전문가의 이중몰입 생성과정에서 심리적 계약의 역할 = The Role of Psychological Contract in Creating a Dual Commitment for Professionals

국문 초록 (Abstract)

  본 연구의 목적은 전문가의 경력지향성이 전문직업몰입과 조직몰입에 미치는 영향과 이 과정에서 심리적 계약의 매개역할, 그리고 심리적 계약이 전문가의 전문직업과 조직에 대한 이중몰입을 이끌어낼 수 있는지를 살펴보는 데 있다. 이를 수행하기 위해 205명의 전문가들을 대상으로 설문조사를 실시하였으며, 연구모형을 분석하기 위해 LISREL을 이용하여 경로분석을 실시하였다. 분석 결과, 전문인 지향성은 전문직업몰입에, 조직인 지향성은 규범적 몰입에 긍정적인 영향을 미치는 것으로 나타났다. 그리고 균형적 계약은 전문인 지향성이 정서적 몰입과 규범적 몰입에 부정적 영향을 미치는 것에 각각의 매개역할을 하였다. 또한 두 가지 경력지향성 모두 정서적 몰입에 영향을 미치는 데 있어 관계적 계약이 매개역할을 하였다. 마지막으로 심리적 계약 중 균형적 계약이 전문가의 정서적 몰입, 규범적 몰입, 전문직업몰입을 이끌어내는 선행변수가 될 수 있음을 확인하였다. 본 연구는 조직몰입을 다차원으로 분류하여 전문가의 경력지향성 및 심리적 계약과의 연관성을 제시하였다는 면에서 의의가 있다.

다국어 초록 (Multilingual Abstract)

  As globalization intensifies competition, organizations have been downsizing for more efficient management. An organization"s human capital is composed of various contract types. Increasing number of professionals in an organization means increasing degree of professional socialization. Here, it would be necessary to understand organizational value and culture to increase the work life satisfaction and career development of the professionals. In general, understanding work characteristics and organizational value helps workers adjusting to their task and leads them to organizational commitment. This study will consider the organizational adjustment process of professionals, under the following conditions.<BR>  First, shared occupational disposition needs to be examined. Previous studies show that a conflict exists between organizational culture and professionals" need. To resolve the conflict and maximize organizational effectiveness, it would first be necessary to understand the types of professionals, usually classified according to career orientation.<BR>  Second, psychological contract needs to be divided into several types along career orientation. Psychological contract refers to the different perceptions of mutual obligations that two parties-employees and organization-have for each other. Here, psychological contract can be divided into diverse types according to professionals" own identification.<BR>  Third, professional commitment can be compatible with organizational commitment. Most studies have assumed that a conflict exists between professional commitment and organizational commitment. However, if the organization meets the professionals" expectation and compensates for their contribution to organization, two types of commitment can be complementary.<BR>  The study investigates the relationship between professionals" career orientation and their commitment to the profession and organization. In the process, it will look at the mediating role of psychological contract between career orientations and commitment. Further, the study examines psychological contract as an important element that precedes commitment to the profession and organization. Data were obtained from 205 professionals, with which path analyses were conducted.<BR>  Our findings are as follows. First, cosmopolitan orientation had a direct positive effect on professional commitment, while local orientation had a positive effect on normative commitment. Second, cosmopolitan orientation was negatively related to affective/normative commitment, and the two were mediated by balanced contract. Between career orientation and affective commitment, however, relational contract had a mediating effect. Third, balanced contract was positively associated with affective, normative, and professional commitment.<BR>  The study contributes to our understanding of the role of psychological contract in creating a dual commitment on the part of professionals. The study is meaningful also since the relations among career orientations, psychological contract, and organizational commitment have been examined through a multidimensional approach of organizational commitment - affective, continuance, and normative. Therefore, an effective management system must consider individual disposition, career development, and compensation to enhance the commitment of professionals in pursuing organizational goals.

목차 (Table of Contents)

• 〈초록〉
  Ⅰ. 서론
  Ⅱ. 이론적 배경
  Ⅲ. 연구모형과 가설설정
  Ⅳ. 실증분석 및 가설검증
  Ⅴ. 결론 및 토의
  참고문헌
  ABSTRACT
  

참고문헌 (Reference)

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