조직시민행동(OCB) 연구에 대한 비판적 고찰

문형구(Hyoung Koo Moon),김경석(Kyoung Seok Kim) 한국경영학회 2006 經營學硏究 Vol.35 No.2

Academic interest in, and systematic investigations of OCB(Organizational Citizenship Behavior) are recent phenomena in Korea. In fact, it is only ten years since the first study on OCB was published. Despite such a short history, the number of studies on OCB have dramatically increased in Korea.On the whole, however, OCB studies in Korea do not seem to show such a dramatic increase in quality. This can also be seen in the fact that the majority of existing studies have empirically investigated the antecedents of OCB, most of which have replicated the studies conducted in the West. Consequently, OCB studies in Korea are now faced with the challenges for the new stage. This study critically examines the previous OCB studies in Korea. We compare the studies in Korea with those from abroad and through careful analysis, identify the areas to be improved. The discussions on OCB consist of three aspects: the conceptual, the substantive, and the methodological. First, the conceptual part includes the definition of OCB and deals with its sub-dimensions. Second, discussion on the practical aspect covers the antecedents and outcomes of OCB. Finally, the methodological aspect of this paper deals with the methodological problems, which include OCB measures, sources of observation, and research design. Through a critical analysis of those three areas, this paper aims to provide a general survey of OCB research trends in Korea, and to make suggestions for future research. In comparison with research abroad, OCB studies in Korea in general show the following characteristics. First, there are not many studies that critically and comprehensively analyze the definition of OCB. Korean research covering the conceptual aspect are not only hard to find -- the studies that do are often superficial and merely give a definition of what OCB is. Most Korean studies cite Organ’s 1988 definition of OCB, and definitions of OCB sub-dimensions are also adopted from foreign papers. Even the Korean translation of OCB is a matter of debate -- various terms are used, and translation of sub-dimension terms are likewise inconsistent.Second, there have been a relatively wide variety of studies dealing with the practical aspect. Among such research, there are occasionally some theoretical papers that center only on theoretical hypotheses and propositions, but the vast majority are empirical studies that actually prove hypotheses in practice. Job attitudes and leadership behavior are the most commonly researched antecedents of OCB, and individual traits such as personality are also quite often dealt with. As for the consequences of OCB, the focus has been mostly on organizational performance, with hardly any research on individual performance.Lastly, in the methodological aspect, a considerable variety of research methods have been employed. Most empirical studies utilize the survey methods, but there have been notable attempts at longitudinal research, meta-analysis and experimental research. This merits a certain degree of attention, for it is difficult to find use of such methods even among the extensive OCB research abroad. There is, however, much room for improvement regarding the measurement of OCB. Aside from a few exceptions, most studies have relied on translated and modified versions of foreign OCB measures without any validity test. Moreover, most studies derive the material needed to prove hypotheses from a single source of observation through a method of self-report.

국내 조직공정성 연구의 동향과 향후 과제

문형구(Hyoung Koo Moon),최병권(Byoung Kwon Choi),고욱(Wook Ko) 한국인사조직학회 2009 인사조직연구 Vol.17 No.2

