인지된 조직지원과 상사지원이 조직시민행동에 미치는 영향|RISS 상세보기

다국어 초록 (Multilingual Abstract)

The purpose of this research was to examine how perceived organizational support(POS) and perceived supervisor support(PSS) affect organizational citizenship behavior(OCB). Organizational vision was tested if it moderates the effects of POS and PSS on OCB. Altruism and courtesy based on Organ(1988)`s OCB model were employed for this study. For this study, questionnaires were distributed into employees from twenty-five companies. A total of two hundreds ninety-one questionnaire was used to examine the hypotheses. The results of this study were as follows. First, POS had a significant and positive impact on organizational vision, but PSS did not have a significant impact on OCB. Thus, organizational vision had a positive and significnat impact on OCB. Second, organizational vision moderated the effects of POS on OCB including both altruism and courtesy, but it did not have any effects of PSS on OCB. When OCB was divided, organizational vision had a moderating effect on the relationship between POS and altruism. This result is consistent with the notion that employees are motivated to perform well and do more than formal job requirements and assignments when they perceive that organizations regard them as valuable resources and provide with more benefit than predetermined ones. Organizational vision provides employees with behavioral guideline because employees can make decisions and justify their behavior based on organizational vision when they are in conflict with critical issues such as organizational norms. Organizational vision plays a role that enhances the quality of relationship between employees and organization because it focus on both internal and external objectives and has a value system beyond economic benefits. Organizational vision also influences employees` attitude that stimulates or inhibit their behaviors, which lead to extral role behavior when employes are required to perform for their supervisor or peers as well as organization even though they are formally assigned to engage the additional works such as helping others without any incentives. Specifically, the organizational citizenship behavior is more promoted when employees have positive perception toward their organization and absorb their organizational vision. In summary, the results of this study indicates that organizational vision should be clearly defined and shared to encourage employees` OCB. The more precise organizational vision amplifies the effect of POS, the more employees embrace organizational vision.

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참고문헌 (Reference)

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