인적 대우와 정보 제공 방식이 핵심적인 판단 기준으로 작용한다는 점에서, 본 연구는 상호작용 공정성을 가장 중요한 선행변수 로 설정하였다. 이론적 고찰을 통해 상호작용 공정성이 구성원의 초기 정서반응과 조 직에 대한 전반적 평가를 형성하는 핵심 요인임을 확인하고, 특히 구조 조정 국면에서 상호작용 공정성의 저하는 조직신뢰 약화와 반생산적 행 동 증가로 직접 연결될 수 있음을 논의하였다. 아울러 직무 불안정성이 공정성 인식과 신뢰 형성 전 과정에 영향을 미치는 상황적 변인임을 전 제하고, 상호작용 공정성과 조직신뢰 간 관계 및 조직신뢰와 반생산적 행동 간 관계가 직무 불안정성 수준에 따라 어떻게 달라지는지에 주목하였다. 연구모형 검증을 위해 최근 1년 이내 구조조정을 경험한 중국 다양한 산업의 직장인 321명을 대상으로 설문조사를 실시하고, 구조방정식 모형 (PLS-SEM)을 이용하여 가설을 검증하였다. 분석결과 먼저 첫 번째는 상호작용 공정성은 조직신뢰에 유의한 정(+)의 영향을 미치는 것으로 나 타났다. 두 번째는 조직신뢰는 반생산적 행동을 유의하게 감소시키는 부 (-)의 효과를 보였다. 세 번째는 상호작용 공정성이 반생산적 행동에 미 치는 영향은 조직신뢰를 매개로 한 간접효과를 통해 부분적으로 설명되 었다. 네 번째는 직무 불안정성은 상호작용 공정성이 조직신뢰를 거쳐 반생산적 행동에 이르는 전체 경로를 조절하는 조절된 매개효과를 나타 냈으며, 직무 불안정성이 높을수록 공정하지 못한 상호작용이 신뢰 약화 와 반생산적 행동 증가로 이어지는 부정적 영향이 더욱 강화되는 것으로 확인되었다. 이러한 결과는 구조조정이라는 불가피한 조직 변화 상황에서도 공정한 대우와 투명한 의사소통이 확보될 경우 잔류 직원의 부정적 정서와 반생 산적 행동을 완화할 수 있음을 시사한다. 또한 직무 불안정성이 심화된 환경에서는 상호작용 공정성만으로는 조직신뢰와 긍정적 행동을 유지하 기 어렵기 때문에, 고용안정에 대한 명확한 메시지와 심리·제도적 지원 을 병행하는 것이 필요함을 보여준다. 궁극적으로 본 연구는 구조조정 맥락에서 상호작용 공정성-조직신뢰-반생산적 행동으로 이어지는 심리 적 메커니즘과, 그 과정에서 직무 불안정성이 수행하는 조절된 매개효과 를 통합적으로 제시함으로써 조직 공정성 및 변화관리 연구의 이론적·실 무적 함의를 확장하였다.

다국어 초록 (Multilingual Abstract)

The purpose of this study is to empirically examine how interactional justice influences counterproductive work behavior (CWB) through organizational trust in the context of organizational restructuring, and whether job insecurity exhibits a moderated mediation effect in this process. While prior research on organizational justice has mainly focused on distributive and procedural justice, this study highlights interactional justice as a key antecedent, on the grounds that under high-risk and high-uncertainty conditions such as restructuring, employees’ perceptions of interpersonal treatment and the manner in which information is provided function as core criteria in fairness judgments. Through a review of the literature, interactional justice is identified as a critical factor shaping employees’ initial emotional reactions and their overall evaluation of the organization. In particular, it is discussed that a decline in interactional justice during restructuring can directly lead to weakened organizational trust and increased counterproductive work behavior. Furthermore, job insecurity is conceptualized as a contextual variable that affects the entire process of fairness perception and trust formation. The study therefore focuses on how the relationship between interactional justice and organizational trust, as well as the relationship between organizational trust and counterproductive work behavior, varies depending on the level of job insecurity. To test the research model, a survey was conducted with 321 employees working in various industries in China who had experienced organizational restructuring within the past year. The proposed hypotheses were tested using partial least squares structural equation modeling (PLS-SEM). The empirical results are as follows. First, interactional justice had a significant positive effect on organizational trust. Second, organizational trust showed a significant negative effect on counterproductive work behavior. Third, the effect of interactional justice on counterproductive work behavior was partially explained by the indirect effect through organizational trust, indicating a mediating role of trust. Fourth, job insecurity demonstrated a moderated mediation effect in the overall path from interactional justice to counterproductive work behavior via organizational trust. Specifically, as job insecurity increased, the negative impact of unfair interactional treatment on trust and the subsequent increase in counterproductive work behavior became more pronounced. These findings suggest that even in unavoidable organizational change situations such as restructuring, fair treatment and transparent communication can alleviate negative emotions and counterproductive work behavior among surviving employees. In addition, in environments where job insecurity is heightened, interactional justice alone may not be sufficient to maintain organizational trust and positive behaviors. It is therefore necessary to provide clear messages regarding employment stability, along with psychological and institutional support at the organizational level. Ultimately, this study expands the theoretical and practical implications of research on organizational justice and change management by presenting an integrated psychological mechanism linking interactional justice, organizational trust, and counterproductive work behavior in the restructuring context, as well as the moderated mediation role played by job insecurity in this process.

목차 (Table of Contents)

• 제1장 서론 ············································································································1
• 제1절 연구배경 ··································································································1
• 제2절 연구목적 ··································································································2
• 제3절 연구방법과 논문구성 ············································································4
• 제2장 이론적 배경과 선행연구 ···············································································5
• 제1절 조직 공정성 ····························································································5
• 제2절 조직신뢰 ··································································································7
• 제3절 반생산적 행동 ························································································8
• 제4절 상호작용 공정성, 조직신뢰와 반생산적 행동 ·······························10
• 제5절 직무 불안정성과 조직화 영향 ··························································11
• 1. 상호작용 공정성과 직무 불안정성의 상호작용 ·······························12
• 2. 조직신뢰와 직무 불안정성의 상호작용 ·············································13
• 제3장 연구설계 ···································································································16
• 제1절 연구모형 및 연구가설 ········································································16
• 제2절 변수의 조작적 정의 ··········································································20
• 1. 상호작용 공정성 ·····················································································20
• 2. 조직신뢰 ·································································································21
• 3. 직무 불안정성 ·························································································22
• 4. 반생산적 행동 ·······················································································22
• 제3절 연구대상과 자료수집 ········································································24
• 제4장 실증분석 ···································································································26
• 제1절 표본의 특성 ··························································································26
• 제2절 연구변수의 신뢰도와 타당도 ····························································28
• 제3절 가설검정 ·······························································································31
• 제5장 맺음말 ·······································································································35
• 제1절 연구결과 ·······························································································35
• 제2절 연구한계와 향후 연구 ········································································36
• 참고문헌 ···········································································································38
• 설문지(국문, 중문) ·························································································41
• Abstract ············································································································50