공공기관 구성원의 관계갈등이 지식은폐행동과 이직의도에 미치는 영향 : 조직커뮤니케이션과 조직침묵의 매개 및 연속매개효과

다국어 초록 (Multilingual Abstract)

This study investigates how relationship conflict among employees in Korean public institutions leads to knowledge hiding behavior and turnover intention, with particular attention to the structural and sequential pathways involving organizational communication and organizational silence. Public institutions are characterized by hierarchical authority, formalized communication systems, and strong norms discouraging open voice, which make communication breakdown and silence especially salient responses to interpersonal conflict.
Survey data were collected from 407 employees working in 23 public institutions in Korea. Confirmatory factor analysis and structural equation modeling (SEM) were conducted using SPSS 22.0 and AMOS 22.0 to examine the proposed research model. In addition, path analysis within the SEM framework was employed to interpret the structural transmission of effects among variables. The measurement model demonstrated satisfactory reliability and validity, with acceptable model fit indices (CFI = .931, TLI = .920, RMSEA = .078).
The results show that relationship conflict significantly weakens organizational communication and increases organizational silence, including both acquiescent and defensive silence. Organizational silence, in turn, exerts strong positive effects on both knowledge hiding behavior and turnover intention. Relationship conflict also demonstrates significant direct effects on these outcomes, indicating that its negative influence operates through both structural and emotional pathways. Path analysis further identifies a sequential structural mechanism in which relationship conflict leads to deterioration in organizational communication, which subsequently intensifies organizational silence and ultimately increases knowledge hiding behavior and turnover intention. Notably, organizational communication does not directly affect turnover intention; rather, its influence operates indirectly through the reduction of organizational silence, underscoring its role as a structural transmission mechanism rather than a direct predictor.
Additional analyses indicate that organizational silence positively affects all three subtypes of knowledge hiding—evasive hiding, playing dumb, and rationalized hiding—with the strongest effect observed for playing dumb. This pattern suggests that in silence-prone public organizational contexts, employees are more likely to adopt low-risk, avoidance-oriented forms of knowledge hiding as a defensive response.
Overall, the findings demonstrate that relationship conflict in public institutions does not merely generate isolated negative outcomes but triggers a sequential structural process through which weakened communication and intensified silence jointly amplify dysfunctional behavioral responses. This study contributes to the literature by empirically validating a sequential transmission mechanism linking relationship conflict to knowledge hiding behavior and turnover intention, and offers important theoretical and practical implications for conflict management, communication practices, and silence reduction strategies in public organizations.

목차 (Table of Contents)

• 제 Ⅰ 장 서론 1
• 제 1 절 연구 배경 및 목적 1
• 제 2 절 연구 문제 7
• 제 3 절 논문 구성 8
• 제 Ⅱ 장 이론적 배경 9
• 제 1 절 관계갈등(Relationship Conflict) 9
• 제 2 절 조직커뮤니케이션(Organizational Communication) 15
• 제 3 절 조직침묵(Organizational Silence) 21
• 제 4 절 지식은폐행동(Knowledge Hiding Behavior) 27
• 제 5 절 이직의도(Turnover Intention) 33
• 제 Ⅲ 장 연구 모형 및 가설설정 38
• 제 1 절 연구 모형의 설계 38
• 제 2 절 가설설정 40
• 제 Ⅳ 장 연구 방법 47
• 제 1 절 변수의 조작적 정의 및 측정 47
• 제 2 절 측정도구 및 표본의 선정 51
• 제 3 절 조사도구 55
• 제 Ⅴ 장 연구결과 57
• 제 1 절 확인적 요인분석 57
• 제 2 절 신뢰도 및 타당도 검증 60
• 제 3 절 상관관계 분석 63
• 제 4 절 구조방정식 모형 분석(SEM) 65
• 제 5 절 연구결과 종합 76
• 제 Ⅵ 장 결론 78
• 제 1 절 시사점 78
• 제 2 절 연구 한계점 및 향후 연구방향 81
• 참고문헌 85
• 영문초록 99
• <부록 A> 설문지 101
• <부록 B> 구조방정식 모형 비교를 위한 AMOS 분석 결과 107