직무특성과 주인의식문화가 심리적 소유감 및 태도에 미치는 영향

국문 초록 (Abstract)

종업원의 심리적 소유감은 조직에 대한 자발적 기여와 동기부여의 원천이다. 심리적 소유감이 높은 종업원들로 구성된 조직을 만드는 것이 많은 조직 관리자들의 목표이기도 한다. 본 연구는 심리적 소유감 형성 원인과 그 결과를 실증적으로 살펴보고자 한다. 즉 심리적 소유감 형성에 영향을 주는 직무특성과 조직문화특성을 규명하고, 심리적 소유감이 종업원의 태도에 어떤 영향을 주는가에 대해 살펴보고자 한다.
설문조사와 경로분석을 통해 얻은 연구결과는 첫째, 직무특성 중 직무교육의 기회가 많을수록 심리적 소유감이 높게 나타났다. 둘째, 종업원들이 소유지분에 대한 권리를 높게 지각할수록, 조직의 경영상황에 대한 정보권리를 충분히 보장받았다고 인식할수록 심리적 소유감이 높게 나타났다. 셋째, 심리적 소유감은 조직에 대한 책임감과 조직변화에 대한 수용성을 높였다. 마지막으로 심리적 소유감의 매개효과가 부분적으로 입증되었다. 연구결과를 기초로 한 토론과 함께 연구 한계 및 향후 연구방향에 대하여 논의하였다.

다국어 초록 (Multilingual Abstract)

The interest and concern on employee's psychological ownership for organization have been increasing highly. The reason for increasing concern on employee's psychological ownership is that psychological ownership does not only influence employee's attitude and behavior, but also is a key to organizational competitiveness. The purpose of this study is as follows. First, this study tried to verify antecedents and consequences of psychological ownership for organization. The antecedents were categorized into Job related characteristics(routine technology, autonomy, opportunity of job training), organizational culture related characters (right to equity, influence, information). This study investigated the effects of psychological ownership on the employee's attitudes (responsibility to the organization, acceptance to the organizational change). Second, this study tried to examine the mediating effects of employee's psychological ownership on the relationship between antecedents and employee's attitudes.
This study includes research findings, contributions and limitations for further studies and discussions.

목차 (Table of Contents)

• Ⅰ. 문제 제기 및 연구 목적
• Ⅱ. 선행연구 검토 및 가설 도출
• Ⅲ. 연구 방법
• Ⅳ. 연구 결과
• Ⅴ. 토의 및 결론
• 참고문헌
• abstract

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