공공조직 조직성과의 결정요인에 관한 연구: 디지털 트랜스포메이션 수준과 스마트워크를 중심으로

유지성,김구민 한국비교정부학회 2022 한국비교정부학보 Vol.26 No.2

(Purpose) The purpose of this study is to examine the effects of digital transformation and smart work level of public organizations on organizational performance. (Design/methodology/approach) Multiple regression analysis is performed using data from the ‘2018 Public Service Life Survey’. (Findings) The sense of belonging and the value consistency constituting organizational commitment positively influence organizational financial performance, continuous growth of organizational performance, and improvement of the quality of organizational performance. The degree of the achievement of expected performance, the responsibility completion, and the achievement of actual performance also positively influence the organizational performance. The provision of human and information resources affects the financial performance of the organization. The video conferencing positively affects the financial performance, the growth of the organizational performance, and the improvement of the quality of the organizational performance. The mobile e-payment system affects the organizational performance. (Research implications or Originality) The provision of information or IT facilities for digital transformation is important for organizational performance. The support of the smart work for facilitating the interaction between organizational members is essential. Governmental support for organizational performance is essential for the enhancement of financial performance. Providing incentives for individual work performance is important for organizational commitment.

The Effects of High Performance Work System Perceived by Organizational Members on Organizational Agility and Organizational Performance

김문준 공주대학교 KNU 기업경영연구소 2022 기업경영리뷰 Vol.13 No.4

The purpose of this study was to identify the effects of high-performing work systems and organizational agility perceived by organizational members on organizational performance, and the relationship between orga- nizational agility and organizational performance. For the purpose of this study, the SPSS 21.0 statistical program was applied to 181 copies of the effective questionnaire, which was the final response result of the organization members, and the following hypothesis verification results were shown. First, the analysis result of the hypothesis that the high performance writing system perceived by one-person organizational members will affect organizational agility was adopted. In addition, the high-performing work system showed a positive effect on all sub-variables of organizational agility (reactivity, flexibility, promptness, and proficiency), so Hypothesis 1 was adopted. Second, Hypothesis 2, the high performance work system, was shown to positively improve organizational performance. In addition, education and training, employment stabil- ity, evaluation and compensation, job design, and recruitment, which are sub-variables of the high-performance work system, were analyzed to have a statistically significant effect on organizational performance. Third, as organizational agility improves, organizational performance increases, so Hypothesis 3 was adopted. In addition, responsiveness, flexibility, promptness, and proficiency, which are sub-variables of organizational agility, all acted as positive factors in organizational performance. On the other hand, the results of this study demanded the need to improve awareness and perception of high performance work systems and organizational agility in order to improve organizational performance, which is the result of the advancement of organizational sustainability management. As a result, the importance of man- agement, personnel, organizational managers, managers, and working-level staff to continuously improve and strengthen organizational performance of all members of the organization has emerged. To this end, it was nec- essary to develop and strengthen competencies, which are discriminative factors of competition, by reorganizing the system for high-performance work systems and organizational agility, and strengthening the practicality of education and training programs as precedent factors.

