중국 진출 외국기업 종업원의 조직후원인식과 조직몰입간의 관계에 관한 연구 : 조직기반 자존감과 직무자율성의 조절효과를 중심으로

다국어 초록 (Multilingual Abstract)

The perceived organizational support(POS) is the perception of employees on the personified organization's commitment to the employees. Eisenberger and colleagues(1986) argued that employees develop perceptions of organizational support because people tend to ascribe traits and qualities to organizations through a process of "personification"(Levinson, 1965). This personification of an employer by an employee represents an accumulation over time of rewards and punishments the employee has received from other, more powerful organization members. Further, for POS to be enhanced, the employee must view the organization's actions in relation to him- or herself as discretionary and as reflecting positive evaluations(Eisenberger et al., 1986; Shore & Shore, 1995). Thus, we expected that an employee's history of rewards, which result from various human resource practices and decisions, would contribute to perceived organizational support.

The purpose of this study is (1) to examine the effects of the perceived organizational support on the organizational commitment , (2) to examine if the organization-based self-esteem has a moderating impact on the relationships between POS and the organizational commitment, (3) to examine if the work autonomy has a moderating impact on the relationships between POS and the organizational commitment,


This study reviews prior literature on the perceived organizational support, and on the organizational commitment. Oh the basis of extensive literature reviews, it constructs 3 hypotheses.


Through empirical analyses, this study could find three research results as follows. First, this study indicates that the perceived organizational support has a positive impact on the organizational commitment. It indicates that the stronger POS, the stronger organizational commitment. Thus, POS is likely to lead employees to develop a sense of belonging to and pride in their organization.
Second, organization-based self-esteem moderates the relationship between POS and organizational commitment, the results indicate that the greater the extent to which individuals have organization-based self-esteem, the greater the effects of POS on organizational commitment.
Third, work autonomy moderates the relationship between POS and organizational commitment, the results indicate that the greater the extent to which individuals have autonomy, the weaker the effects of POS on organizational commitment.

목차 (Table of Contents)

• 제 1 장 서 론 5
• 제 1 절 연구의 목적 5
• 제 2 절 연구방법과 논문구성 6
• 1. 연구방법 6
• 2. 논문구성 7
• 제 2 장 이론적 배경 9
• 제 1 절 조직의 후원 9
• 1. 후원의 개념 9
• 2. 후원의 연구 10
• 제 2 절 조직기반 자존감 12
• 제 3 절 직무자율성 14
• 제 4 절 조직몰입 17
• 제 3 장 연구 방법 22
• 제 1 절 연구모형 및 가설의 설정 22
• 1. 연구모형의 설정 22
• 2. 연구가설의 설정 23
• 제 2 절 변수의 정의 24
• 1. 조직후원인식 24
• 2. 직무자율성 25
• 3. 조직기반 자존감 25
• 4. 조직몰입 25
• 제 3 절 설문지 및 자료 분석 방법 26
• 1. 자료 분석 방법 26
• 2. 표본의 구성 27
• 3. 설문지 구성 29
• 제 4 장 실증분석 및 결과 31
• 제 1 절 측정도구 31
• 1. 신뢰성 31
• 2. 변수들 간의 상관관계 분석 32
• 제 2 절 가설 검증 34
• 1. 가설1의 검증 34
• 2. 가설2와 가설3의 검증 35
• 제 5 장 결 론 40
• 제 1 절 연구결과의 요약 및 시사점 40
• 1. 연구결과의 요약 40
• 2. 연구의 시사점 41
• 제 2 절 연구의 한계 및 향후 연구방향 42
• 참고문헌 53
• ABSTRACT 59