조직공정성은 모든 사회과학 분야에서 많은 관심을 쏟아 온 주제이다. 구성원이 지각하는 조직공정성의 정도가 조직 속 구성원의 태도와 행동에 커다란 영향을 끼치기 때문이다. 지난 15여 년간 조직공정성에 대한 국내 경영학계의 연구는 인사고과, 보상, 조직변화 등 다양한 상황 속의 조직공정성을 다루어 왔다. 국내 조직공정성에 관한 연구는 양적 측면에서 비약적으로 증가하였으나, 지금까지의 연구들을 돌이켜보고 미래의 연구방향을 고민하는 노력은 미흡한 편이다. 따라서 지난 15년간 이루어진 국내 조직공정성 연구들을 비판적으로 고찰하고 향후 연구 방향을 제시하는 것은 학문적으로 그리고 실무적으로 상당한 의미가 있다고 여겨진다. 본 연구에서는 국내 조직행동 및 인사ㆍ조직 분야의 학술지에 실린 총 62편의 조직공정성에 대한 연구들을 비판적으로 분석하였다. 분석의 구성은 전반적 연구현황, 이론ㆍ유형ㆍ연구형태 분석, 그리고 실질적 분석 등으로 이루어져 있다. 전반적 연구 현황에서는 국내 조직공정성 연구의 동향을 연구 편수, 연구 유형, 연구대상 등을 기술적으로 정리하였다. 이론ㆍ유형ㆍ연구형태 분석에서는 조직공정성의 이론 및 유형, 연구의 형태 그리고 연구방법 등과 관련한 이슈 및 한계점을 고찰하였다. 실질적 분석에서는 조직공정성의 선행요인과 결과변수, 조직공정성의 매개 및 조절 효과, 조직공정성 유형간의 상호작용 효과, 그리고 인구통계적 특성과 조직공정성 인식과의 관계 등을 중심으로 지금까지의 국내 실증 연구 결과들을 정리 분석하였다. 한국에서의 조직공정성 연구는 서구의 연구와 비교해 볼 때, 첫째 조직공정성 이론의 활용에 있어 특정 이론에 치우쳐 있다는 점, 둘째 조직공정성의 유형 중 분배공정성, 절차공정성, 그리고 상호작용공정성에 관한 연구는 활발히 이루어지 고 있으나 최근에 논의되고 있는 정보공정성에 관한 연구가 없다는 점을 지적할 수 있다. 또한 조직공정성의 선행요인과 결과변수에 관한 연구결과는 서구의 연구 결과와 비슷하게 나타나고 있다. 그러나 서구 연구에 비해 다양한 결과변수가 연구되지 못하는 것으로 나타났다. 본 연구에서는 국내 조직공정성의 향후 연구 방향을 다음과 같이 제안하고 있다. (1) 이론의 측면에서는 조직공정성에 관한 다양한 이론의 활용, 한국적 상황을 고려한 이론의 개발, 조직공정성 유형들 간의 인과관계에 대한 연구, 불공정성 에 대한 연구의 필요성 등을 제안하였다. (2) 조직공정성의 유형과 관련하여서는 조직공정성의 유형뿐만 아니라 조직공정성의 원천(공정성을 인식하는 대상, 즉 무엇에 대한 공정성인지)을 동시에 고려한 연구의 필요성, 정보공정성에 관한 연구의 필요성, 조직공정성 유형을 측정하는 도구의 개선을 제안하였다. (3) 연구형태 측면에서는 조직공정성 유형들간의 상호작용 효과에 대한 연구, 정성적 연구의 필요성, 분석수준의 확장 등을 제안하였다. (4) 마지막으로 실질적 분석에서는 조직 공정성의 다양한 결과변수에 대한 연구의 필요성(예를 들면 스트레스 혹은 직장 가정 갈등), 조직공정성의 선행 요인에 대해 더 많은 연구의 필요성, 조직공정성 인식 및 결과에 있어서 개인차와 감정의 역할을 다루는 연구의 필요성, 사회적 특성을 고려한 연구의 필요성을 제시하였다. 맺음말에서는 국내 조직공정성 연구의 향후 과제를 요약하고 본 연구의 한계점을 제시하였다. Organizational justice is a topic that has drawn much attention by all areas of social sciences. The great influence that perceived organizational justice has on the attitudes and actions of organization members is cited as the main reason for this heightened interest. For the last 25 years, domestic research has studied organizational justice in the context of many areas, such as performance appraisal, compensation and organizational change. Domestic literature has increased significantly in quantity, but has suffered some qualitative flaws. Specifically, there is an absence of research that critically reviews past studies to provide guidance for the future. Therefore, it is both academically and practically meaningful to critically examine the past 25 years of domestic research on organizational justice, and thus present a direction for further development in this field. In this study, we critically analyzed 62 studies on organizational justice, drawn from academic journals on organizational behavior and human resource management. Our system of analysis consists of a general overview of the research; an analysis of the theories, models and dimensions of organizational justice; and a substantive analysis. In the general overview, we describe a number of trends found in the past 25 years of research, according to quantity, research type, and subject of research. In the analysis of theories, models and dimensions, we consider the relevant issues and limitations regarding the theories, dimensions, study models and research methods for organizational justice. In the substantive analysis, we present a comprehensive analysis of the existing literature, focusing on aspects such as antecedents & consequences of organizational justice, mediating and/or moderating effects of justice, the interactive effects among different types of organizational justice, and the relationship between demography and perception of organizational justice. There are three major points that distinguish domestic organizational justice research from its Western counterpart. First, the research tends to focus on certain organizational justice theories, instead of covering a wider range. Second, among the different types of organizational justice, distributive justice, procedural justice and interactional justice are actively discussed, while there is virtually no mention of informational justice, which is highly relevant today. Third, while the research regarding antecedents and consequences of organizational justice have yielded similar results domestically and in the West, domestic studies on the consequences of organizational justice are relatively weak. In this study, we make the following suggestions for future research:1) Theory-utilize a wide array of organizational justice theories, develop theories that are tailored to domestic circumstances within Korea, analyze the causal relationships among different types of organizational justice models, recognize the need for research on organizational injustice; 2) Organizational Justice Types-conduct research that encompasses both organizational justice types and the sources of justice (that is, the subject of the justice inquiry), commence studies on informational justice, and improve the tools that are used to evaluate organizational justice models; 3) Research Models-conduct further research on the interactive effects among different organizational justice types, recognize the need for qualitative research, and expand the breadth of analysis; and 4) Substantive Analysis-recognize the need for research on the following topics:the various consequences of organizational justice (such as stress or work-family conflict), organizational justice antecedents, the effect of personal differences and emotions on perceptions of organizational justice, and the implications of societal characteristics on organizational justice. In conclusion, we summarize the issues that will need to be addressed in fu

