한국 교사들의 직업윤리에 대한 인식과 조직유효성과의 관계 = (The) relationship between Korean teachers' recognition of work ethic and organizational effectiveness

국문 초록 (Abstract)

최근 들어 기업 경영진의 비리와 전문직 종사자들의 비윤리적인 행동에 대한 기사들이 끊임없이 언론에 발표되면서 직업윤리에 대한 관심이 급격히 높아지고 있다. 직업윤리는 조직과 사회를 건강하게 발전시키기 위해 가장 중요한 핵심이기 때문이다.
새로운 교원평가제, 업적에 따른 평가 체계, 다면평가제 등이 시행될 예정이다. 급변하는 교육환경에서 교사의 직업윤리와 조직유효성은 어느 때보다 더욱 강조되고 있다. 그러나 직업윤리에 대한 연구는 그리 많지 않은 실정이다. 특히 한국 사회에 존재하는 직업윤리에 대한 다양한 구성요소들에 대한 실증연구는 매우 부족한 실정이다.
본 연구자는 한국인의 의식 속에 존재하는 직업윤리의 다양한 구성요소들을 탐색하고 탐색된 직업윤리 구성요소들과 조직유효성의 연관성 그리고 이들 관계에 대한 재직기간과 성별의 조절효과에 대한 실증적인 연구를 통해 직업윤리에 대한 관심을 모으고 후속 연구를 촉진시키려는 의도에서 본 연구를 실시하였다.
본 연구의 목적은 다음과 같다.
첫째, 직업윤리에 대한 선행연구 분석을 통하여 직업윤리의 다양한 구성요소와 측정도구에 대해 탐색한다.
둘째, 직업윤리의 구성요소들과 교사의 조직유효성 간에 어떤 인과관계가 있는지 실증적으로 분석한다.
셋째, 직업윤리와 조직유효성 간의 관계에서 재직기간과 성별의 조절효과를 규명한다.
연구 목적을 달성하기 위해 경기도에 위치한 초등학교에 근무하고 있는 540명의 교사를 대상으로 설문조사를 실시하였으며 임의표본 추출방법을 사용하였다. 총 540부의 설문지를 배포하였고 회수된 설문지는 512부였고 회수율은 95%였다. 회수된 설문지 중 작성이 미비하거나 중심화 경향이 두드러진 설문지를 제외한 502부를 최종적으로 분석에 사용하였다. 수집된 자료를 분석하기 위해 SPSS 프로그램을 사용하여 측정도구에 대한 신뢰도 검증 및 타당도 검증을 실시하였으며 가설검증을 위해 상관관계 분석, 다중회귀분석 등을 실시하였다.
본 연구자는 선행연구 분석을 통해 다양한 직업윤리의 구성요소를 탐색하였다. 그리고 이들 구성요소에 대한 요인분석을 통해 10개의 구성요소를 찾았다. 요인분석을 통해 도출된 직업윤리의 10개 부문은 근면, 여가 축소, 일 중심성, 도덕성, 시간 절약, 자립, 만족 연기, 조화로운 관계, 집단주의, 유교적 역동성이었다.
직업윤리와 조직유효성의 관계에 대한 실증연구의 결과는 다음과 같다.
첫째, 직업윤리가 직무만족에 미치는 영향을 분석한 결과 직업윤리의 부문들 중 근면, 여가 축소, 일 중심성, 시간 절약, 유교적 역동성은 직무만족에 긍정적인 영향을 미치는 것으로 나타났다.
둘째, 직업윤리가 조직시민행동에 미치는 영향을 분석한 결과 근면, 일 중심성, 시간 절약, 자립, 조화로운 관계, 유교적 역동성은 조직시민행동에 긍정적인 영향을 미치는 것으로 나타났다.
셋째, 직업윤리가 조직몰입에 미치는 영향을 분석한 결과 근면, 일 중심성, 도덕성, 만족 연기, 집단주의, 유교적 역동성은 조직몰입에 긍정적인 영향을 미치는 것으로 나타났다.
넷째, 직업윤리가 직무만족에 미치는 영향에 대한 재직기간의 조절효과를 검증한 결과 근면, 여가 축소, 일 중심성과 직무만족과의 관계에 대하여 재직기간이 유의한 정(+)의 조절효과를 보이는 것으로 나타났다. 시간 절약, 만족 연기, 집단주의, 유교적 역동성과 직무만족의 관계에 대하여 재직기간이 유의한 부(-)의 조절효과를 보이는 것으로 나타났다.
다섯째, 직업윤리가 조직시민행동에 미치는 영향에 대한 재직기간의 조절효과를 검증한 결과 여가 축소, 조화로운 관계와 조직시민행동의 관계에 대하여 재직기간이 유의한 정(+)의 조절효과를 보이는 것으로 나타났다. 자립과 조직시민행동의 관계에 대하여 재직기간이 유의한 부(-)의 조절효과를 보이는 것으로 나타났다.
여섯째, 직업윤리가 조직몰입에 미치는 영향에 대한 재직기간의 조절효과를 검증한 결과 도덕성과 조직몰입의 관계에 대하여 재직기간이 유의한 정(+)의 조절효과를 보이는 것으로 나타났다. 만족 연기, 집단주의와 조직몰입의 관계에 대하여 재직기간이 유의한 부(-)의 조절효과를 보이는 것으로 나타났다.
일곱째, 직업윤리가 직무만족에 미치는 영향에 대한 성별의 조절효과를 검증한 결과 유의한 조절효과를 보이지 않는 것으로 나타났다.
여덟째, 직업윤리가 조직시민행동에 미치는 영향에 대한 성별의 조절효과를 검증한 결과 만족 연기, 조화로운 관계, 집단주의, 유교적 역동성과 조직시민행동의 관계에 대하여 성별이 유의한 정(+)의 조절효과를 보이는 것으로 나타났다. 근면, 시간절약과 조직시민행동의 관계에 대하여 성별이 유의한 부(-)의 조절효과를 보이는 것으로 나타났다.
아홉째, 직업윤리가 조직몰입에 미치는 영향에 대한 성별의 조절효과를 검증한 결과 일 중심성과 조직몰입의 관계에 대하여 성별이 유의한 정(+)의 조절효과를 보이는 것으로 나타났다. 여가 축소, 만족 연기와 조직몰입의 관계에 대하여 성별이 유의한 부(-)의 조절효과를 보이는 것으로 나타났다.
본 연구의 시

