조직 구성원의 비윤리적 행동의 선행변수와 조직몰입 = Antecedents of Unethical Behavior and Organizational Commitment

다국어 초록 (Multilingual Abstract)

This study examines the relation between antecedents of employees' unethical behavior and organizational commitment. The explanatory variables for unethical behavior are classified as either personal characteristics or organizational factors. The personal characteristics include demographic variables such as gender, age, tenure and self-efficacy. Organizational factors include corporate ethical value, code of ethics and ethics education, ethics officers and organization, and whistleblowing. The sample consists of 519 employees of 39 firms.
The results of the study indicate that there is no significant difference in the unethical behavior between opposite gender. Age and tenure are not significant in explaining unethical behavior. Self-efficacy is not significant in explaining unethical behavior either. The personal characteristics do not explain unethical behavior at all. The corporate ethical value is significantly negatively correlated with employee's unethical behavior. The corporate ethical value helps increase organizational commitment. The code of ethics and ethics education play the most important roles in explaining both unethical behavior and organizational commitment. These results suggest that the adoption of code of ethics and ethics education contribute to decrease unethical behavior and to increase organizational commitment. Ethics officers, organization and whistleblowing do not explain unethical behavior and organizational commitment. The hierarchical regression analysis indicates that organizational factors have stronger influence on unethical behavior than personal characteristics do. The results of this study has implications for corporate managers when they undertake corporate ethics program.

국문 초록 (Abstract)

본 연구는 조직 구성원의 비윤리적 행동의 선행변수와 비윤리적 행동 및 조직몰입과의 관계를 규명하려 하였다. 비윤리적 행동의 설명변수로는 인적특성 요인과 조직적 요인으로 구분할 수 있다. 본 연구에서는 인적특성 요인으로 자기유능감과 성별, 연령, 근무년수 등과 같은 인구통계적 변수를 채택하였다. 조직적 요인으로는 기업의 윤리가치, 윤리헌장 및 윤리교육, 윤리담당임원 및 조직, 내부고발 등으로 변수를 구성하였다. 29개의 기업 519명을 대상으로 실증적으로 연구하였다.
본 연구 결과에 의하면 인구통계적 변수 가운데 성별에 따른 비윤리적 행동의 차이는 없었다. 연령과 근무년수도 비윤리적 행동을 설명하는 유의한 변수가 되지 못했다. 기업의 윤리가치는 구성원의 비윤리적 행동에 유의한 부(-)의 설명력을 보여주었다. 기업 윤리가치는 조직몰입도 함께 증가시켜주는 요인으로 나타났다. 윤리헌장 및 교육변수는 구성원의 비윤리적 행동과는 선행변수 중 비윤리적 행동을 가장 잘 설명해주는 변수로 나타났다. 조직몰입에도 가장 중요한 설명변수이었다. 이 같은 결과에서 윤리헌장의 제정과 구성원에 대한 윤리교육은 비윤리적 행동을 제어할 수 있고 동시에 조직몰입도 향상시킬 수 있다는 것을 알 수 있다. 윤리담당임원 및 조직변수와 내부고발 변수는 각각 구성원의 비윤리적 행동과 조직몰입에 유의한 설명력이 없었다. 자기유능감 변수도 비윤리적 행동을 전혀 설명해주지 못했다. 비윤리적 행동이 인적요인 때문인가 아니면 조직적 요인 때문인가에 대해 위계적 회귀분석을 통해 분석한 결과 조직적 요인이 보다 더 영향력이 컸다. 이 같은 연구결과는 기업윤리 실천에 중요한 의미를 가져다준다.

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