기업의 사회공헌활동 현황과 성과와의 관계

문형구(Hyoung Koo Moon),박태규(Tae kyu Park) 한국비영리학회 2005 한국비영리연구 Vol.4 No.2

  우리나라에서도 기업들의 사회공헌활동은 계속적으로 증가하고 있다. 하지만 이러한 기업들의 사회공헌 활동은 아직도 장기적인 계획에 의한 꾸준한 활동이라기보다는 상황에 따른 일회성 활동에 그치고 있다. 즉 기업 사회공헌활동의 양적인 팽창에도 불구하고 질적으로 미흡함을 보여주고 있다. 기업의 사회공헌활동이 증가함에 발맞추어 한국기업의 사회공헌활동에 관한 현황에 관해서 지금까지 학계와 경제계 등에서 많은 노력이 이루어져 왔다. 그러나 지금까지의 연구는 대체로 현황의 분석에 머무르고 있어 사회공헌활동의 여러 양상에 관한 현황조사뿐만 아니라 성과와의 관계 등 좀 더 체계적인 연구가 필요하다고 여겨진다.   본 논문은 사회공헌활동의 효과적이며 효율적인 시행의 성공요인을 파악하려는 연구의 한 부분으로서 기업이 왜, 어떻게 어느 영역에 얼마나 공헌활동을 하는가를 살펴보았다. 또한 사회공헌활동의 성과지표로서 조직 구성원의 만족도, 이해관계자 만족도 그리고 경영상의 성과를 측정하여 앞에서 살펴 본 요소들과의 관계를 살펴보았다.   In Korea, social contribution by companies and corporate giving is increasing continuously. These acts of contribution, however, are largely one-off events, directed by circumstances of the time, rather than steady contributions with long term plans and goals. That is to say, in spite of a quantitative increase in corporate giving, it is still lacking in quality. Thus, a study analyzing current trends in acts of social contribution by corporations and corporate giving and suggesting the course of direction corporations should take in the future was thought necessary.   This study, as a part of the project exploring the success factors of corporate giving activities, examined corporate giving in Korea regarding the total amount, motives, barriers, and areas of corporate giving. Also, the relationships of the above mentioned aspects of corporate philanthropy with performance were examined. Finally, future directions of research in corporate philanthropy were suggested.