다국어 초록 (Multilingual Abstract)

In recent times, many business scandals, professionals' scandals and teachers' scandal were published with heavy headlines repeatedly. so work ethic is emphasized. New teacher evaluation system, performance-based and multi-source assessment system for teachers will be started. Due to a rapidly shifting educational environment, the gravity of teachers' work ethic and organizational effectiveness have been emphasized than at any other time, but the experimental research has been rarely studied.
Therefore, the pupose of this study is as follows.
First, to review of the various work ethic dimensions through reviewing literature.
Second, to test the effect of work ethic on organizational effectiveness(job satisfaction, organizational commitment, organizational citizenship behaviors, known as OCB).
Third, to verify whether Personal Characteristics such as tenure and gender may moderate between work ethic and organizational effectiveness(job satisfaction, organizational commitment, organizational citizenship behaviors, known as OCB).
For the purpose of this research, data was collected through a questionnaire given to a sample of 540 teachers teaching in Gyeonggi province. In order to test the hypotheses, 502 samples were analyzed with multiple regression analysis.
Researcher reviewed various work ethic dimensions through reviewing literature. and identified 10 dimensions through the factor analysis. The 10 dimensions emerged from the factor analysis were hard work, nonleisure, centrality of work, morality, saved time, self reliance, delay of gratification, harmony, collectivism, confucian work dynamics
experimental Research on the relationship between 10 dimensions of work ethic and organizational effectiveness was conducted. research findings can be summarized as follows.
First, five work ethic dimensions(hard work, nonleisure, centrality of work, saved time, confucian work dynamics) anong ten work ethic dimensions had positive effects on the job satisfaction.
Second, six work ethic dimensions(hard work, centrality of work, saved time, self reliance, harmony, confucian work dynamics) anong ten work ethic dimensions had positive effects on the organizational citizenship behavior.
Third, six work ethic dimensions(hard work, centrality of work, morality, delay of gratification, collectivism, confucian work dynamics) anong ten work ethic dimensions had positive effects on the organizational commitment.
Fourth, it was investigated whether tenure can moderate between work ethic and job satisfaction. It was founded that tenure positively(+) moderated between three work ethic dimensions(hard work, nonleisure, centrality of work) and job satisfaction. And it was founded that tenure negatively(-) moderated between four work ethic dimensions(saved time, delay of gratification, collectivism, confucian work dynamics) and job satisfaction.
Fifth, it was investigated whether tenure can moderate between work ethic and organizational citizenship behaviors. It was founded that tenure positively(+) moderated between two work ethic dimensions(nonleisure, harmony) and organizational citizenship behaviors. And it was founded that tenure negatively(-) moderated between self reliance and job satisfaction.
