지각된 기업의 사회적 책임이 직무태도에 미치는 영향 : 조직신뢰와 조직정체성의 매개효과를 중심으로

다국어 초록 (Multilingual Abstract)

As the impact of business on society gets intensified, the expectation and demand for corporate social responsibility grows. In spite of the concern and investment of business, however, anti-business sentiment does not decrease, rather even show signs of increasing. In the meantime, many authors have researched corporate social responsibility but most of them focused on external effects including brand image promotion, consumer's purchasing intent, financial performance, etc. Recently with such issues derived from business as global financial crisis and polarization standing out as global common issues at the national level beyond the corporate level, companies encounters a wider social responsibility. Korea also have witnessed many of the social issues related to business and mounting criticism, and there are corporate performance-based system over the top and social responsibility for show behind the matter. This study deals with the effect of corporate social responsibility(CSR) perceived by the members of organization on their job attitude and looks into through what process CSR has an effect on job satisfaction, organizational commitment, and turnover intention with the media of organizational trust and organizational identity.
Literature review was carried out to discuss theoretical background for the topic of study and based on it, a conceptual research model was suggested to examine causal relations between components, followed by empirical analysis for verification. A method of questionnaire was used for the empirical analysis and a survey was conducted with the subjects of employees working for some companies.
The results of the study show the hypotheses established based on theoretical background were supported as follows: The perceived CSR had a significant, positive effect on organizational trust. The hypothesis that the perceived CSR would have a significant effect on job attitude had a significant, positive effect on organizational commitment, a significant, negative effect on job satisfaction, and an insignificant effect on turnover intention. It was found that organizational trust and job attitude, the perceived CSR and organizational identity, organizational identity and job attitude had positive effect relation. The perceived CSR had a positive effect on job attitude such as job satisfaction, organizational commitment, and decrease of turnover intention with the media of organizational trust and organizational identity. Such a result shows that if the employees of a company perceive their company is involved in social responsibility with sincerity, their organizational trust gets higher and their tendency to take their company's identity as their own if organizational value and culture are desirable. Considering this, it is empirically shown that CSR would have a positive effect on the organizational trust and organizational identity of employees and ultimately contribute to their job attitude. This result suggests that organizational trust and organizational identity are perceived by not external stakeholder but organization members who are near the organization and have largest information and one of the variables that verify purity or appropriateness by reflecting the real face of organization. Therefore, this study is significant in that by verifying organizational trust or organizational identity plays a role of medium which reinforces the effect of CSR on job attitude, CSR should reject a direct performance-oriented CSR activity and inspire organizational trust and confidence and through this, changed into a human-oriented activity. Many companies recognize their employees just as means to achieve performance, but inversely, if CSR is accessed by such a strategy that forms organizational trust or organizational identity among employees, it would finally have a positive effect on human resource management or performance management as well.

목차 (Table of Contents)

• Ⅰ. 서론 1
• 1. 연구의 배경 1
• 2. 연구의 목적과 의의 4
• 3. 연구의 방법과 구성 6
• Ⅱ. 이론적 배경 8
• 1. 기업의 사회적 책임(CSR) 8
• (1) CSR의 개념과 발전 과정 8
• (2) CSR과 이해관계자 이론 14
• (3) CSR 활동의 효과성 15
• (4) CSR과 CSV 18
• 2. 직무태도 21
• (1) 직무만족 22
• (2) 조직몰입 25
• (3) 이직의도 29
• (4) CSR과 직무태도 31
• 3. 조직신뢰 32
• (1) 조직신뢰의 개념 32
• (2) 조직신뢰에 대한 선행연구 34
• (3) CSR과 조직신뢰 35
• (4) 조직신뢰와 직무태도 37
• 4. 조직정체성 38
• (1) 조직정체성의 개념 38
• (2) 조직정체성에 대한 선행연구 41
• (3) CSR과 조직정체성 43
• (4) 조직정체성과 직무태도 45
• Ⅲ. 연구 설계 46
• 1. 연구 모형 46
• 2. 연구 가설 47
• 3. 조사 설계 54
• (1) 연구대상 및 자료수집 54
• (2) 변수의 조작적 정의 및 측정 55
• (3) 설문지 구성 59
• (4) 분석 방법 59
• Ⅳ. 실증분석 결과 60
• 1. 표본의 일반적 특성 60
• 2. 분석 결과 62
• (1) 신뢰성 및 타당성 검증 62
• (2) 동일방법편의 검증 66
• (3) 경로분석 결과 68
• 3. 가설 검증 72
• 4. 추가 분석 75
• Ⅴ. 결 론 91
• 1. 연구의 요약 91
• 2. 토론 92
• 3. 연구의 한계 및 제언 98
• 참고문헌 99
• 1. 국내문헌 99
• 2. 국외문헌 103
• 부록 : 설문지 118