[일반논문] 상사에 대한 신뢰에 영향을 미치는 상사의 행동에 관한 탐색적 연구 : 정성적 접근

문형구(Moon Hyoung Koo),장용선(Jang Yong-Sun) 고려대학교 아세아문제연구소 2005 亞細亞硏究 Vol.48 No.3

One of the important issues in trust studies is that trust, a type of social capital, is effected greatly by the cultural situation in each country. Most studies on trust conducted in Korea, however, have been based on Western theories that are culturally very different. Therefore, there have been results from such studies that have been unsuitable to be applied or used to evaluate situations in Korea, and there is also the possibility that issues important to the Korean organization have been omitted. This study proceeds with awareness of such problems and, through qualitative and naturalistic inquiry, aims to find a way to approach and solve them. Among previously published trust studies, there is a relative lack of studies on how leaders can win the trust of their subordinates in the Korean organization. This study focuses on describing and understanding the actions of a leader that affect the formation of trust between a superior and a subordinate, as perceived by the subordinate. We have strived to identify and classify the various dimensions of superior behavior that bring about trust from the subordinates. We have found several dimensions of behaviors which are related with trust in superiors: Integrity, responsibility, ability to perform, provision of autonomy, ability to communicate, concerns for subordinates, consistencies in dealing with people, respect for subordinates, and intimacy. Directions for future research are suggested.

비영리·공공조직과 경영 마인드: 경영학적 접근 가능성의 모색

문형구(Hyoung-Koo Moon) 한국비영리학회 2003 한국비영리연구 Vol.2 No.1

본 논문은 비영리조직에 경영 미인드 혹은 효율적 경영이라는 개념을 도입 시행하여야 한다는 주장이 많은 논란을 수반하면서도 지속적으로 힘을 얻고 있다는 현실로부터 과연 비영리조직에 대한 경영학적 접근이 가능한지 혹은 필요한지 여부를 따져 물어볼 필요가 있다는 점을 논의의 출발점으로 삼고 있다 탐색적 연구로서 본 논문이 지적하고 있는 바는 다음과 같이 정리될 수 있다 첫째, 경영학적 접근의 본질을 정리하였다 둘째, 비영리 공공조직의 특성에 따라 경영학적 접근의 가능성 및 유용성이 달라질 수 있음을 지적하면서 비영리조직을 나눌 수 있는 방안의 예를 제시하였다 셋째, 경영학자에 의한 비영리조직 연구의 특징을 탐색적으로 살펴보았다 지금까지의 논의를 바탕으로 비영리조직에 대한 경영(학)적 접근의 유용성 및 가능성 연구의 미래 방향을 제시하면 다음과 같이 정리될 수 있다 ⑴ 비영리조직 연구에 있어서 내적 효율성을 높이는 방안에 관한 연구가 아직도 부족한 편이다 특히 민간단체의 경우 이제는 이념적 강조만으로는 조직의 존속이 어려워 질 가능성이 있다는 점에서 가치지향성(혹은 공공의 이익)의 확립과 더불어 조직 내부의 효율성을 제고하는 방안의 모색이 절실히 요구된다 ⑵ 시장지향성의 개념이 비영리조직에도 유용하게 적용될 수 있는지, 혹은 구체적 모습을 정의함에 있어서 영리조직과 비영리조직의 차이를 파악하여 다르게 적용되는지 등에 관련된 논의가 필요하다 ⑶ 영리조직과 비영리 공공조직의 차이점을 너무 강조하기보다는 유사점에 대해서도 같은 크기의 관심을 가지는 것이 필요하리라 여겨진다 Recently there has been much debate over whether or not Not-for-profit Organizations (NPOs) can benefit if they adopt and implement the concept of the "business mind" or "efficiency" Nonetheless, there still exist many ambiguities over the meaning of the "business mind" and the usefulness of the concept for NPOs Keeping this situation to mind, this paper of exploratory nature tries to answer the questions regarding (1) the meaning of managerial approach or the "business mind", (2) the nature of NPOs and how to classify them, and (3) what contributions, if any, have been made by the scholars in various business schools Observations and recommendations for the future research and practices are as follows. (1) More research on the improvement of internal efficiency is needed Nowadays, it is unlikely for the NPOs to survive with insufficient efforts in the area and heavily relying on the social causes as the major driving forces of the organizations (2) The concept of "market orientation" should be seriously taken into consideration in both research and practices for the NPOs (3) Attempts should be made to investigate both the differences and similarities between for-profit organizations and NPOs

