從業員 觀點에서 본 心理的 契約의 效果性에 관한 硏究 : 原因 및 調節變數를 中心으로 = Examining the effect of employees' psychological contract : With focus on predictors and moderators

다국어 초록 (Multilingual Abstract)

The purposes of this study are (1) to investigate the theoretical implications of various concepts and theories of sociology, political philosophy, organizational behavior, and organization theory in understanding the psychological contract, (2) to find out the similarities and differences between psychological contract and other concepts such as organizational commitment, job involvement, and job satisfaction to explain and predict employees' attitude and behavior with special focus on the merits of psychological contract, and (3) to conduct the empirical research in the areas which have been so far neglected.
The empirical research questions for the study are (1) what impacts the violation of psychological contract by organization has on the employees in terms of new psychological contract, job satisfaction, commitment, and intention to leave, (2) whether the predictors such as the level of information-seeking by employees and the functions provided by mentors influence the employees' perceptions of the violation of psychological contract, and (3) whether the impacts of the violation of psychological contract vary according to personal differences of equity sensitivity and self-monitoring.
The study was conducted on an exploratory basis with the sample of M. B. A. students in one of the large universities in Korea. All the data used in this study were collected through questionnaires.
The major findings of the study are as follows.
First, employees were found to perceive employees' obligations less when they felt that their psychological contracts were violated by organization, as hypothesized. Even though statistically insignificant, however, the result showed that employees also perceived employers' obligations less contrary to the hypothesis. This result can be interpreted into two ways. One explanation is that employees might feel that their expectations are too unrealistic, thus leveling them down. The other is that the violation lead to the loss of trust of employees toward organization, resulting in a feeling that it is unnecessary they maintain exchange relationships with their organizations any more.
Second, with regard to various outcome variables such as job satisfaction, commitment, intention to leave, the violation of psychological contract has negative impacts as hypothesized. That is, it appeared that the violation decreased job satisfaction and commitment of employees, and increased intention to leave.
Third, the possibility of equity sensitivity as a moderator between the perceived violation and outcome variables was also found. However, benevolent employees responded more negatively to the violation than entitled employees contrary to the prediction. Explanation for this result is that benevolent employees who are relation-oriented might respond to the violation by lessening their relational obligations to organization.
Fourth, the result revealed that self-monitoring moderated the level of employees' obligations to organization in response to the employer violation of psychological contract. Employees low on self-monitoring tended to decrease their obligations to employer after violation whereas those high on self-monitoring did change them little. In case of employer's obligations, even though statistically insignificant, the result indicated that the same pattern of employees' reaction to violations occured. That is, low self-monitors dropped the perceived level of employer's obligations while high self-monitors did not change them much.
Fifth, even though partially supported, the result indicated that the more actively employees were involved in information-seeking behavior, the less they perceived violation of psychological contract in the expected direction. Sixth, the result indicated that the more employees perceived mentor functions, the less they perceived the employer violaton of psychological contract, as predicted in the hypothesis.
This study has made several contributions for further researches on psychological contract. First, the study provides a theoretical background for the concept of psychological contract by reviewing the related theories and concepts. Secondly, the empirical part of this study expands the scope of previous researches on psychological contract by adding antecedents and moderators to the existing conceptual framework which was merely based on the relationship between violations of psychological contract and outcome variables.
The results of this study provide several practical implications for both employees and employers. Limitations and suggestions for future research are also highlighted.

목차 (Table of Contents)

• 〈Abstract〉
• 목차 = i
• 제1장 서론 = 1
• 제1절 문제제기 및 연구목적 = 1
• 제2절 연구의 기본전제 및 범위 = 3
• 제3절 논문의 구성 = 5
• 제2장 이론적 배경 = 7
• 제1절 심리적 계약의 기원 = 7
• 1. 전통적 사회계약론 = 7
• 2. 기업차원에서의 사회계약개념 적용 = 8
• 3. 종업원의 권리와 책임 = 9
• 제2절 심리적 계약의 개념 및 정의 = 10
• 제3절 심리적 계약의 내용 = 13
• 1. 심리적 계약의 특성 = 13
• 2. 심리적 계약의 기본요소 = 20
• 3. 심리적 계약의 유형 = 23
• 4. 유사개념들과 비교 = 48
• 제4절 심리적 계약의 근거를 제시하는 연구들 = 56
• 1. 상호호해의 원칙(the principle of reciprocity) = 56
• 2. 상호보완 차원(fit 측면) = 62
• 3. 상호호해 차원(교환측면) = 88
• 4. 통제적 관점에서 본 기존의 계약이론들 = 118
• 제5절 심리적 계약의 기존 연구들 = 137
• 1. 심리적 계약의 개념과 연구 = 137
• 2. 심리적 계약의 실증적 연구 = 148
• 제3장 개념적 연구모형 및 연구가설 = 163
• 제1절 연구의 개념적 모형 = 163
• 제2절 연구의 가설 = 164
• 1. 심리적 계약의 불이행 지각과 각 결과변수들간의 관계(가설1-가설4) = 164
• 2. 공정민감성과 자기통제성의 조졸변수로서의 역할 = 171
• 3. 심리적 계약의 불이행 지각의 원인변수 = 174
• 제4장 연구조사방법 = 179
• 제1절 조작적 정의 및 측정방법 = 179
• 1. 조작적 정의 = 179
• 1) 심리적 계약의 불이행 = 179
• 2) 심리적 계약(조직 및 종업원의무에 대한 종업원의 지각) = 180
• 3) 공정민감성(equity senitivity) = 180
• 4) 자기동체성(self-monitoring) = 182
• 5) 정보탐색활동(information-seeding) = 184
• 6) 멘토 역활 = 185
• 7) 직무만족 = 185
• 8) 조직몰입 = 186
• 9) 이직의도 = 188
• 제2절 표본의 선정 및 연구절차 = 189
• 1. 표본의 선정 및 특성 = 189
• 2. 연구절차 = 189
• 제5장 연구결과 = 192
• 제1절 측정도구의 특성에 대한 검증 = 192
• 제2절 가설검증 = 197
• 1. 심리적 계약의 불이행 지각과 각 결과변수들간의 관계(가설 1∼가설 4) = 201
• 2. 공정민감성과 자기통제성의 조절변수로서의 역할 = 205
• 3. 심리적 계약의 불이행 지각의 원인변수 = 214
• 제6장 결론 = 218
• 제1절 연구결과의 요약 및 해석 = 218
• 제2절 연구의 이론적 의미 = 223
• 제3절 연구의 관리적 의미 = 226
• 제4절 연구의 한계 = 228
• 제5절 미래연구방향 = 229
• 참고문헌 = 234
• 심리적계약연구를 위한 설문 = 255