QWL과 조직몰입의 관계에 관한 연구 = (A) Study on the Relation of QWL with Organizational Commitment

다국어 초록 (Multilingual Abstract)

The purpose of this study is to investigate the correlation between quality of working life (QWL) and organizational commitment and to determine QWL influences on organizational commitment with a view to improving QWL and organizational commitment in Korea. To achieve these goals, the extensive literature on the meaning and variables of QWL and organizational commitment was reviewed, and QWL influences on organizational commitment were empirically examined in the Korean situation.
QWL means the humanization of work or the improvement of working life. It provides workers with self-actualizing opportunities and has to do with company's productivity. Important factors of QWL include pay, welfare benefits, working environment, promotion, human relation in the organization, harmony with private life, and companies' contribution to society, etc.
Organizational commitment may be defined as identifying oneself with an organization and accepting its goals and value (value commitment), desiring to stay at the organization continuously (continuance commitment), and making efforts to do one's task (task involvement).
Two hypotheses were set up to be tested: (1) there may exist a correlation between QWL and organizational commitment, and (2) the effects of QWL factors on organizational commitment may be different depending on workers' characteristics.
The subjects of the research were 200 workers sampled from seven manufacturing industries and five service industries in Pusan and Kyungnam areas. All of them were given a questionnaire consisting of 30 items. Their responses were then analyzed by means of the correlation and regression methods.
The results are as follows. As far as hypothesis 1 goes, it is proved that there exists a correlation between QWL and organizational commitment, and that significantly related to organizational commitment are companies' contribution to the society, promotion, human relation in the organization, working environment, and welfare benefits.
With regard to hypothesis 2, these facts turned out to be valid. Firstly, pay is the least influential for working, while promotion is an important factor for high wage workers and long-term employees. This means merit system based on an objective evaluation is necessary. Secondly, harmony with private life has negative influences, and companies' contribution to the society is the most important factor on organizational commitment. Thirdly, service industry rather than manufacturing industry is more affected by QWL factors. This indicates that the collection of members' opinions, their participation in decision making, and sufficient conference are essential to setting up company's goal and managing service industry.
In conclusion, improving QWL can help enhance the level of workers' organizational commitment which encourages them to make contributions to the organization.

목차 (Table of Contents)

• 목차 = ⅰ
• Ⅰ. 서론 = 1
• 1. 연구의 목적 = 1
• 2. 연구방법 및 범위 = 2
• Ⅱ. 이론적 배경 = 3
• 1. QWL에 관한 이론 = 3
• 가. QWL의 개념 = 3
• 나. QWL의 생성배경과 전개과정 = 5
• 다. QWL수준 결정변수의 제 이론 = 13
• 2. 조직몰입에 관한 이론 = 19
• 가. 조직몰입의 개념 = 19
• 나. 조직 몰입의 제 이론 = 22
• 다. 조직몰입의 분류 = 26
• Ⅲ. 연구설계 = 30
• 1. 연구모형 = 30
• 2. 가설설정 = 31
• 3. 변수의 조작적 정의 = 31
• 가. 개인적 특성 = 31
• 나. 영향요인 = 32
• 다. 결과행위 = 33
• 4. 설문지 구성 = 33
• 5. 표본의 구성 = 34
• Ⅳ. 연구결과의 분석과 해석 = 36
• 1. 표본의 일반적 현황 = 36
• 2. 가설검증 = 37
• 가. 가설 1의 검증 = 37
• 나. 가설 2의 검증 = 38
• 3. 가설검증 결과의 해석 = 50
• 가. 가설 1의 해석 = 50
• 나. 가설 2의 해석 = 50
• Ⅴ. 결론 = 52
• 참고문헌 = 55
• SUMMARY = 58
• 부록 = 60