국내신뢰 연구의 동향과 향후 연구방향에 대한 제언

문형구(Hyoung Koo Moon),최병권(Byoung Kwon Choi),내은영(Eun Young Nae) 한국경영학회 2011 經營學硏究 Vol.40 No.1

It has been well recognized that trust has a favorable influence on employee attitude, behavior, and performance, as well as organizational effectiveness. Accordingly, studies on trust have long flourished in various academic fields. In Korea, however, studies on trust started only around 2000, with a steady increase since then. However, previous studies on trust have rarely been systematically reviewed. Hence, the main purpose of our study is to summarize the existing research and to provide suggestions for future research through a comprehensive review of 96 studies on trust that have been published in major academic journals in the field of organizational behavior and human resource management. Our study comprises two sections. The first section is intended to summarize the results of in-depth analysis of topics such as trends and limitations, and the second section contains our suggestions for future research on trust in Korea. The findings regarding trends and limitations can be summarized as follows: First, conceptual analysis has demonstrated that, similar to studies in the West, most studies in Korea have researched trust using a psychological state approach, where trust is defined as the willingness of a party to be vulnerable to others (Mayer et al., 1995). Additionally, trustworthiness, which is defined as the characteristics that inspire favorable expectations of others, also has been researched as a concept synonymous with trust. However, although studies with a multi-dimensional concept of trust have increased, studies on the interrelationships among sub-dimensions of trust, such as developmental patterns an configurational characteristics, have not yet been conducted. Second, in terms of measurement analysis, we found that 51 trust measures were used, and approximately 70% of those measures (36) were used only once. This means that trust measures are extremely diverse, and thus there is little consistency in their use. Even so, most of these measures have been generally consistent with the definition of trust in each study; however, some studies did not operationalize trust measures in accordance with their definition of trust. Taken together, the use of diverse trust measures and the issues of inconsistency between trust measures and definitions seen in Korea are similar to those frequently seen in Western studies. Third, our analysis of empirical findings revealed that both transformational and transactional leadership have been studied primarily as antecedents. In most studies, job satisfaction, organizational commitment, and organizational citizenship behavior have been addressed as consequence of trust in most studies. In contrast, studies dealing with job and/or organizational characteristics and trustors` personal characteristics (e.g., personality) as antecedents of trust have been lacking. In addition, the moderators that affect the relationship between antecedent and trust have not been fully addressed. Empirical findings in Korea are similar to findings in Western studies in that trust has a strong relationship with employees` attitude, behavior, and performance in sequence. However, Korean findings differ in that procedural justice has a stronger relationship with trust in an organization than trust in a leader. Fourth, our analysis of research methods found that most studies in Korea have been empirical studies based on survey. In terms of research type, many studies have addressed trust in the context of vertical relationships between leader or management and employees rather than horizontal relationships among co-workers. In addition, most studies on trust have been conducted in the context of interpersonal relationships rather than inter-group or inter-organization relationships. Based on the above discussion, we suggest directions for future research on trust in Korea. First, a more diverse approach toward trust that incorporates factors such as personality and behavior is needed. To this end, n

