조직공정성에 대한 구성원의 인식과 조직시민행동 및 혁신행동의 관계에서 조직지원인식의 매개효과 = The Cognition of Members on Organizational Justice and Mediated Effect of Perceived Organizational Support in Relation with Organizational Citizenship Behavior and Innovative Behavior

국문 초록 (Abstract)

본 연구에서는 조직공정성 지각을 통해 조직지원인식을 적극적으로 관리함으로서 혁신행동과 조직 시민행동 모두를 높일 수 있다는 관점을 바탕으로 연구의 영역을 확대할 수 있다는데 의의가 있다. 또 한 기존의 연구결과들을 기초로 하여 공기업에서도 기존이론들이 확대 적용될 수 있는지의 여부를 규명하고자 한다. 본 연구의 실증분석 결과를 요약하면 다음과 같다. 첫째, 조직공정성의 하위변수인 분배공정성, 절차공정성, 상호작용 공정성 모두 조직지원인식에 통계적으로 유의한 관계를 나타내었다. 둘째, 조직지원인식은 구성원들의 조직시민행동에 유의한 영향을 미치는 것으로 나타났다. 셋째, 조직지원인식은 구성원들의 혁신행동에 유의한 영향을 미치는 것으로 나타났다. 넷째, 조직공정성과 조직시민행동과의 관계에 있어서 조직지원인식의 매개효과를 검증한 결과 분배공정성, 절차공정성, 상호작용 공정성은 모두 조직지원인식을 매개하여 조직시민행동에 유의한 영향을 미치는 것으로 나타났다. 다섯째, 조직공정성과 혁신행동과의 관계에 있어서 조직지원인식의 매개효과를 검증한 결과, 분배공정성은 부분매개역할을 하는 것으로 나타났으며, 상호작용공정성은 완전매개 역할을 하였으며, 절차공정성은 매개효과가 없는 것으로 나타났다.

다국어 초록 (Multilingual Abstract)

In this study, as managing perceived organizational support by considering organizational justice, it has meaning that related study area can be expanded by increasing both innovative behavior and organizational citizenship behavior. Moreover, in earlier days, Most public enterprises have been privatized for securing competitiveness continuously, it is trying to study existing studies can be also applied to public enterprise or not. Followings are the summarized results of empirical analysis. First, low rank variables of organization fairness, justice of distribution, procedure and interaction, are all showing statically considerable relationship with perceived Organizational Support. Secondly, perceived organizational support has considerable effects on organizational citizenship behavior of members. Thirdly, perceived organizational support has considerable effects on innovative behavior of members. Fourthly, in the relationship between organizational justice and innovative behavior, after proving mediated effect of perceived organizational support, it is shown all justice of distribution, procedure and interaction have considerable effects on organizational citizenship behavior by mediating perceived organizational support. Fifthly, in the relationship between organizational justice and innovative behavior, after proving mediated effect of perceived organizational support, it is shown distribution justice has part of medicated effect, interaction justice has perfect mediated effect and procedure justice has no mediated effect.

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 이론적 배경 및 가설설정
• Ⅲ. 연구방법
• Ⅳ. 실증분석
• Ⅴ. 토의 및 결론
• 참고문헌
• Abstract

참고문헌 (Reference)

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