조직간 시민행동이 관계품질과 가맹점 및 가맹본부의 성과에 미치는 영향

이민호 한국기업경영학회 2016 기업경영연구 Vol.23 No.5

Franchise system is composed by franchisor and franchisee. The franchisor’s success depends on the success of franchisee. the relationship between franchisor and franchisee affects performance. Also, the inter-organizational citizenship behavior may play a role in improving relationship between franchisor and franchisee. Hence, we focuses inter-organizational citizenship behavior as a critical driver of relationship quality. Organizational citizenship behavior is defined as an individual behavior that is discretionary, not directly or explicitly recognized by formal reward systems and that in the aggregate promotes the effective functioning of the organization(Organ, 1988). Autry et al.(2008) suggested that the application of organizational citizenship behavior concepts and findings to inter-organizational citizenship behavior situations is relevant as well as theoretically and practically useful. We use concept that Autry et al.(2008) extend the extant organizational citizenship behavior concepts into the inter-organizational citizenship behavior context. Organizational citizenship behavior is related to organizational performance. This study analyzed the effect of inter-organizational citizenship behavior on relationship quality and performance of franchisee and franchisor. We used performance of franchisee as mediated variable to investigate the relationship among: inter-organizational citizenship; relationship quality and performance of franchisor. We conducted a questionnaire survey for franchisee and analyzed based on tested structure equation modelling with 303 franchisee. As a results, we identified the direct effect of inter-organizational citizenship behavior on relationship quality and performance of franchisee. On the other hand, inter-organizational citizenship behavior and relationship quality have little effect on performance of franchisor. However, performance of franchisee has the direct effect on the performance of franchisor which proves indirect impact on inter-organizational citizenship behavior and relationship quality. This study demonstrates franchisee’s inter-organizational citizenship behavior such as altruistic behaviors directly impact on the performance of franchisor. However, of inter-organizational citizenship behavior only impact on the performance of franchisee only based on the trust and satisfaction among franchisee and franchisor. 프랜차이즈시스템에서 가맹점과 가맹본부는 독립된 자본을 가진 개별기업이지만 하나의 확장된 기업의 내부관계로 인식할 수 있다. 가맹점과 가맹본부 간 상호신뢰와 조직을 위하는 자발적 참여는 시스템의 생산성을향상시킨다. 본 연구의 목적은 조직내 개인차원이 아닌 조직간 시민행동이 관계품질, 가맹점과 가맹본부의 성과에 미치는 영향을 분석하였다. 조직간 시민행동과 가맹본부성과와의 관계를 검토하기 위해 관계품질과 가맹점성과를 매개변수로 이용하였다. 가맹점주를 대상으로 하여 설문을 실시하였으며, 구조방정식모형을 이용하여 분석하였다. 연구결과, 조직간 시민행동이 관계품질과 가맹점성과에 직접적으로 영향을 미치는 것으로 나타났다. 반면, 조직간 시민행동이 가맹본부성과에는 직접적인 영향을 미치지 않는 것으로 나타났다. 또한 관계품질도 가맹본부성과에 직접적으로 영향을 미치지 않는 것으로 나타났다. 하지만 가맹점성과가 가맹본부성과에 직접적으로영향을 미치는 것으로 나타나 조직간 시민행동과 관계품질이 가맹점성과를 매개로 간접적으로 영향을 미친다는 것을 확인하였다. 본 연구결과에서 가맹점주의 가맹본부의 발전을 위한 이타적 행동과 자발적 참여가 상호간의 신뢰를 향상시키고 만족하게 하여 가맹점 성과를 향상시킨다는 것을 확인할 수 있었다. 그리고 향상된 가맹점의 성과를 통해 재계약이 증가하면서 가맹본부의 성과도 향상된다는 것을 확인할 수 있었다.

조직지원인식이 직무성과에 미치는 영향 : 번영감의 매개효과와 회복탄력성의 조절효과

정원호 ( Wonho Jeung ) 한국생산성학회 2019 生産性論集 Vol.33 No.4

This study examined the influential process of perceived organizational support on performance of organizational members. First, this study discussed the effects of perceived organizational support on performance of organizational members based on previous studies and social exchange theory. Second, it introduced thriving at work of organizational members as a mediator on the relationships between perceived organizational support and performance based on conservation of resource theory and the broaden-and build theory. Finally, it introduced resilience of organizational members as a moderator on the effects of thriving at work on performance as well as the indirect effects of perceived organizational support on performance through thriving at work. Data was collected from various organizations, including military and business organizations. The results of this study are as follows. First, perceived organizational support is positively related to performance of organizational members. Members with higher perceived organizational support tend to perform better than those with lower perceived organizational support. Second, the effects of perceived organizational support on performance is positively mediated by thriving at work of organizational members. Members with higher perceived organizational support tend to increase the level of thriving at work of organizational members, and in turn, they tend to perform better than those with lower perceived organizational support. Third, the effects of thriving at work on performance is positively moderated by the level of resilience of organizational members. The effects of thriving at work on performance is stronger for those with higher level of resilience of organizational members than those with lower level of resilience. Finally, the indirect effects of perceived organizational support on performance through thriving at work is also moderated by the level of resilience of organizational members. The results of this study provide several theoretical and practical implications. First, this study expand the extant studies on perceived organizational support by showing potential influential process of perceived organizational support on performance. Second, it also expand the understanding of previous studies on thriving at work by explaining the relationships with perceived organizational support and performance. It also emphasizes the importance of organizational efforts to make their employees positively perceive their supports since it facilitates performance of organizational members. It is also important for organizations to strive to increase the level of thriving at work and resilience of organizational members in order to achieve better performance.