Sixth, it was investigated whether tenure can moderate between work ethic and organizational commitment. It was founded that tenure positively(+) moderated between morality and organizational commitment. And it was founded that tenure negatively(-) moderated between two work ethic dimensions(delay of gratification, collectivism) and organizational commitment.
Seventh, it was investigated whether gender can moderate between work ethic and job satisfaction. It was founded that can't moderate between work ethic dimensions and job satisfaction.
Eighth, it was investigated whether gender can moderate between work ethic and organizational citizenship behaviors. It was founded that gender positively(+) moderated between four work ethic dimensions(delay of gratification, harmony, collectivism, confucian work dynamics) and organizational citizenship behaviors. And it was founded that tenure negatively(-) moderated between two work ethic dimensions(hard work, saved time) and organizational commitment.
Ninth, it was investigated whether gender can moderate between work ethic and organizational commitment. It was founded that gender positively(+) moderated between centrality of work and organizational commitment. And it was founded that gender negatively(-) moderated between two work ethic dimensions(nonleisure, delay of gratification) and organizational commitment.
The implications of this research may be summarized as follows.
First, work ethic have been emphasized but the experimental research has been rarely studied. This research identified 10 dimensions(hard work, nonleisure, centrality of work, morality, saved time, self reliance, delay of gratification, harmony, collectivism, confucian work dynamics) through the factor analysis. The 10 dimensions can use as a variables of other researches on work ethic.
Second, the result of this experimental research on the relationship between work ethic and organizational effectiveness will provide the method to raise the level of teachers‘ organizational effectiveness. various management skill and teacher' training programs about work ethic will help to raise the level of teachers‘ organizational effectiveness.
Third, the result of this experimental research on whether tenure or gender can moderate between work ethic and organizational effectiveness will provide detail and sensitive method to raise the level of teachers‘ organizational effectiveness.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구의 필요성 및 목적 = 1
• 제2절 연구의 범위 및 방법 = 4
• 제2장 이론적 배경 = 5
• 제1절 직업윤리 = 5
• 1. 직업윤리의 개념 = 5
• 2. 직업윤리의 연구 동향 = 6
• 제2절 조직유효성 = 18
• 1. 직무만족 = 18
• 2. 조직시민행동 = 21
• 3. 조직몰입 = 24
• 제3절 직업윤리와 조직유효성과의 관계 = 26
• 제4절 조절효과 관련 변수 = 29
• 1. 재직기간 = 29
• 2. 성별 = 31
• 제3장 연구설계 = 34
• 제1절 연구모형 및 가설의 설정 = 34
• 1. 연구모형 = 34
• 2. 연구가설의 설정 = 35
• 제2절 변수의 조작적 정의 및 측정도구 = 41
• 1. 변수의 조작적 정의 및 측정 방법 = 41
• 2. 측정도구 = 46
• 3. 표본의 선정 및 자료수집 방법 = 47
• 제3절 측정도구의 신뢰성 및 타당성 = 48
• 제4장 실증분석 결과 = 53
• 제1절 변수들 간의 상관관계 분석 = 53
• 제2절 연구가설의 검증 = 56
• 1. 직업윤리와 조직유효성의 관계에 대한 가설 = 56
• 2. 직업윤리와 조직유효성의 관계에서 재직기간의 조절효과 <가설 4> = 61
• 3. 직업윤리와 조직유효성의 관계에서 성별의 조절효과 <가설 5> = 77
• 제3절 가설 검증의 요약 = 90
• 제5장 결론 = 93
• 제1절 연구결과의 요약 = 93
• 제2절 연구의 시사점 및 한계 = 95
• 1. 연구의 시사점 및 논의 = 95
• 2. 연구의 한계 및 연구방향 = 99
• 참고문헌 = 101
• 설문지 = 119
• ABSTRACT = 124

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