제7분과 : 인사 / 조직 : The Effect of Feedback Sign and Diagnosticity of Self - efficacy and Goal Change

문형구 ( Hyoung Koo Moon ) 한국경영학회 1993 추계학술연구발표회 발표논문집 Vol.- No.-

한국투자기업의 현지종업원 조직몰입도 및 그의 결정요인 - 인도네시아 및 중국을 중심으로 -

신만수,문형구 ( Mann Soo Shin,Hyoung Koo Moon ) 한국국제경영학회 1997 國際經營硏究 Vol.8 No.1

This study is about the organizational commitment of the workers employeed by large Korean firms and their overseas subsidiaries in Indonesia and China. The two subdimentions of the organizational commitment, affective and continuance commitment were analyzed, using Allen and Meyer`s 24 item measure. The organizational commitment of 806 workers has been found to be significantly different depending on their nationalities. The affective commitment of Chinese and Indonesian workers was found to be significantly higher than that of Korean workers, whereas the continuance commitment of Indonesian and Korean workers was higher than that of Chinese workers. Among various factors determining the level of organizational commitment, nationality, formalization, centralization, skill variety, and task autonomy were found to be significant in explaining the organizational commitment of workers.

심리적 계약의 위반과정에서 매개변인과 조절변인에 관한 연구

김경민(Kyung Min Kim),문형구(Hyoung Koo Moon) 한국인사조직학회 2014 인사조직연구 Vol.22 No.2

본 연구는 개인이 심리적 계약의 위반을 인지하는 과정에서 매개변인과 조절변인, 그리고 선행변인의 영향력을 분석하고 있다. 첫째로 기존에 제시되었던 선행변인 중 하나인 조직사회화가 개인의 심리적 계약 위반에 영향을 미치는 과정에서 개인-조직 적합도가 미치는 매개효과를 살펴보았고, 둘째로 기존 연구에서 간과되었던 변수로서 리더의 관계적 행동이 개인의 심리적 계약의 위반에 영향을 미치는가와, 이 과정에서 조직의 인사제도에 대한 만족도가 미치는 매개효과를 살펴보았다. 마지막으로 이 모든 위반의 인지과정에서 개인차변수인 호혜성의 정도가 어떠한 영향력을 미치는가를 분석하였다. 보다 정확한 추론을 위해 시간차를 두고 반복 측정하는 연구설계를 적용하였다. 국내 대기업 종사자 중 근무기간이 2년 미만인 사람 222명을 대상으로 10주의 간격을 두고 두 번의 서베이를 실시하였으며, 독립변수는 첫 번째 서베이 결과를 사용하였고 종속변수인 심리적 계약의 위반은 두 번째 서베이 결과를 적용하였다. 분석결과, 조직사회화 과정과 심리적 계약 위반의 관계에서 개인-조직 적합도가 매개변인으로 작용하였다. 즉, 조직사회화 과정이 제도화될수록 개인과 조직 간 적합도가 증가하여 결과적으로 개인은 심리적 계약의 위반을 덜 인지하는 것으로 나타났다. 또한 리더의 관계적 행동은 인사제도 만족도와 유의한 관련성은 보였지만, 인사제도 만족도가 심리적 계약의 위반에 유의한 영향을 미치지는 못하였다. 즉, 인사제도 만족도의 경우 매개효과는 나타나지 않았으며, 오히려 리더의 관계적 행동은 개인-조직 적합도를 매개로 위반에 영향을 미치는 것으로 나타났다. 마지막으로 호혜성의 정도는 조절변인으로 작용하여, 개인이 호혜적 원칙을 강하게 보유할수록 개인-조직 적합도가 심리적 계약의 위반에 미치는 영향력이 강화되었다. 이러한 결과는 심리적 계약의 위반이 구체적으로 어떠한 과정을 거쳐 발생하는가에 대한 보다 세부적인 설명을 가능케 함으로써, 위반의 인지과정을 보다 정확히 이해하는 데 기여하고 있다. 또한 위반의 인지에 있어 리더십적인 요소의 영향력과 개인차 변수인 호혜성의 조절효과를 검증함으로써, 조직이 종업원의 심리적 계약 위반을 보다 효과적으로 관리하는 데 있어 새로운 시사점들을 제시하고 있다. This study examined mediating and moderating variables in the process of psychological contract breach, which is the perception by employees that promised obligations in the relationship with their organization have not been delivered. This perception has been revealed to have an effect on individuals' behaviors, emotions, and attitudes within an organization. In particular, when individuals perceived a breach of the psychological contract, their job satisfaction, in-role and extra-role behaviors, organizational commitment, trust, and positive emotions decreased. In addition to this, introducing human resource practices, organizational performance, organizational socialization, and the perception of organizational support have been identified as antecedents of psychological contract