고성과 작업시스템과 조직성과간의 관계: 조직문화의 조절효과를 중심으로

이명주 ( Myeongju Lee ),최장호 ( Jang Ho Choi ),조봉순 ( Bong Soon Cho ) 한국생산성학회 2015 生産性論集 Vol.29 No.3

Most studies of SHRM have focused on testing the relationship between high performance work systems(HPWSs) and performances, and most have found a positive relationship between HPWSs and organizational performance. Some studies have argued that examining the mechanism of this relationship is critical to developing theory. The purpose of this paper is to examine the relationship between high HPWSs and the organization``s performance. Also, it attempts to show the moderating effects of organizational culture in the HPWSs-organization``s performance link. Prior studies have found a positive effect of HPWS on firm performance. Drawing on the AMO model, we hypothesized that three modes of HR systems differently contribute to organizational performances(sales, job satisfaction). Also, based on the prediction from CVF model, we expected the moderating role of organizational culture in relation to the HPWSs and organizational performance. To test the effects, we used HCCP data collected by the Korea Human Resources Development Institute Survey. HR managers were questioned on HRM practices and employees on job satisfaction and organizational culture. This study employed the 4th data for HR systems collected in 2011 and the 5th data for organizational performance collected in 2013. The result of the present study supported the hypothesized moderating effect of organizational culture in the HPWSs-performance relationship. Specifically, the result showed that motivation enhancing HR system and opportunity enhancing HR system were significant factors of organizational performance. Also, we could find some supporting evidences for moderating effect of organizational culture in HPWSs on performances. This paper highlights the importance of organization’s context in utilizing HR systems. The model we propose provides implication of the relationship between HPWSs and organizational performance by specifying how HPWSs influence the organizational context. This study offers critical insight into the mechanism of the HPWSs research field. From a theoretical perspective, this study emphasize the need to take the situational factors in organizations (i.e., culture) into SHRM literatures. Specifically, the result of the study suggests that organizational culture can influence the relationship between HPWSs and performance in significant degrees, thus provides a rationale to introduce organizational situational variables to SHRM studies. In practical senses, the result of the study can offer insights to the organizations which manage diverse arrays of HR systems. Also, the study highlights the importance of organizational culture in implementing HR practices. Limitations of this study are described in terms of reverse causality, sample representativeness, and measurement issues.

기술혁신형 중소벤처기업의 기업가적 지향성, 조직학습, 사회적 자본, 성과와의 관계 분석

문혜선 ( Hye Seon Moon ),이상명 ( Sang Myung Lee ) 한국중소기업학회 2016 中小企業硏究 Vol.38 No.1

기업가적 지향성은 기업의 성과 창출에 기여하는 주요 요인 중 하나로서 그동안 기업가정신과 기업 성과와의 관계에 대해 많은 논의들이 이루어져 왔다. 그러나 기업가적 지향성은 성과 창출에 필요한 구체적인 기업의 행동이나 실행과정이 아니라 이를 뒷받침하는 기업의 태도 및 경향성을 의미한다. 따라서 이러한 경향성이 어떤 구체적 실행과정을 거쳐 성과로 실현되는지, 그 경로에 대한 이해가 필요하지만 아직까지 관련 논의가 미흡한 실정이다. 따라서 본 연구는 기업가적 지향성이 어떤 실행과정을 통해 기업 성과로 창출되는지를 조직학습의 매개효과 검증을 통해 논의하였다. 또한 기업이 조직학습을 통해 성과를 창출하는 과정에서 조직학습의 매개효과를 촉진하는 기업 내부의 요인으로서 사회적 자본의 역할을 논의하였다. 기술혁신형 중소벤처기업을 대상으로 실증분석을 수행한 결과 조직학습의 매개효과가 유의하게 나타남으로써 기업가적 지향성은 조직학습 실행과정을 통해 기업 성과로 실현됨을 알 수 있었다. 또한 기업 내부 사회적 자본의 구조적 측면과 관계적 측면이 기업가적 지향성이 조직학습을 매개로 기업성과에 영향을 미치는 과정에 미치는 조절효과를 분석한 결과, 사회적 자본의 관계적 측면은 기업가적 지향성을 바탕으로 조직학습을 통해 성과를 창출하는 과정에서 긍정적 조절효과를 갖지만, 사회적 자본의 구조적 측면은 영향을 미치지 못하는 것으로 나타났다. Entrepreneurial orientation has been considered to be a major factor that contributes to firms`` performances. Therefore, there have been many previous researches on the relationship between entrepreneurial orientation and firms`` performances. However, entrepreneurial orientation is managerial attitude that gives a firm a basis for strategic decisions and it should be differentiated from entrepreneurial actions. In this regard, it is necessary to understand the process on how entrepreneurial orientation contributes to firms`` performance. Hence, this study intends to examine which process mediates entrepreneurial orientation and firms`` performance from the perspective of organizational learning. We also try to discuss which factor moderates the relationship between organizational learning and firms`` performance. Particularly, we focus on internal factors of firms as moderating variables because small and medium enterprises often depends on internal resources and capability in the organizational learning process. So, we discuss internal social capital such as structural social capital and relational social capital as moderating variables. The empirical analysis shows that organizational learning mediate the relationship between entrepreneurial orientation and firms`` performance. It implies that entrepreneurial orientation has no direct impact on performances but impacts on firms`` performance through organizational learning. Entrepreneurial orientation can be implemented and integrated during the process of organizational learning. Firms can also transfer entrepreneurial orientation into action and create new knowledge by the process. So, the performance of a firm depends on how it implements organizational learning actively. Hence, it is recommended that firms focus how to encourage organizational learning as well as how to raise entrepreneurial orientation for their growth and better performance. Specifically, small and medium enterprises whose resources and capabilities are limited need to commit their resources and capabilities to organizational learning for their performance. Next, in terms of the moderating effect of internal social capital, the results show structural social capital which means the pattern of networks between employees and divisions has no significant effect on the relationship between organizational learning and firms`` performance, while relational social capital which includes network strength and trust between employees and divisions has positive impact on the relationship. This result implies that neither the number of employees who attend meeting and internal relationship nor the number of meeting has no impact on the relationship between organizational learning and firms`` performance. On the other hand, relational social capital that includes strong bond and trust between employees showed a positive impact on the relationship between organizational learning and performance. Therefore, the higher relational social capital, it facilitate the relationship between organizational learning and performance. Hence, firms are recommended to focus on strengthen the quality of intra-organizational relationship and trust between employees rather than on increase the number of meeting and employees who attend intra-organizational relationship for better performance from organizational learning.

