조직시민행동의 선행요인과 성과평가에 미치는 영향 = Predictors of Organizational Citizenship Behavior and the Influence of Organizational Citizenship Behavior on Performance

다국어 초록 (Multilingual Abstract)

This study examines whether job satisfaction, organizational justice, and organizational commitment are robust predictors of organizational citizenship behavior and whether organizational citizenship (OCB) behavior influences the performance evaluation of individuals who display OCB in organizations. Data were gathered from 133 employees of quasi-public organizations through a questionnaire, and structural equation modeling for data analysis was employed. The findings drawn from the results are as follows: (a) job satisfaction positively influences organizational citizenship behavior; (b) distributive justice negatively influences organizational citizenship behavior; (c) procedural justice positively influences organizational citizenship behavior; (d) organizational commitment positively influences organizational citizenship behavior; and (e) organizational citizenship behavior influences performance. The implications of these findings are further discussed in the study.

국문 초록 (Abstract)

본 연구는 직무만족, 조직공정성, 조직몰입이 조직시민행동의 선행요인인지를 규명하고, 더 나아가 조직시민행동이 개인의 성과평가에 어떤 영향을 미치는지를 밝히는 데에 목적이 있다. 이를 위해 준공공부문에 종사하는 직원 133명으로부터 설문지 조사를 통해 자료를 수집하였으며, 수집된 자료를 가지고 구조방정식 모형을 사용하여 분석하였다. 분석 결과는 다음과 같다. 첫째, 직무만족은 조직시민행동에 긍정적(+) 영향을 미친다. 둘째, 조직공정성 차원 중 분배공정성은 조직시민행동에 약한 부정적(-) 영향을 미친다. 셋째, 조직공정성 차원 중 절차공정성은 분배공정성과는 다르게 조직시민행동에 긍정적(+) 영향을 미친다. 넷째, 조직몰입은 조직시민행동에 매우 강한 긍정적(+) 영향을 미친다. 다섯째, 조직시민행동은 이 행동을 수행하는 개인의 근무성과 평가에 긍정적(+) 영향을 미친다. 본 연구의 정책적 시사점은 첫째, 조직 관리자는 조직구성원들의 성과를 높이는 하나의 수단으로 조직시민행동을 활용할 수 있다는 점과 둘째, 조직구성들의 조직시민행동 수행을 촉진하기 위해서는 직무만족, 절차공정성, 조직몰입을 높여야 한다는 점이다.

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