조직구성원의 직무특성과 조직특성이 조직몰입에 미치는 영향에 관한 연구 = (An) Empirical Study on the Employees' Job Characteristic and the Organizational Characteristic on Organizational Commitment

다국어 초록 (Multilingual Abstract)

Managers alike are increasingly attending to the way jobs are designed as an important factor in determining the motivation, Organizational Commitment are designed as an important factor in determining the motivation, and performance of employees at work.
The job character or organizational characteristics theory was introduced as scientific management, job rotation, job enrichment, job characteristics alike, but the relationship but ween job characteristics.
The objectives of this research introduce the new job characteristics and test effectiveness of the Organizational Commitment model.
Employee growth need strength was offered as a moderator between job dimensions and outcome.
Criticisms are suggested on job characteristics model. In order to solve the problem of the critics of job characteristics model, subsequent moderators was suggested : growth need strength, knowledge and skill, job context satisfaction, and job longevity.
Data ware collected from employee in 3 organizations around daejeon region.
Question naries were distributed to 166 individuals. The question naries consists of 77 items with responses on five point Likert scale.
Relationships among variables are analyzed by the help of computer system.
For the analysis, this used the statistical Duncan such as T-test analysis. Anova analysis, Person Correlation analysis and Simple Frequency analysis.
The results of the study are summarized as followings :
1. the job characteristics variables was in autonomy, skill variety, feedback from outsides than others.
2. There was the significant Positive interrelation between job character or organizational characteristics or Organizational Commitment.
According to the theoretical background and the empirical study, results of this study are as follows.
First, difference but ween employee difference but ween employee job characteristics and required job characteristics were exist.
Second, Opportunity of promotion and condition to raise a professionality should be voluntarily provided according to needs of organizational commitment.
Third, job longevity relate between job characteristics and organizational commitment.
Managers should give more attention to Managers should give more attention to job desine to fulfill employee need and enhance quality of working life.
That suggests some implications to raise job character and organizational characteristic as follows.
When job is being performed, it is important to have a job which satisfies individual interest. So personal characteristics has to be considered.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 문제의 제기 및 연구의 목적 = 1
• 제2절 연구의 범위 및 방법 = 2
• 제3절 연구의 구성 = 3
• 제2장 이론적 배경 = 4
• 제1절 직무특성에 관한 이론 = 4
• 1. 직무특성의 개념 = 4
• 1) 개인적 특성 = 6
• 2) 조직 구조적 특성 = 7
• 2. 직무특성 모델 = 9
• 3. 직무특성 구성 = 13
• 1) 기술다양성 = 13
• 2) 직무정체성 = 14
• 3) 직무 중요성 = 14
• 4) 자율성 = 14
• 5) 피드백 = 14
• 제2절 조직특성에 관한 이론 = 15
• 1. 조직특성 개념 = 15
• 2. 조직특성 구성 = 16
• 1) 구조적 특성 = 16
• 2) 과정적 특성 = 17
• 3. 조직특성 영향요인 = 18
• 1) 보상의 공정성 = 20
• 2) 상사와의 관계 = 21
• 3) 고용보장성 = 21
• 4) 참여가치 = 22
• 5) 조직명성 = 23
• 제3절 조직몰입에 관한 이론 = 23
• 1. 조직몰입의 개념 = 23
• 1) 정서적 몰입 = 25
• 2) 지속적 몰입 = 26
• 3) 규범적 몰입 = 27
• 2. 조직몰입의 중요성 = 28
• 3. 조직몰입의 영향요인 = 29
• 1) 개인적 요인 = 31
• 2) 역할관련 특성 = 32
• 3) 조직특성 = 33
• 4) 작업경험 = 34
• 4. 조직몰입의 구성요인 = 34
• 제4절 직무특성과 조직특성의 조직몰입과의 관계 = 36
• 1. 직무특성과 조직몰입과의 관계 = 36
• 2. 조직특성과 조직몰입과의 관계 = 37
• 제3장 연구의 설계 = 40
• 제1절 연구모형과 가설설정 = 40
• 1. 연구의 모형 = 40
• 2. 가설의 설정 = 41
• 제2절 설문지 구성 = 46
• 제4장 실증연구의 결과 = 48
• 제1절 연구의 설계 = 48
• 1. 변수의 조작적 정의와 측정 = 48
• 2. 조사 대상의 선정 및 자료수집 방법 = 55
• 1) 표본의 선정 = 55
• 2) 분석방법 = 56
• 제2절 연구결과 분석 = 57
• 1. 표본의 특성 = 57
• 2. 타당성과 신뢰성 검증 = 59
• 3. 인구통계적 특성에 따른 직무특성과 조직특성의 인식차이 = 63
• 제3절 연구가설의 검증 = 78
• 1. 인구통계적 특성과 조직몰입간의 관계 = 78
• 2. 직무특성과 조직몰입과의 관계 = 79
• 3. 조직특성과 조직몰입과의 관계 = 82
• 제5장 결 론 = 85
• 제1절 연구결과의 요약 = 85
• 제2절 연구결과의 시사점 및 한계점 = 87
• 참고문헌 = 89
• 설문지 = 95
• ABSTRACT = 103