윤리적 조직분위기와 규범적 윤리몰입성향이 조직유효성에 미치는 영향 : 윤리적 리더십의 매개역할을 중심으로 = (The) effect of ethical organizational climate and normative ethical disposition on the organizational effectiveness

다국어 초록 (Multilingual Abstract)

ABSTRACT


The Effect of Ethical Organizational Climate and Normative Ethical Disposition on the Organizational Effectiveness
- Focusing on the Mediating Role of Ethical Leadership


Choi, Kap Yeol
Advisor : Prof. Lee Kang-Ok, Ph.D.
Department of Business Administration
Graduate School of Chosun University

There is growing belief that organizations are social actors responsible for the ethical or unethical behavior of their employees and several constituencies. This trend is reflected in both the bases of legal judgments against corporations and in the reactions of society at large to corporate crime. Consequently academics have shown increasing concern for understanding and managing organizational normative systems that may guide the ethical behaviors of employees.
There are many important factors influencing the ethical practices and ethical behaviors of employees such as business ethics programs, ethical climates and cultures, and ethical leaderships. For many years, a common assumptions in organizational behavior research was that leadership influence organizational performance and effectiveness. Several research concluded that organizational effectiveness is influenced more by environmental factors than by people in top leadership positions. Consequently, it is evident that leadership does have a noticeable impact on organizational effectiveness.
Despite a few studies indicating that the actions of top management have minimal or no significant influence on organizational ethical behaviors, the role of management has been studied extensively with the common and intuitive conclusion that unethical decisions of business executives are significantly influenced by the perceived attitudes and behaviors of immediate supervisors, and senior management. Theses research strongly supports the conclusions that the ethical philosophies and values of management have major impact on the ethical choices and behaviors of employees.
This dissertation presents important steps in the developing of a model in which ethical organizational climate and subjective normative ethical commitment dispositions influences on the perceived organizational attractiveness and proactive behaviors through the mediating roles of ethical leadership. It examined the proposed model and relationships among samples of white-collar employees in Kwang-Ju, South Korea. Participants completed a survey that assessed the determinants(ethical organizational climates and subjective normative ethical commitment dispositions), meditator such as ethical leadership, and organizational outcomes(perceived organizational attractiveness and proactive behaviors).
Empirical research results showed that all measures in this model were psychometrically sound and theoretically useful. Furthermore, as perceived ethical climate and normative ethical commitment disposition are perceived as more positive, ethical leadership would be more perceived as positive. The more ethical leadership will be increase, the more organizational attractiveness will be perceived and proactive behavior will be behaved. Importantly, ethical leadership has a mediating role between the determinants and the outcomes, except the relationship between normative commitment dispositions and proactive behavior.
Additional research will be required to understand more about the cognitive processes involved in perceiving ethical leadership from different vantage points inside and outside the organization, and about the role in influencing employee and organizational behavior. It is hope that this dissertation will contribute to better understanding of the potential role of ethical leadership in enhancing the corporate values in Korea society.

목차 (Table of Contents)

• 목 차
• 제4장 1장 서 론 1
• 제1절 문제제기 및 연구목적 1
• 제2절 연구의 범위 및 구성 5
• 제2장 이론적 배경 6
• 제1절 윤리적 리더십 6
• 1. 윤리경영의 이해 6
• 2. 윤리적 리더십의 개념적 접근 9
• 3. 윤리적 리더십 이론과 선행연구 11
• 제2절 윤리적 리더십의 선행 변수 24
• 1. 윤리적 조직분위기개념과 선행연구 24
• 2. 규범적 윤리몰입 성향의 선행연구 29
• 제3절 윤리적 리더십의 결과 변수 31
• 1. 윤리적 리더십과 조직매력성 31
• 2. 윤리적 리더십과 선행적 행동 32
• 제3장 연구모형 및 연구가설 35
• 제1절 연구모형 35
• 제2절 연구가설의 설정 35
• 1. 윤리적 조직분위기와 윤리적 리더십의 관계 35
• 2. 규범적 윤리몰입과 윤리적 리더십의 관계 37
• 3. 윤리적 리더십과 조직유효성의 관계 38
• 4. 윤리적 리더십의 매개효과 38
• 제4장 연구조사방법 41
• 제1절 변수 설정 및 설문지 작성 41
• 1. 변수의 조작적 정의 41
• 2. 설문구성 43
• 3. 표본선정 및 분석방법 44
• 제2절 통계적 분석방법 46
• 1. 신뢰성 및 타당성 분석 47
• 2. 상관관계 분석 53
• 제3절 가설 검증 54
• 1. 윤리적 조직분위기와 윤리적 리더십에 대한 영향 검증 54
• 2. 규범적 윤리몰입성향과 윤리적 리더십에 대한 영향 검증 57
• 3. 윤리적 리더십과 조직매력성에 대한 영향 검증 58
• 4. 윤리적 리더십과 선행적행동에 대한 영향 검증 59
• 5. 윤리적 리더십의 매개효과 검증 60
• 제5장 결 론 73
• 제1절 연구결과의 요약 및 결론 73
• 1. 연구결과 73
• 2. 결 론 75
• 제2절 구의 시사점 및 한계점 87
• 1. 연구결과의 시사점 76
• 2. 연구결과의 한계점 77
• 참고문헌
• 설 문 지

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