전략성과측정시스템과 관리적 성과의 관계에서 공정성, 직무스트레스, 조직시민행동의 역할

문성병(Moon, Sung Byung),이상완(Lee, Sang Wan) 한국회계정보학회 2013 한국회계정보학회 학술대회발표집 Vol.2013 No.1

전략성과측정시스템(Strategic Performance Measurement Systems: 이하 ‘SPMS 라 표기함)와 관련된 선행연구들은 성과측정지표의 다양성측면 또는 전략정렬측면을 고려하여 SPMS와 조직성과와의 관계에 대해 연구하였다. 성과측정지표의 다양성측면은 조직성과와의 관계에서 일관된 결과를 보고하였으나 전략정렬측면은 오랜 연구에도 불구하고 일관된 결론을 도출하지 못하였다. 최근 몇몇 연구자들은 이러한 혼재된 결과를 해결하고자 조직수준이 아닌 개인수준에서 SPMS와 관리적 성과 간의 관계에서 개인행동의 역할을 규명하는데 초점을 두었으나, 명확한 연구결과를 제시하지 못하였다. 본 연구는 이러한 선행연구의 한계점을 바탕으로 관리회계와 조직행동 연구에서 이슈가 되고 있는 공정성, 직무스트레스, 그리고 조직시민행동을 동시에 고려하여 SPMS와 관리적 성과 간의 관계를 분석하였다. 실증분석을 위하여 한국신용평가(주)의 Kis-Value에 등재되어 있는 증권거래소 상장기업 중에서 종업원 수가 100명 이상 그리고 매출액 1,700억원 이상인 400대 제조기업을 대상으로 95부의 설문지를 회수하였으며, 분석결과는 다음과 같다. 첫째, SPMS는 절차공정성과 분배공정성에 각각 유의적인 정(+)의 영향을 그리고 역할모호성에 유의적인 부(-)의 영향을 미치는 반면, 역할갈등과 조직시민행동에는 각각 유의한 영향이 없는 것으로 나타났다. 둘째, 절차공정성과 분배공정성은 각각 조직시민행동에 유의적인 정(+)의 영향을 미치는 것으로 나타났으나, 역할갈등과 역할모호성은 각각 조직시민행동에 유의적인 영향을 미치지 못하는 것으로 분석되었다. 셋째, 조직시민행동과 역할모호성은 관리적성과에 각각 유의적인 정(+)의 영향을 그리고 유의적인 부(-)의 영향을 미치는 반면, 절차공정성, 분배공정성, 그리고 역할갈등은 관리적성과에 각각 유의적인 영향을 미치지 못하는 것으로 분석되었다. 넷째, SPMS는 공정성을 통해 간접적으로 조직시민행동에 영향을 미치며, 공정성은 조직시민행동을 통해 간접적으로 관리적 성과를 개선시키며, 그리고 SPMS는 역할모호성을 통해 간접적으로 관리적 성과를 개선시키는 것을 발견하였다. 본 연구의 결과에 의하면 경영자들은 관리적 성과를 개선시키기 위해 조직구성원들의 자발적인 행동을 유도하고 조직구성원들의 역할이 명확해지도록 많은 관심을 기울여야 할 것이다. SPMS의 측정 및 정보제공으로 조직구성원들이 공정성을 향상시켜 조직시민행동을 유도할 수 있으며, 또한 조직구성원들의 역할을 명확하게 할 수 있어 궁극적으로 관리적 성과를 개선시킬 수 있음을 시사해 준다. 따라서 경영자들은 관리적 성과를 개선시키기 위해 공정성, 역할모호성, 그리고 조직시민행동을 고려해야 할 것이며, 이를 위해 SPMS를 정교하게 구축하고 활용해야 할 것이다. The preceding research on strategic performance measurement systems(SPMS) has been conducted about the relationship between SPMS and organization performance considering measurement diversity or alignment with firm strategy. While measurement diversity produce coherent results in relation to organization, but alignment with firm strategy hasn t produced coherent results in spite of several years of research. Recently some researchers have conducted study on the individual behavioral role in the relationship between SPMS and managerial performance that the individual level instead of the organizational level study in order to solve the problem regarding such incoherent results, but didn t present the definite research outcome. Being based on the limit of such preceding research, this study analyzed the relationship between SPMS and the managerial performance considering justice, job stress, and organizational citizenship behaviors simultaneously which have been an issue in the study on managerial accounting and organizational behaviors. A survey on a sample of 95 questionnaires aimed at 400 manufacturing enterprises which have over 100 employees and a turnover of over ￦170 billion among the companies listed on the stock exchange registered in Kis-Value of Korea Investors Service Inc. was conducted for an empirical purpose. The results are as follows: First, while SPMS has a significantly positive effect on the procedure justice and the distributive justice respectively and has a significantly negative effect on the role ambiguity, SPMS has no effect on the role conflict and the organizational citizenship behaviors respectively. Second, the procedure justice and the distributive justice have a significantly positive effect on the organizational citizenship behaviors but the role conflict and the role ambiguity don t have a significant effect on the organizational citizenship behaviors. Third, while the organizational citizenship behaviors and the role ambiguity have significantly positive and negative impacts on the managerial performance respectively, the procedure justice, the distributive justice, and the role conflict don t have significant effects on the managerial performance. Finally, SPMS has a indirect effect on the organizational citizenship behaviors through the justice and the justice improves the managerial performance indirectly through the organizational citizenship behaviors. And it is found that SPMS improves the managerial performance indirectly through the role ambiguity. According to this research outcome, the management has to attract voluntary behavior from employees in order to improve the managerial performance and pay more attention to clarify the employees role. The measurement and the information offering of SPMS can help employees to improve the justice, induce the organizational citizenship behaviors, and also clarify the employees role. As a result, it can improve the managerial performance. Therefore, the management has to consider the justice, the role ambiguity, and the organizational citizenship behaviors to improve the managerial performance. To do so, the management needs to elaboratively establish and use SPMS..

