집단간 관계에서 회사 신뢰와 노조 정체성이 노조의 집단행동에 미치는 영향에 대한 연구

국문 초록 (Abstract)

본 연구는 조직에서 회사의 종업원이자 조합원이라는 이중적 신분을 가진 조직 구성원들이 회사와 노조에 대하여 지각하는 집단심리 요인이 두 집단 간의 갈등으로 발생하는 집단행동(노조파업)에 어떠한 영향을 미치는지에 대하여 조사하였다. 구체적으로는 조직 구성원이 회사에 대해 갖는 신뢰와 노조원으로서 노조에 대해 갖는 정체성을 중심으로 이 변수들이 파업참가 행동에 미치는 영향을 조사하였다. 아울러 이 두 준거 요인들 간의 관계성을 규명하고 이 두 요인에 영향을 미치는 회사 측의 관리변인들(직무 관여도, 조직의사소통, 지각된 회사 불만)과 노조 측의 집단 변인들(노조 도구성, 노조 사회화, 회사의 노사관계 태도)에 대하여 총 15개의 가설을 설정하여 조사하였다. 실증조사를 위하여 2004년 8월 총파업에 참가한 국내 석유화학계열 대기업 조합원들을 대상으로 설문조사를 실시하였다. 총조합원수 1,095명인 이 회사에서 파업에 참가한 847명에게 설문지를 배부하였으며 그중 응답자 740명을 대상으로 설문조사를 실시한 결과 부실 응답자를 제외한 714명의 응답치를 가치고 통계분석을 실시하였다. 분석 결과 ① 회사에 대한 신뢰는 파업참가 행동에 부적 영향을 미치고, ② 노조 정체성에 대해서도 부적 영향을 미치는 반면, ③ 노조 정체성은 파업참가 행동에 대해서는 정적 영향을 미치는 것이 확인되었다. 아울러 이 두 준거 요인에 대하여 6개 선행요인들(직무관여도, 조직 의사소통, 지각된 회사 불만, 노조 도구성, 노조 사회화, 회사의 노사관계 태도)이 미치는 영향에 대한 조사 결과 ④ 직무 관여와 조직 의사소통은 회사 신뢰요인에 정적 영향을 미치는 반면, 노조 정체성 요인에는 대체로 부적 영향을 미쳤고, ⑤ 회사에 대한 불만, 회사의 노사관계 태도, 노조사회화는 회사 신뢰요인에는 대체로 부적 영향을 미치고 노조 정체성 요인에는 정적 영향을 미치는 것이 확인되었다. 그리고 ⑥ 노조 도구성은 회사에 대한 신뢰에는 영향을 미치지 않고 노조 정체성에는 정적인 영향을 미치는 것으로 나타났다. 본 연구 결과에 대한 결론과 함께 연구의 한계점과 시사점이 논의되었다.

다국어 초록 (Multilingual Abstract)

This study is to examine whether union members’ perception on their union membership and their trust on their company have simultaneously effects on union strike. We introduced two reference variables to be supposed to have some influence on union strike; employees’ trust on company and their social identity on union. In addition, we introduced 6 variables as determinants on these two reference variables; job involvement, organizational communication, complaints about company HR policy, union instrumentality(benefit from union as union member), climate of IR(Industrial Relationships), and union socialization.
On the basis with the related theories and literatures we drew some positive or negative hypothetic relationships among these variables, thus we made 15 hypotheses;
(1) The higher employee’s perceived trust on company, the lower effect on union strike participation
(2) The higher employee’s perceived trust on company, the lower effect social identity on union
(3) Union members’ social identity on union will have a positive effect on union strike participation
(4) The larger employee’s perceived involvement is in their job, the less their social identity on their union will be
(5) The larger employee’s perceived involvement is in their job, the more their trust on their company will increase
(6) The more employee’s perceived communication about their company with them is activated, the more they will have trust on their company
(7) The more employee’s perceived communication about their company with them is activated, the lower their social identity about union will be
(8) The more complaints employees have about HR policy of their company, the lower their trust on their company will be
(9) The more complaints employees have about HR policy of their company, the larger their social identity on their union will be
(10) The more employee’s perceive company-climate about IR relationship negatively, the lower their trust on their company will be
(11) The more employee’s perceive company-climate about IR relationship negatively, the lower their social identity on union will be
(12) The more employee perceive there are a good deal of benefit from getting union membership, the lower their trust on their company will be
(13) The more employee perceives there are a good deal of benefit from getting union membership, the higher their social identity on union will increase
(14) The more union members are socialized to union, the larger their social identity on their union will be
(15) The more union members are socialized to union is, the lower their trust on their company will be
To verify these hypotheses, we tested them with data which we got from a company that underwent the general strikehad occurred in 2004. It was the Korean petro-chemical company, whose number of union member was 1,095. We distributed questionaire, which was composed of the self reporting questions, to 847 union members who took part in the general strike, then retrieved 740 from them. The respondents were almost blue color workers. After removing the insincere responses, for example as in the case of leaving some blanks or insignificant response, we analyzed 714 data with SPSS 14.0 and Amos 5.0.
After statistical analysis, we found all the hypotheses that we had assumed were verified valid except hypothesis (7), (9), and (12). Therefore, the hypotheses (1), (2), (3), (4), (5), (6), (8), (10), (11), (13), (14), (15) are valid. From this study we can find the employees’ trust on company can play a positive role to prevent the union strike, and employees trust on the company can be oppositional to formation of social identity on union. Also we could find the effect of social identity variable was much more positive on general strike than effect of trust variable on company. In addition, we could find the strike can be occurred only with the union members’ perception which

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 이론적 배경과 가설
• Ⅲ. 연구 방법
• Ⅵ. 결론 및 시사점 논의
• 참고문헌
• abstract

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