창업기업 종사자의 심리적 소유감, 조직문화, 심리적 자원, 직무스트레스, 관계결속 및 지속근무의도의 구조적 관계 = The Structural Relationships among Psychological Ownership, Organizational Culture, Psychological Resources, Job Stress, Relationship Commitment and Intention to Stay for Employees in Startup Companies

다국어 초록 (Multilingual Abstract)

This study began with the recognition that the sustainability of startups, which must grow amidst rapidly changing market environments and resource constraints, depends not only on specific key personnel but also on the stable participation and commitment of all team members. Startups face various challenges in their early stages, such as business model advancement, market entry, and investment attraction. In practice, the continued participation and commitment of startup members, along with technological prowess and capital, are identified as key factors in determining organizational survival and expansion. Most early-stage startups are run by their CEOs, but day-to-day operations and customer contact are reliant on individual employees. In this context, employee attrition can weaken organizational capabilities and lead to stagnant growth. While previous research has repeatedly emphasized the importance of human resource management in startup organizations, few studies have structurally examined employee retention intentions, focusing on employees' psychological ownership and relational experiences within the organization. This study aims to establish a foundation for addressing the early-stage workforce attrition problem that occurs in startups established seven years or less. This study empirically analyzed the structural relationships among psychological ownership, organizational culture, psychological resources, job stress, relationship bonding, and continued employment intentions among employees at startups. The primary objective is to explore talent retention strategies essential for startups to achieve stable growth and to suggest practical organizational management strategies applicable in practice. To achieve this goal, this study established a research model and hypotheses based on a theoretical foundation through literature review and prior research on startups and their employees. These hypotheses were then tested through empirical analysis. The empirical analysis for hypothesis testing involved collecting survey data from employees at startups established seven years or less in various regions of Korea. Data were analyzed using SPSS and AMOS Frequency analysis was used to analyze sample characteristics and usage patterns, and descriptive statistics were used to examine the normality of variables. Cronbach's α coefficient was used to assess the reliability of the survey and exploratory and confirmatory factor analyses were conducted to confirm that each questionnaire item clearly reflected the concepts of this study. Furthermore, correlation analysis between variables was used to assess discriminant validity, and structural equation modeling was conducted to test hypotheses based on the refined measurement items. Finally, based on the empirical statistical analysis results, the practical implications of the research findings, limitations of this study, and challenges for future research were summarized. The empirical analysis results of this study are as follows. First, both organizational ownership and job ownership were found to have significant positive effects on engagement. Furthermore, the relationship between job ownership and satisfaction was found to have a significant positive effect. However, organizational ownership did not have a statistically significant effect on satisfaction. Second, both organizational ownership and job ownership were found to have significant negative effects on emotional stress and work-related stress. Third, the organizational cultures of group culture, innovation culture, and hierarchical culture significantly affected engagement, while rational