조직후원인식이 조직몰입과 직무만족에 미치는 영향에 관한 연구 : 상사 신뢰의 매개효과를 중심으로 = A Study on Effect of Perceived Organizational Support on Organizational Committment and Job Satisfaction

다국어 초록 (Multilingual Abstract)

ABSTRACT

A Study on Effect of Perceived Organizational Support on Organizational Committment and Job Satisfaction
-Centering on Mediating Effect of Trust-In-Supervisor-


Young-Ho Kim
Advisor : Prof. Kang-Ok Lee, Ph.D.
Department of Business Administration,
Graduate School of Business Administration,
Chosun University

This study investigated the perceived organizational support of take-out coffee shop employees, trust in supervisors, organizational commitment and job satisfaction and analysed the effect and differences based on Socio-Demographics.
As it was thought that the perceived organizational support has significant relations with trust in supervisors, organizational commitment and job satisfaction at coffee shops based on previous studies, we set out seven hypotheses. The samples used in the study were 150 employees working at take-out coffee shops in Gwangju: male employees (43.3%) and female ones (65.7%) mainly in twenties (83.3%).
As a result of analysing them, it was concluded as follows:
First, when the subjects perceived higher organizational support, in particular, those in organizational recognition showed higher trust in supervisors. The perceived organizational support had a significant relations with organizational commitment and job satisfaction. In particular, the factor of organizational recognition was significant in emotional organizational commitment and job satisfaction, and the factor of organizational support was significant in continuing organizational commitment.
Second, trust in supervisors, organizational commitment and job satisfaction had positive effects on one another. In particular, in consideration that β value was high, trust in supervisors was very important.
Third, the perceived organizational support and organizational commitment using trust in supervisors as a mediating variable had a significant relation in part with emotional commitment while they had no mediating effect on continuing commitment.
Fourth, only part of the hypothesis on the relations between the perceived organizational support and job satisfaction using trust in supervisors as a mediating variable was adopted as total effect of organizational recognition increased.
Fifth, the subjects in the thirties and with full-time job showed higher organizational commitment rather than those in the twenties and with part-time job. There were no socio-demographical differences in job satisfaction.
Based on such analytical results, the followings are suggested:
First, employers of take-out coffee shops should recognize that organized support for employees can contribute to higher organizational commitment and job satisfaction.
Second, employees' recognition on organizational support has a significant effect on trust in supervisors. Therefore, the employers should encourage employees to form trust and a sense of unity and devote themselves to organizational development through careful and sincere support in personnel management.
Third, as exchanges with supervisors are frequent in small business, if they make every effort to improve trust, trustful culture can be formed among employees.
Previous studies on the perceived organizational support and its effect were conducted mainly in respect to enterprises and hotels. However, this study has a great meaning in that it expanded its scope of research.

목차 (Table of Contents)

• 목 차
• ABSTRACT
• Ⅰ. 서 론 1
• 1. 연구의 배경과 목적 1
• 1) 연구의 배경 1
• 2) 연구의 목적 3
• 2. 연구의 구성 5
• Ⅱ. 이론적 배경 6
• 1. 커피전문점의 현황 및 개념 6
• 1) 커피전문점의 현황 6
• 2) 커피전문점의 개념 9
• 2. 조직후원인식 11
• 1) 사회적 교환이론 11
• 2) 조직후원인식의 개념 12
• 3. 상사신뢰 13
• 1) 신뢰의 정의 13
• 2) 상사신뢰의 개념 14
• 4. 조직몰입과 직무만족 15
• 1) 조직몰입 16
• 2) 직무만족 20
• 5. 상사신뢰와 조직몰입, 직무만족의 선행연구 23
• 6. 조직후원인식과 상사신뢰, 조직몰입, 직무만족의 선행연구 25
• Ⅲ. 연구모형 및 설문지 구성 27
• 1. 연구의 모형 27
• 2. 가설의 설정 27
• 3. 연구방법과 설문지 구성 30
• 1) 연구의 방법 30
• 2) 설문지 구성 31
• 3) 변수의 조작적 정의 33
• Ⅳ. 분석자료 및 가설검증 35
• 1. 조사대상 및 인구통계학적 특성 35
• 1) 조사 대상 선정 35
• 2) 인구통계학적 특성 35
• 2. 타당도 및 신뢰도 분석 36
• 1) 조직후원인식의 요인분석 및 신뢰도 분석 37
• 2) 상사신뢰의 요인분석 및 신뢰도 분석 38
• 3) 조직몰입의 요인분석 및 신뢰도 분석 38
• 4) 직무만족의 요인분석 및 신뢰도 분석 39
• 3. 구성개념들의 판별타당성 39
• 4. 가설의 검증 40
• 1) 다중공선성의 문제 40
• 2) 조직후원인식과 상사신뢰 41
• 3) 조직후원인식과 조직몰입 42
• 4) 조직후원인식과 직무만족 43
• 5) 상사신뢰와 조직몰입 44
• 6) 상사신뢰와 직무만족 45
• 7) 조직후원인식이 상사신뢰에 따른 조직몰입 46
• 8) 조직후원인식이 상사신뢰에 따른 직무만족 47
• 9) 가설검증의 요약 48
• 5. 인구통계학적 특성에 따른 차이검증 51
• 1) 조직몰입의 차이검증 51
• 2) 직무만족의 차이검증 52
• Ⅴ. 결론 및 시사점 54
• 1. 연구의 요약 54
• 2. 결론 56
• 3. 연구의 시사점과 한계 58
• 참고문헌 60
• 설문지 67