기업 내에서 비윤리적 행동에 대한 인식과 행동의도 = Ethical Judgment and Behavioral Intention within an Organization

국문 초록 (Abstract)

기업경영환경이 글로벌화 되고 기업의 사회적 영향력이 커짐에 따라 기업의 윤리경영과 사회적 책임은 지속 가능한 경영을 위한 필수적 요소로 인식되고 있다. 이에 따라 본 연구는 국내기업에서 자주 관찰되는 윤리적 딜레마 상황을 인터뷰와 설문을 통해 26개를 추출하고, 각각의 상황에서 행위자의 비윤리적 행동의 심각성 정도와 이에 대한 관찰자의 행동의도를 사무직 종사자 154명에게 질문하였다. 26개의 상황을 윤리적 심각성을 인식하는 정도에 따라 배열하고 이러한 상황에서 행위자가 비윤리적 행동을 인식했을 때 이를 바로잡고자 하는 관찰자의 행동의도의 우선순위를 각각 나누어 보았다. 관찰자가 비윤리적 행동의 심각성을 인식한다고 해서 이를 시정하기 위한 행동으로 항상 옮기지는 않았다. 개인에게 직접적인 피해를 주는 비윤리적 행동에 대한 심각성의 인식정도가 높았지만 비윤리적 행동을 시정하기 위한 관찰자의 행동의도는 조직에 피해를 주는 비윤리적 행동에서 높게 나타났다. 26개의 딜레마 상황을 요인분석에 의해 다시 4가지로 구분하여 행위자와 관찰자와의 사회적 정체성이 일치하거나(우리회사 사람) 상이할 때(경쟁회사 사람), 동일한 비윤리적 행동에 대한 관찰자의 윤리적 판단에 차이가 발생하는지를 실증적으로 밝혔다. 그 결과 동일한 비윤리적 행동에 대해서 ‘우리회사’ 소속 사람의 행동보다 ‘경쟁회사’ 소속의 사람의 행동에 대해 비윤리적 심각성을 더 높게 인식하는 것으로 나타났다. 연구의 결과 조직 구성원들의 윤리의식은 행위자와의 관계에 영향을 받고 비윤리적 행동이 개인의 이득과 관련되어 있을 때 상대적으로 관대한 평가를 하는 것으로 나타났다.

다국어 초록 (Multilingual Abstract)

This study examines the difference between the employees’ ethical seriousness and behavioral intention in organization by using in-basket method. We predicted that individuals use double-standards in judging ethical issues in organization. Data were collected from 154 employees in Korean companies in various industries. From interview, we first extracted representative 26 unethical behaviors that organizational members frequently encounter in their organizational life. Additionally, we relocated 26 unethical behaviors by the ethical seriousness as a result of frequent analysis. And, we relocated the behavioral intentions by the frequency. We find out that there are differences between the employees’ ethical perception and the whistle blowing behavior. Employees perceived ‘Personal-interest’ behavior more serious than other behaviors’. And employees responded they may whistle-blow when they observed ‘Organizational deception’.
A closer look to the ethical perception, we also classified unethical behaviors into four dimensions by factor analysis: there are people-related, result-oriented, personal-interest, and deception. We find out that employees use different ethical standards for their own behavior in comparison with others’ behavior. We argue that employees’ ethical judgments of others’ behavior can be varied by whether they share the same organizational membership. Theoretical and managerial implications of our research for further understanding of unethical behaviors are discussed.

목차 (Table of Contents)

• 《요약》
• Ⅰ. 서론
• Ⅱ. 이론적 배경
• Ⅲ. 연구 방법
• Ⅳ. 연구 결과
• Ⅴ. 논의 및 결론
• 참고문헌
• Abstract

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