culture was insignificant. In terms of the relationship with satisfaction, innovative culture, hierarchical culture, and rational culture were found to have significant effects. On the other hand, group culture was statistically significant, but in the opposite direction of the hypothesis. Fourth, the organizational cultures of group culture, innovation culture, and hierarchical culture were found to have statistically significant negative effects on emotional stress, while rational culture was insignificant. In terms of the relationship between work stress and innovation culture, hierarchical culture, and rational culture showed significant negative effects, while group culture showed a negative effect, contrary to the hypothesized direction. Fifth, psychological resources such as commitment and satisfaction were found to have a positive effect on relationship bonding. Sixth, the relationship between emotional stress and relationship bonding was insignificant, while the relationship between work stress and relationship bonding was found to have a significant negative effect. Seventh, the relationship between relationship bonding and continuance intention was found to have a positive effect. The implications of this study's empirical analysis are as follows: First, by confirming that psychological ownership among startup employees significantly influences psychological resources (commitment and satisfaction) and job stress (emotional and work-related stress), we suggest that psychological ownership goes beyond a simple emotional concept and is a key factor in explaining employee retention and organizational stability. This suggests that understanding the organizational participation experience of members of startup organizations requires expanding the perspective from a performance-oriented perspective to include the process of forming psychological and relationship bonds based on a sense of ownership. Second, organizational culture was found to enhance employee engagement and satisfaction, alleviate stress, and foster relationship bonds. Specifically, this finding confirms that an organizational culture that balances innovation and structural stability is effective in retaining talent. This suggests that startups need to move beyond a reliance on free experimentation and flexibility and instead establish a systematic culture with clear work standards and collaborative processes. Furthermore, since relationship bonds were identified as a variable affecting employee retention intentions, it highlights the need for core principles such as building trust among employees, establishing emotional support systems, and fostering an organizational climate of mutual recognition and communication. This study holds significant academic and practical significance in quantitatively examining the impact of intrinsic motivation and relational bonds on employee retention intentions at startups. Nevertheless, this study has the following limitations, which need to be addressed through future research. First, while this study conducted an empirical analysis on employees at domestic startups, organizational operations and employment structures vary depending on industry, growth stage, capital raising method, and organizational size. Therefore, generalizing the findings to all domestic startups is limited. Future research should consider comparative studies across organizational types, including technology startups, social enterprises, and franchise-based startups. Second, the use of survey data based on respondents' subjective perceptions may be susceptible to social desirability bias and common method bias. Future research should strengthen measurement validity by incorporating supervisor and peer evaluations, human resource data and performance indicators, and emotional interaction analysis. This study empirically elucidates the structure of how psychological ownership and organizational culture among startup employees