조직공정성 인식이 적응수행에 미치는 영향과 조직냉소주의의 조절효과

배규환(Kyuhwan Bae) 대한경영학회 2016 대한경영학회 학술발표대회 발표논문집 Vol.2016 No.1

본 연구는 그 동안 조직공정성 연구에 있어서 제기된 문제점을 극복하고자 조직공정성의 관계와 결과변수인 적응수행과의 관계를 집중적으로 검증하였고, 조직공정성 인식과 적응수행과의 관계에서 조직냉소주의의 조절 효과성을 파악하였다. 실증연구 결과 첫째, 상호작용공정성은 적응수행에 정(+)의 영향을 미치는 것으로 나타났고, 분배공정성과 절차공정성은 적응수행에 유의미한 영향을 미치지 못하는 것으로 나타났다. 상호작용공정성은 상사와 부하, 구성원 간 상호처우나 사회적관계가 매우 중요하고 공정한 처우를 받는 구성원, 즉 상호간에 공정성을 지각하는 조직구성원은 직무환경의 변화에 따라 높은 수준의 적응수행이 가능함을 의미한다. 둘째, 조직냉소주의는 분배공정성 및 절차공정성과 적응수행을 부(-)적으로 조절하는 것으로 나타났고, 상호작용공정성의 조절효과는 기각되었다. 조직냉소주의는 분배공정성의 인식과 적응수행과의 관계에 있어서 적응수행의 정도를 감소시키는 부(-)적 조절효과를 보였는데, 불공정한 보상과 배분에 있어 불신을 가지게 되면 직무환경과 새로운 상황에 따라 자신의 행동의 적절하게 변화하게 하는 적응수행의 정도를 덜 하게 되는 것을 의미한다. 또한 조직냉소주의는 절차공정성의 인식과 적응수행과의 관계에 있어서 적응수행의 정도를 감소시키는 부(-)적 조절효과를 보였는데, 조직에서 시행하는 보상 또는 의사결정이 이루어지는 것과 관련하여 절차와 과정에 불신을 가지게 되면 직무환경과 새로운 상황에 따라 자신의 행동의 적절하게 변화하게 하는 적응수행의 정도를 낮은 수준으로 하게 되는 것을 뜻한다. 본 연구의 의의와 실무적인 시사점은 첫째, 조직공정성과 적응수행과의 관계를 확인하였다. 과업수행, 맥락수행 등의 개념에서 발전된 적응수행과는 조직공정성 연구가 부족하였으나, 본 연구결과를 통해 상호작용공정성은 적응수행에 영향이 있음이 밝혀졌다. 둘째, 조직공정성 인식과 결과변수 간의 인과관계를 규명하는 연구에 있어서 상황론적 연구가 일부 변수에 한정되어 있는 부분(허찬영·박정도, 2012)을 보완하였다. 조직냉소주의에 따라 구성원들의 공정성 인식과 적응수행의 관계가 어떻게 달라질 수 있는지에 대한 상황론적인 접근을 하였다는 점에서 그 의의가 있다고 하겠다. 셋째, 공정성 연구방법론 측면에서 동일방법편의 문제를 최소화하여 연구의 신뢰성을 확보하고자 노력하였다. 응답원천을 분리하기 위해 상사와 부하가 동일 설문에 응답하도록 하였고, 측정시기 분리를 위해 설문의 시기를 변수별로 달리하여 연구의 신뢰성을 확보하도록 노력하였다. This study intensively examines the relationship between organizational justice and adaptive performance which is the outcome variable to overcome questions posed on the studies of organizational justice. Also control effectiveness of organizational cynicism in the relationship among recognition of organizational justice, adaptive performance is verified. The results can be summarized as follows. As results of an empirical study, firstly, interactional justice positively(+) affects adaptive performance. Distributive justice and interactional justice do not have meaningful impact on adaptive performance. Interactional justice tells that mutual treatment or social relationship among superior, subordinates, and members is truly important, and that organizational members who are fairly treated, in other words, who recognize interactional justice, can achieve adaptive performance of high standard as the working environment changes. Secondly, organizational cynicism negatively(-) controls distributive justice, procedural justice and adaptive performance, and control effectiveness of interactional justice is refuted. Organizational cynicism demonstrated negative(-) control effect which reduces the degree of adaptive performance in the relationship between recognition of distributive justice and adaptive performance, this means that adaptive performance appears in a less degree which tells appropriate changes under the job environment and new circumstances if suspicion of unjust rewards and distribution occurred. Also, organizational cynicism showed minus(-) control effect which reduces the degree of adaptive performance in the relationship between recognition of procedural justice and adaptive performance, this tells that if distrust of procedure and process for rewards or decision making carried out in organization has arisen, adaptive performance appears in a low level which means relevant changes under the working circumstances and new environment. The meaning of this research and practical implications include the following. At first, it confirms the relationship of organizational justice and adaptive performance. Organizational justice studies have been short of cases of adaptive performance which is developed from the ideas related to task performance and contextual performance, but interactional justice came out to have impact on adaptive performance through this research. Secondly, it makes up for the lack of studies on the situation theory which are limited to some variables(Chanyoung Heo·Jeongdo Park, 2012) in researches on the causality of recognition of organizational justice and outcome parameter. This study has a significance of approach based on situational theory about how the relationship between recognition of organizational justice and adaptive performance by members according to organizational cynicism could be different. Thirdly, it makes an effort to raise reliability of the study for minimizing common method bias on the research methodology in justice. Superior and subordinates were to answer the same questions to separate response source, and the survey periods were different for each parameter to divide measuring time.