breach. Other studies have proposed that this breach works as a mediator in the relationship between organizational justice and organizational citizenship behavior, and the relationship between leadermember exchange and the intention to quit. Like this, previous studies have focused mainly on the antecedent of the psychological contract breach and breach's mediating effect on other variables. However, little attention has been paid to the causal processes that could explain why those variables lead to psychological contract breach. In other words, research on mediators that could explain the relationship between the antecedents and breach perception has been rare. Without understanding these mediating processes, the reasons why individuals perceive breaches to have occurred cannot be fully explained, and solutions that allow an organization to effectively manage individuals' psychological contracts are more difficult to establish. In this respect, the present study attempts to determine the mediating factors in the breach perception process. Specifically, we consider for the first time person-organization fit and the satisfaction with human resource practices within an organization as mediators of breach perception. This study also consolidates the causal relationships between variables using a longitudinal research design. Previous literature has been based primarily on cross-sectional data sets, the use of which in the inference of causal relationships by way of correlation could introduce methodological biases. Therefore, to overcome this limitation, this study uses longitudinal data gathered at two different points in time from the same participants. In the first survey, independent and mediating variables were measured, whereas dependent variables were assessed in the second survey. In doing so, this study suggests a new antecedent and moderator that has been overlooked in the previous literature. In this analysis, an attempt is made to not only clearly understand breach perception mechanisms, but also elicit theoretical and managerial implications from this. The specific model of this study is as follows. Firstly, it suggested that supervisors' relational behaviors would lower the level of psychological contract breach. In regards to mediators, this paper then suggested that person-organization fit would mediate the relationship between organizational socialization tactics and psychological contract breach. It also proposed that satisfaction with human resource practices would mediate the relationship between supervisors' relational behaviors and subordinates' psychological contract breach. Lastly, it proposed that the extent to which individuals hold reciprocity norms would moderate these two relationships. A longitudinal research design was applied to examine the causal relationship between these variables. A total of 222 newcomers to Korean companies were surveyed twice, with a 10-week interval between surveys. All questionnaires were sent by mail to participants along with a pre-stamped return envelope. Participants were requested to write down their personal ID, comprised of a series of letters or numbers, in order to anonymo