lead to psychological resources, job stress, and relationship bonding, ultimately leading to intention to continue working. This study suggests the need to approach turnover issues from the perspective of employee psychological experience and relationship-based resource management. Furthermore, by expanding research on the intention to continue working among startup employees and deriving practical implications applicable to actual organizational operations and human resources management, this study is expected to contribute to laying the foundation for sustainable growth for startup.

국문 초록 (Abstract)

본 연구는 급변하는 시장 환경과 자원의 제약 속에서 성장해야 하는 창업기업의 지속가능성은 특정 핵심 인력뿐 아니라 구성원 전체의 안정 적 참여와 지속적인 근무 의지에 의해 좌우된다는 문제 인식에서 출발했 다. 창업기업은 초기 단계에서 사업모델 고도화, 시장 진입, 투자유치 등 다양한 도전에 직면한다. 실무 현장에서는 창업기업의 기술력이나 자본 의 비중과 함께 창업기업 구성원의 지속적 참여와 헌신이 조직의 생존과 확장을 좌우하는 핵심 요인으로 확인되고 있다. 대부분의 초기 창업기업은 대표자 중심으로 사업이 운영되지만, 실제 일상적 운영과 고객 접점 업무는 종사자 개인에게 의존한다. 이러한 맥 락에서 종사자의 이탈은 조직 역량의 약화와 기업 성장의 정체로 이어질 수 있다. 기존 연구에서도 창업조직의 인적자원 관리 중요성이 반복적으 로 강조되어 왔으나, 종사자의 심리적 소유감과 조직 내 관계적 경험을 중심으로 지속근무의도를 구조적으로 검증한 연구는 많지 않다. 이에 본 연구는 설립 7년차 이내 창업 초기에 나타나는 인력 이탈문제를 해결하기 위한 기초적 근거를 마련하고자 창업기업 종사자의 심리적 소유감과 조직문화, 심리적 자원, 직무스트레스, 관계결속 및 지속근무의 도의 구조적 관계를 실증적으로 분석하였다. 이를 통해 창업기업이 안정 적 성장을 도모하는데 필수적인 인재 유지전략을 연구해 실무 현장에서 적용 가능한 조직관리 방향을 제시하는 것이 주요 목적이다. 연구 목적을 달성하기 위해 본 연구에서는 창업기업과 창업기업 종사 자와 관련된 문헌연구와 선행연구를 통해 이론적 기반을 토대로 연구모 형과 연구가설을 설정하여 실증적 분석으로 검증하였다. 가설검증을 위한 실증분석은 국내 각 지역에 소재한 설립연한 7년차 이내 창업기업 종사자를 대상으로 설문자료를 수집하여 SPSS 26.0과 AMOS 26.0을 이용하여 분석하였다. 빈도분석을 통해 표본의 특성과 이 용 행태 분석을 실시하였고 기술통계분석을 통해 변인의 정규성 검토를 하였다. Cronbach's α 계수를 사용하여 설문의 신뢰도를 파악하고 탐색 적 요인분석과 확인적 요인분석을 통하여 각 설문 측정 문항들이 본 연 구의 개념을 명확히 반영하고 있음을 확인하였다. 또한, 변수 간의 상관 관계분석을 통해 변인 간의 판별타당도를 진단하고 정제된 측정항목을 바탕으로 가설검증을 위해 구조방정식 모형분석을 실시하였다. 최종적으 로 실증통계분석 결과를 바탕으로 연구결과의 현실적 의미와 본 연구의 한계점 및 후속연구의 과제들을 정리하였다. 본 연구의 실증분석 결과는 다음과 같다. 첫째, 조직 소유감과 직무 소 유감은 몰입에 유의한 정(+)의 영향을 미치는 것으로 나타났고, 직무 소 유감과 만족의 영향 관계는 유의한 정(+)의 영향을 미치는 것으로 나타났 지만, 조직 소유감은 만족에 통계적으로 유의한 영향을 미치지 않는 것으 로 나타났다. 둘째, 조직 소유감과 직무 소유감은 정서적 스트레스와 업 무적 스트레스에 유의한 부(-)의 영향을 미치는 것으로 나타났다. 셋째, 조직문화의 집단문화, 혁신문화, 위계문화는 몰입에 유의한 영향을 미치는 것으로 나타났고, 합리문화는 유의하지 않은 것으로 나타났다. 만족과 의 영향 관계에서는 혁신문화와 위계문화, 합리문화는 유의한 영향을 미 치는 것으로 나타났다. 반면, 집단문화는 통계적으로 유의하였지만 가설 의 방향성과 반대로 나타났다. 넷째, 조직문화의 집단문화, 혁신문화 및 위계문화는 정서적 스트레스에 통계적으로 유의한 부(-)의 영향을 미치는 것으로 나타났지만 합리문화는 유의하지 않은 것으로 나타났다. 그리고 업무적 스트레스와의 영향 관계에서는 혁신문화와 위계문화, 합리문화는 유의한 부(-)의 영향으로 나타났지만, 집단문화는 가설의 방향성과 반대 로 나타났다. 다섯째, 심리적 자원의 몰입과 만족은 관계결속에 정(+)의 영향을 미치는 것으로 나타났다. 여섯째, 정서적 스트레스와 관계결속의 영향 관계는 유의하지 않은 것으로 나타났고, 업무적 스트레스와 관계결 속의 관계는 유의한 부(-)의 영향으로 나타났다. 일곱째, 관계결속과 지속 근무의도의 영향 관계는 정(+)의 영향을 미치는 것으로 나타났다. 본 연구의 실증분석 결과를 토대로 갖는 시사점은 다음과 같다. 첫째, 창업기업 종사자의 심리적 소유감이 심리적 자원(몰입·만족)과 직무스트레스(정서적·업무적 스트레스)에 유의한 영향을 미친다는 점을 확인함으로써, 심리적 소유감이 단순한 정서적 개념을 넘어 인적 유지와 조직 안정성을 설명하는 핵심 요인임을 제시하였다. 이는 창업조직 구성 원의 조직 참여 경험을 이해하는데 있어, 성과 중심 관점에서 주인의식 기반 심리적 관계적 형성 과정으로 시야를 확장해야 함을 시사한다. 둘째, 조직문화가 구성원의 몰입과 만족을 강화하고, 스트레스를 완화 하며, 관계결속을 촉진하는 것으로 나타났다. 특히 혁신성과 구조적 안정 성이 조화를 이루는 조직문화가 인재 유지에 효과적임을 확인함으로써 창업기업이 자유로운 실험과 유연성에만 의존하는 방식에서 벗어나, 명 확한 업무 기준과 협업 질서를 갖춘 체계적 문화 구축이 필요함을 시사 하였다. 또한 관계결속이 지속근무의도에 영향을 미치는 변수로 확인되었으므로 구성원 간 신뢰 형성, 정서적 지지 체계 구축, 상호 인정과 소 통의 조직 분위기 조성이 핵심 원칙이 되어야 함을 보여준다. 본 연구는 창업기업 근로자의 내적 동기 형성과 관계적 유대가 지속근 무의도에 미치는 영향을 정량적으로 규명하였다는 점에서 학술적, 실무 적 의미가 크다. 그럼에도 불구하고 본 연구는 다음과 같은 한계를 지니 며, 이러한 점은 향후 연구를 통해 보완될 필요가 있다. 첫째, 본 연구는 국내 창업기업 종사자를 대상으로 실증분석을 수행하 였으나, 업종, 성장단계, 자본조달 방식 및 조직 규모에 따라 조직 운영 과 고용구조가 상이하므로 연구 결과를 국내 창업기업 전반으로 일반화 하는 데에는 한계가 있다. 향후 연구에서는 기술창업, 사회적기업, 프랜 차이즈 기반 창업 등 조직유형별 비교연구가 필요할 것으로 사료된다. 둘째, 응답자의 주관적 인식을 기반으로 측정한 설문 자료를 활용함으 로써 사회적 바람직성 편향 및 공통 방법 편의의 영향을 받을 가능성이 있다. 향후 연구에서는 상사와 동료 평가, 인적자원 데이터 및 성과지표, 정서 상호작용 분석 등을 병행하여 측정 타당성을 강화할 필요가 있다. 본 연구는 창업기업 종사자의 심리적 소유감과 조직문화가 심리적 자 원과 직무스트레스, 관계결속이 지속근무의도로 이어지는 구조를 실증적 으로 규명함으로써, 이직 문제를 구성원의 심리적 경험과 관계 기반 자 원 관리의 관점에서 접근할 필요성을 제시하였다. 나아가 창업기업 종사 자의 지속근무의도 연구를 확장하고, 실제 조직 운영 및 인사 관리에 적 용 가능한 실무적 시사점을 도출함으로써 창업기업의 지속가능한 성장 기반 마련에 기여할 수 있을 것으로 사료된다.