PMS의 상호작용적 이용이 보상갈등, 조직시민행동, 그리고 조직성과에 미치는 영향

임태종(Leem, Tae Jong),이상완(Lee, Sang Wan) 한국국제회계학회 2013 국제회계연구 Vol.0 No.49

본 연구의 목적은 성과측정시스템(PMS)의 상호작용적 이용, 보상갈등, 조직시민행동, 그리고 조직성과간의 관계를 분석하는 것이다. PMS의 상호작용적 이용의 특성은 성과측정을 통하여 의사소통과 문제에 대한 주의집중을 유도하고 이를 통하여 조직구성원을 하나로 결속시키는 것이다. 이 같은 특성으로 인하여 PMS의 상호작용적 이용은 보상갈등을 감소시키고, 조직시민행동을 증가시킬 것으로 기대되며, 보상갈등과 조직시민행동은 조직성과에 영향을 미칠 것으로 기대된다. 이 같은 추론과 선행연구를 바탕으로 가설을 설정하고 실증자료에 의하여 분석한 결과를 요약하면 다음과 같다. 첫째 PMS의 상호작용적 이용은 조직성과에 양(+)의 영향, 보상갈등에 음(-)의 영향, 그리고 조직시민행동에 양(+)의 영향을 미쳤다. 둘째 보상갈등은 조직시민행동에 음(-)의 영향을 미쳤고, 조직시민행동은 조직성과에 양(+)의 영향을 미쳤다. 셋째 보상갈등은 조직성과에 유의한 영향을 미치지 못하였다. 본 연구를 통하여 조직성과 향상에 있어서 PMS의 상호작용적 이용이 중요함을 다시 확인하게 되었고, 행동주의적 접근방법에 따라 PMS의 상호작용적 이용이 조직구성원들의 행동에 어떤 영향을 미쳐서 조직성과가 향상되는지를 파악하게 되었다. 본 연구의 결과는 조직성과 향상을 위해서는 성과측정과 보상이 잘 연계되어야 하며, 조직시민행동을 유발하여야 함을 시사하고 있다. 그리고 이를 위해서는 PMS의 상호작용적 이용이 필요함을 시사하고 있다. The purpose of this research is to examine the relationship between the performance measurement system(PMS), compensation conflict, organizational citizenship behavior, and organizational performance. The interactive use of PMS is using performance measure to bind together every member of organization by stimulating communication and by leading focus on common issue. Therefore interactive use of PMS is expected to decrease compensation conflict and to increase organizational citizenship behavior. Then decreased compensation conflict and increased organizational citizenship behavior is expected to effect organizational performance. We hypothesized on the basis of prior studies and analyzed empirically. The results of this study can be summarized as follow. The first, interactive use of PMS effects positive(+) influence on organizational performance, effects negative(-) influence on compensation conflict and effects positive(+) influence on organizational citizenship behavior. The second, compensation conflict effects negative(-) influence on organizational citizenship behavior and then organizational citizenship behavior effects positive(+) influence on organizational performance. The third, compensation conflict dose not effect significant influence on organizational performance. Through this study, the importance of interactive use of PMS to improve organizational performance was confirmed. And also, it is recognized that how interactive use of PMS influence members of organization and lead promote organizational performance by behaviorism approaches. This study show that to promote organizational performance, performance measurement should be well linked to compensation and organizational citizenship behavior should be lead by interactive use of PMS.