집단의 사회적 자본이 집단 효과성에 미치는 영향에 관한 연구

박혜원(Hye-Won Park),문형구(Hyoung-Koo Moon) 한국인사조직학회 2007 인사조직연구 Vol.15 No.4

  최근 기업의 실행 단위로 집단의 중요성이 점점 증가하고 있으나 집단의 사회적 자본에 관한 연구와 그 메커니즘을 밝힌 연구는 많지 않다. 본 논문은 집단의 사회적 네트워크가 집단성과에 미치는 영향과 그 메커니즘을 연구하고자 한다.<BR>  본 연구에서는 13개 기업에서 65개 팀을 조사하여 집단의 사회적 네트워크가 팀 성과에 미치는 영향을 네트워크 효과가 매개하는지 회귀분석을 통하여 분석하였다. 즉, 집단의 네트워크 다양성, 타 부서 리더들과의 연계 정도, 집단 구성원들의 외부 경계활동 참여정도 등이 팀 성과에 미치는 영향을 정보, 자원, 사회정치적 지원이 매개하는지에 관하여 고찰하였다.<BR>  실증연구 결과 네트워크 다양성이 팀 성과에 미치는 영향을 정보, 자원이 매개하는 것으로 나타났다. 다른 집단 리더들과의 연계정도가 팀 성과에 미치는 영향을 자원이 매개하는 것으로 나타났다. 그리고 네트워크 다양성이 높은 집단의 경우 내부에 강한 게이트키퍼가 존재하면 팀 성과가 높아지는 것으로 나타났다. 이와 같은 연구 결과를 바탕으로 본 논문의 시사점과 한계를 논의하고 집단의 외부 네트워크에 관한 미래 연구방향을 제시하였다.   This study examines the factors affecting team performance from a social network perspective. Existing studies dealing with team performance usually focus on factors regarding the internal functioning of a team. Such an approach cannot fully understand the complex mechanism of team performance. For better performance, teams have to exchange and combine resources with each other, while building good internal processes. For this reason, it is important that we understand how teams get to exchange external resources for better team performance.<BR>  Drawing on social network theory, we explain how a team"s external networks influence team performance. We develop hypotheses that relate a team"s external network structures to its performance. In considering network structures, we focus on network diversity. Network diversity can be formed horizontally or vertically within organization. Horizontal network diversity refers to the extent to which the team has ties with diverse teams. Through horizontal network diversity, a team can gain access to diverse information, resources, socio-political supports that contribute to its overall performance from diverse teams. The second type of network diversity is vertical network diversity. Vertical network diversity is defined as the extent to which the team has ties with leaders of other teams. Formal leaders have the authorities to mobilize the various resources that enhance a team performance. Thus, the teams that have ties with many formal leaders can better utilize resources they need.<BR>  In addition to network diversities, we examine the effect of the gatekeeper on the team performance. According to information processing theory, when the information processing capacity of a team does not correspond to the information processing need, the team cannot perform well. Having many diverse ties, the team has to handle diverse information, resources, and supports. Hence it should have more gatekeepers than the one that has smaller number of ties. We examine the joint effect of diverse ties and the gatekeepers of the team.<BR>  Most of the existing network studies measured only the social ties of the groups and assumed that various resources flew through the ties and ultimately influenced group performance. Our study aims to distinguish network structure from network benefits which are presumed to flow through social ties. This distinction helps us to understand the mechanism in which social networks influence group performance. We propose resources, information, socio-political supports as network benefits.<BR>  Our hypotheses are as follows. First, the effects of a team"s diverse social ties on team performance are mediated by access to information, resources, and socio-political supports. Second, the effects of a team"s social ties with other teams" formal leaders on the team performance are mediated by access to information, resources, and socio-political supports. Third, in the team with many diverse social ties, the effects of the extent to which external networking is decentralized by the team members on the team performance are mediated by access to information, resources, and socio-political supports.<BR>  The work group in this study was drawn from 24 organizations in Korea. Following previous research on the network properties of work groups in organization, we excluded work groups with less than 80% response rate on our questions. These exclusions reduced the final sample to 65 work groups ranging in size from 3 to 10 members. The work groups" main functions included accounting/finance, marketing/sales, production management, human resources, strategy, MIS, research and development.<BR>  Using egocentric method, we surveyed task advice network structures of the team members. Network properties included alter"s name, position in his/her team, and the name of alter&quo