목차 (Table of Contents)

• I. 서 론 ············································································································1
• 1. 연구배경 및 연구목적 ··············································································1
• 2. 연구방법 및 연구내용 ··············································································3
• 3. 연구흐름도 ··································································································5
• II. 이론적 배경 ······························································································6
• 1. 창업기업 ······································································································6
• 가. 창업기업의 개념 ··················································································6
• 나. 창업기업의 특성 ················································································10
• 다. 창업기업의 현황 ················································································12
• 라. 창업기업에 관한 선행연구 ······························································17
• 2. 심리적 소유감 ··························································································19
• 가. 심리적 소유감의 개념 ······································································19
• 나. 심리적 소유감의 구성요인 ······························································23
• 다. 심리적 소유감에 관한 선행연구 ····················································27
• 3. 조직문화 ····································································································29
• 가. 조직문화의 개념 ················································································29
• 나. 조직문화의 구성요인 ········································································31
• 다. 조직문화에 관한 선행연구 ······························································38
• 4. 심리적 자원 ······························································································41
• 가. 심리적 자원의 개념 ··········································································41
• 나. 심리적 자원의 구성요인 ··································································44
• 다. 심리적 자원에 관한 선행연구 ························································51
• 5. 직무스트레스 ····························································································53
• 가. 직무스트레스의 개념 ········································································53
• 나. 직무스트레스의 구성요인 ································································55
• 다. 직무스트레스에 관한 선행연구 ······················································59
• 6. 관계결속 ····································································································60
• 가. 관계결속의 개념 ················································································60
• 나. 관계결속에 관한 선행연구 ······························································62
• 7. 지속근무의도 ····························································································63
• 가. 지속근무의도의 개념 ········································································63
• 나. 지속근무의도에 관한 선행연구 ······················································66
• III. 연구설계 ··································································································68
• 1. 연구모형 및 연구가설 설정 ··································································68
• 가. 연구모형 ······························································································68
• 나. 연구가설 설정 ····················································································69
• 2. 변수의 조작적 정의 및 설문구성 ························································77
• 가. 변수의 조작적 정의와 측정 ····························································77
• 나. 설문구성 ······························································································86
• 3. 조사설계 및 자료의 분석방법 ······························································88
• 가. 조사설계 ······························································································88
• 나. 자료의 분석방법 ················································································90
• IV. 실증분석 ·································································································92
• 1. 표본대상의 일반적 특성과 기술통계분석 ··········································92
• 가. 표본의 일반적 특성 ··········································································92
• 나. 기술통계분석 ······················································································95
• 2. 측정항목의 타당도분석과 신뢰도분석 ················································97
• 가. 탐색적 요인분석과 신뢰도분석 ······················································97
• 나. 확인적 요인분석 ··············································································101
• 3. 상관관계분석 ··························································································104
• 4. 가설검증 ··································································································106
• V. 결 론 ········································································································116
• 1. 연구결과 요약 및 연구시사점 ························································116
• 2. 연구의 한계 및 향후 연구방향 ······················································122
• 참고문헌 ··········································································································124
• 부록: 설문지 ···································································································153
• Abstract ···········································································································162