혁신지향적 조직문화가 직무성과에 미치는 영향: 직무몰입의 매개효과와 경영자의 서번트리더십 조절효과를 중심으로

ZHANG RAN,HUANG FEI 세명대학교 인문사회과학연구소 2024 人文 社會科學硏究 Vol.32 No.1

· 연구 주제: 본 논문은 기업의 혁신지향적 조직문화가 직무성과에 어떠한 영향을 미치는지에 대하여 연구한다. 또한 기업의 혁신지향적 조직문화와 직무성과 간의 관계에서 직무몰입이 매개효과가 존재하는지에 대해서 연구한다. 더 나아가, 본 논문에서는 혁신지향적 조직문화와 직무성과 간의 관계에서 경영자의 서번트리더십이 조절효과가 있는지에 대하여 조사한다. · 연구 배경: 혁신지향적 조직문화는 조직이 혁신을 촉진하고 지원하는 문화를 의미한다. 조직의 혁신은 조직의 경쟁력을 향상시키고, 직무성과와도 밀접한 관련이 있다. 그리고 혁신지향적 조직문화를 가진 조직의 구성원들은 적극적인 조직의 지원 하에 직무에 몰입하여 조직의 목표와 개인의 목표를 일치시킬 수 있다. 또한 리더십 스타일 둥에서 서번트리더십은 조직원들이 자연스럽게 리더를 존경하고 따르게 됨으로써, 혁신지향적 조직문화와 직무성과 간의 영향관계에 유의한 영향을 미칠 수 있다. · 선행연구와의 차이점: 첫째, 본 논문은 혁신지향적 조직문화의 중요성을 일깨워 줌으로써 기업의 경영자나 조직의 리더에게 혁신적이고 변화를 두려워하지 않는 조직문화를 형성해야 함을 상기시킨다. 둘째, 본 논문의 연구결과는 인사조직 분야의 연구영역 확장에 기여한다. 특히, 서번트리더십의 영향력에 대하여 실증분석을 통해 객관적인 연구결과를 제시함으로써 리더십 학술분야 발전에 공헌할 것으로 예상된다. 셋째, 실무적으로 직무성과를 향상시키기 위하여 비전이나 목표 수립 시 고려해야 할 조직문화와 리더십에 대하여 유용한 정보를 제시한다. · 연구방법: 기업에 근무하는 회사원들을 대상으로 온라인 설문조사 수행하였다. 총 328명에게 온라인 링크를 생성하여 비대면으로 설문조사를 실시하였고, 불성실한 응답한 설문지나 비정상적으로 응답한 설문지는 표본에서 제거한 후 최종적으로 실증분석에 사용된 표본은 295명이 정상적으로 응답한 설문지이다. 본 논문에서는 가설검증을 위하여 다음과 같이 실증분석을 수행하였다. 그리고 빈도분석과 기술통계분석을 수행하였고, 탐색적 요인 분석과 신뢰성 분석을 실시했다. 또한 단순 회귀분석을 실시하였으며 매개효과 검증 및 조절 효과 검증을 수행했다. · 연구결과: 연구가설 1인 “혁신지향적 조직문화는 직무성과에 긍정적인 영향을 미칠 것이다.”는 채택되었다. 그리고 연구가설 2인 “직무몰입은 혁신지향적 조직문화가 직무성과에 미치는 영향관계에서 매개효과가 있을 것이다.”는 부분매개효과가 있는 것으로 나타남에 따라, 가설 2는 부분적으로 채택되었다. 마지막으로 연구가설 3은 두 개의 세부가설로 나누어지는데, 연구가설 3-1인 “서번트리더십 중 윤리성은 혁신지향적 조직문화가 직무성과에 미치는 영향관계에서 조절효과가 있을 것이다.”는 채택되었다. 그리고 연구가설 3-2인 “서번트리더십 중 관계형성 및 권한위임은 혁신지향적 조직문화가 직무성과에 미치는 영향관계에서 조절효과가 있을 것이다.”는 기각되었다. · 공헌점 및 기대효과: 첫째, 본 논문의 연구결과는 기업의 조직문화의 중요성을 상기시키고 올바르고 건강한 조직문화를 형성하기 위해 노력해야 함을 시사한다. 둘째, 본 논문은 인적자원 관리 분야의 연구영역 확장에 기여한다. 특히, 리더십 중 서번트리더십의 효과에 대하여 객관적인 연구결과를 제시함 ... · Research topics: This paper studies how a company's innovation-oriented organizational culture affects job performance. It also studies whether work commitment has a mediating effect in the relationship between corporate innovation-oriented organizational culture and job performance. Furthermore, this paper investigates whether managerial servant leadership has a moderating effect in the relationship between innovation-oriented organizational culture and job performance. · Research background: Innovation-oriented organizational culture refers to a culture in which an organization promotes and supports innovation. Organizational innovation improves the competitiveness of the organization and is closely related to job performance. And members of organizations with an innovation-oriented organizational culture can align their organizational goals with individual goals by immersing themselves in their jobs with the support of active organizations. In addition, servant leadership in the leadership style can have a significant impact on the relationship between innovation-oriented organizational culture and job