조직공정성이 구성원의 혁신적 행동과 직무성과에 미치는 영향 : 지식공유와 조직·상사지원인식의 매개효과

다국어 초록 (Multilingual Abstract)

There have been questions and discussions about how to measure organizational justice; however, fewer studies have attempted to closely investigate the relationship of interactional justice, which is a dimension of organizational justice, with outcome variable in terms of informational justice and interpersonal justice. Therefore, this study examined interactional justice of two aspects, informational justice and interpersonal justice and analyzed its relationship with innovative behavior of members of an organization. With knowledge sharing as the parameter, its effectiveness was also verified.
This study can be summarized as follows. First, four dimensions of organizational justice have a positive influence by knowledge sharing of members. Thus, it can be seen that distributive justice, procedural justice, and interactional justice, which members are aware of, boost knowledge sharing among members. Second, knowledge sharing has a positive effect on innovative behavior of members. Third, Knowledge sharing partly mediates the link between innovative behavior of members and distributive justice, interpersonal justice, and informational justice.
This study has theoretical, practical implications as follows. First, this study showed that organizational justice, members perceive, and knowledge sharing are a prerequisite to innovative behavior of members. Even though knowledge sharing in organizations has considerable influence over innovative behavior, an essential prerequisite to organizational innovation, domestically little research has been carried out through an empirical analysis. In this sense, this study is meaningful in that it showed raising the awareness of organizational justice and knowledge sharing activities are important in order to encourage innovative behavior among members.
Second, while existing research mainly is based on variables related to organizations, this study focuses on innovative behavior of members. In particular, it showed how organization justice affects innovative behavior by investigating the mediating effect of knowledge sharing on the relationship between organizational justice and innovative behavior. This result implies that the management should make more efforts to increase knowledge sharing of members as well as improve organizational justice in order to boost innovative behavior of members in practice.
Further research should address these limitations. First, there can be limitations in generalizing the results of the study. Even though those surveyed included a wide range of people in ages and jobs, due to time and geographical restrictions, there could be biased samples. The results of future studies should be generalized by carrying out empirical research in which the target population of a more various jobs, organizations, and classes are surveyed.
Second, because independent and dependent variables were both measured by the same respondent in the survey, common method bias could have occurred. Harman’s one-factor test showed that common method bias was not serious in this study, but supervisors should be surveyed about job performance in order to minimized potential common method bias.
Third, other influential factors for innovative behavior and job performance should have been considered. A number of factors can influence job performance. Some of them are employees’ personality and the characteristic of the jobs; for example, self efficacy, job complexity, and task difficulty are likely to determine individual innovative behavior and job performance.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 연구 목적 1
• 제 2 절 연구범위 및 방법 4
• 제 2 장 연구의 이론적 배경 7
• 제 1 절 조직공정성의 개념과 이론 7
• 1. 조직공정성의 개념 7
• 2. 조직공정성 이론 9
• 3. 조직공정성의 유형 12
• 제 2 절 조직공정성과 혁신행동 및 직무성과의 관계 23
• 제 3 절 지식공유의 매개효과 27
• 1. 조직공정성과 지식공유의 관계 27
• 2. 지식공유와 혁신행동 및 직무성과의 관계 30
• 제 4 절 지원적 조직환경의 매개효과 32
• 1. 지원적 조직환경의 개념: 조직지원인식과 상사지원인식 32
• 2. 조직공정성과 조직·상사지원인식 33
• 3. 조직·상사지원인식과 혁신적 행동 및 직무성과의 관계 35
• 제 3 장 연구방법 38
• 제 1 절 연구모형과 연구가설 38
• 1. 연구모형 38
• 2. 연구가설 38
• 제 2 절 변수의 조작적 정의 및 측정도구 48
• 1. 조직공정성 48
• 2. 지식공유 49
• 3. 지원적 조직 환경 49
• 4. 혁신적 행동 50
• 5. 직무성과 50
• 6. 통제변수 51
• 제 3 절 조사방법 51
• 1. 표본의 선정 및 설문조사 51
• 2. 분석방법 53
• 제 4 장 실증분석 결과 54
• 제 1 절 표본의 인구통계학적 특성 54
• 제 2 절 신뢰도 및 타당성 분석 55
• 1. 독립변수의 요인분석 54
• 2. 매개변수의 요인분석 57
• 3. 종속변수의 요인분석 58
• 4. 요인별 문항의 구성과 신뢰도 61
• 제 3 절 단일응답자 편차의 검증 62
• 제 4 절 상관관계 분석 62
• 제 5 절 가설검증 63
• 1. 가설 1과 가설 2의 검증 결과 63
• 2. 매개효과의 검증 결과 65
• 제 6 절 가설검증 결과의 요약 76
• 제 5 장 요약 및 결론 78
• 제 1 절 연구결과의 요약과 시사점 78
• 제 2 절 연구의 한계점 및 향후 연구방향 80
• 참 고 문 헌 81
• ABSTRACT 97
• 설 문 지 101