performance as members naturally respect and follow the leader. · Differences from prior research: First, this paper reminds corporate managers or organizational leaders that an innovative and change-free organizational culture should be formed by awakening the importance of an innovation-oriented organizational culture. Second, the research results of this paper contribute to the expansion of the research area in the field of personnel organization. In particular, it is expected to contribute to the development of leadership academic fields by presenting objective research results through empirical analysis on the influence of servant leadership. Third, useful information on organizational culture and leadership that should be considered when establishing a vision or goal to improve job performance practically is presented. · Research method: An online survey was conducted on office workers working in companies. A total of 328 people were asked to conduct a non-face-to-face survey by creating an online link, and after removing the questionnaire that responded insincerely or abnormally from the sample, the sample used for the empirical analysis was the questionnaire that 295 people normally responded to. In this paper, empirical analysis was performed to verify the hypothesis as follows. In addition, frequency analysis and descriptive statistical analysis were performed, and exploratory factor analysis and reliability analysis were performed. In addition, simple regression analysis was conducted, and mediating effect verification and moderating effect verification were performed. · Research results: Research Hypothesis 1, "Innovation-oriented organizational culture will have a positive effect on job performance," was adopted. And as research hypothesis 2, "Work commitment will have a mediating effect in the influence relationship of innovation-oriented organizational culture on job performance," was found to have a partial mediating effect, Hypothesis 2 was partially adopted. Finally, research hypothesis 3 is divided into two detailed hypotheses, and research hypothesis 3-1, "Ethics among servant leadership will have a moderating effect in the relationship between innovation-oriented organizational culture's influence on job performance," was adopted. And research hypothesis 3-2, "Relational formation and delegation of authority among servant leadership will have a moderating effect in the influence relationship of innovation-oriented organizational culture on job performance," was rejected. · Contribution points and expected effects: First, the research results of this paper remind us of the importance of corporate organizational culture and suggest that efforts should be made to form a correct and healthy organizational culture. Second, this paper contributes to the expansion of the research area in the fie...