개인윤리와 기업윤리가 조직구성원의 윤리적 의사결정에 미치는 영향에 관한 연구 = (The) effects of individual and business ethics on ethical decision making of organizational members

다국어 초록 (Multilingual Abstract)

Recent years, ethical management and corporate social responsibility are not the options of the firms which their companies sales exceed their expected income but they are necessary conditions for their sustainability. Ethical issues that happens in the business situations have a lot of influence on business activity which conflicts with stakeholder such as stockholders, customers, staff, competitors or with public sentiment without legal flaw and on the survival of the firm.
However despite social requirement, irregularities, corruption and irrationality become more systematic and intelligent, immoral behavior by organization members don't tend to be diminished. Although individual can make a moral judgement, there's discrepancy between what organization members decide is 'right' to in a given situation and what they actually do and on occasion it is a common affair to make an opposite decision to a moral judgement. Consequently, to make ethical management realize, the firms have to ensure morality of organization members and to grasp individual factors and business factors which influence on ethical decision making process.
For this purpose, this study analyzed a few previous papers and strives to grasp relative influence of individual ethics and business ethics which have effect on ethical decision-making and response behavior to dissatisfaction(EVLN) and to examine the constitutive concept of moral approbation which becomes the second level of decision making process(moral judgement) and third level of decision making process(ethical intent) as moderate factors.
For the goal of the study, investigating model is set up and individual ethics which is composed of moral judgement, business ethics which are composed of business ethical values, business ethics management system, ethical leadership are set up as independent variables and ethical intent and response behavior to dissatisfaction(EVLN) of organizational members are fixed as dependent variables and moral approbation is fixed moderate variables and their relation were examined.
Moral judgement is the degree to which he or she considers the issue or behavior morally significant. Ethical intent is the subjective probabilities individuals assign to the likelihood that a given behavioral alternative will be chosen. Moral approbation is defined as the desire for moral approval from oneself or others.
Business ethical values are the composite of the individual ethical values of managers and both the formal and informal policies on ethics of the organization. Business ethics management system is defined as a institutionalized formal system and operational system for realizing ethical management which remind employee or corporate of standards. Ethical leadership is defined as the demonstration of normatively appropriate conduct through personal actions, and interpersonal relationships, and the promotion of such conducts to followers through two-way communication, reinforcement, and decision-making.
Response behavior to job dissatisfaction(EVLN) is defined as activities and behaviors that organization members engage in as responses to these dissatisfaction. EVLN is composed of Exit, Voice, Loyalty, and Neglect. Exit is equivalent to voluntary separation or turnover from the job. Voice is political response that involves appeals to authorities either inside or outside of the managerial hierarchy. Loyalty is response that sticks with the firm for a period of time before reaction to the problem and suffer in silence, confidence that things will soon get better. Neglect is lax and disregardful behavior.
The main objectives of this study are as follows;
First, to investigate the impact of individual ethics and business ethics on ethical decision making and response behavior to dissatisfaction.
Second, to investigate the moderating effects that moral approbation have on their relationship between individual ethics-business ethics and ethical decision making, response behavior to dissatisfaction.
Third, to investigate the comparative influence on individual ethics and business ethics on ethical decision making and response behavior to dissatisfaction.
To examine this, a survey has been made as follows; The sample for study consist of 1,000 organizational members of 776 firms and statistical computation was done on the SPSS18.0. The research was substantiated through statistical analysis of simple frequency analysis, Chi-square test, credibility and validity, correlation, variance, and moderated regression analysis.
The result of this survey are summarized as follows;
Firstly, it shows that moral judgement has effect on ethical intent and response behavior to dissatisfaction(EVLN). On ethical judgement, on the basis of ethical ideology, moral equity indicates positive effect on ethical intent, relativism indicates negative effect and contractualism did not indicate significance on ethical decision making. Furthermore, moral judgement also has influence on EVLN of organization members. Contractualism indicates positive effect on exit behavior and moral equity and relativism indicate negative effect on voice behavior and loyalty behavior and moral equity indicate negative effect on neglect behavior, and relativism and contractualism indicate positive effect on neglect behavior.
Secondly, business ethics which consists of business ethical values, business ethics management system, ethical leadership of supervisors indicates positive effect on ethical intent of organizational members. In precedent studies by other researchers, ethical leadership of supervisors was referred to a leading cause which determines ethical intent of subordinates but this thesis shows that the ethical leadership of supervisors doesn't have an effect on his own ethical intent but it has a positive effect on supervisor's or colleague's ethical intent. It implies that fundamental attribution error which respondent find internalized attribution about his own behavior intent and find externalized attribution about other's behavior is operated at this point. Consequently, it can be predicted that the ethical leadership of supervisor plays a main role in ethical decision making in practice.
Thirdly, it shows that business ethics has positive or negative effect on response behavior to dissatisfaction(EVLN) of organizational members. Business ethical values and business ethics management system have negative effect on exit and neglect behavior. Moreover the ethical leadership of supervisors shows it diminishes exit behavior and increases voice and loyalty behavior, business ethics has a direct effect both on ethical decision making of organizational members and on response behavior to dissatisfaction(EVLN) of staff.
Lastly, this study examined desire for moral approbation which consists of desire for moral approbation-others praise, and desire for avoiding moral approbation-others blame and it is operated as explaining variables discrepancy between moral judgement and ethical intent. It revealed this study supports Jones & Ryan model(1997). Respondents who have higher moral equity and strong moral approbation-self expose more ethical decision making and it plays a main role as independent variables rather than moderate effect, and it is operated as a independent variable which affect on EVLN of organizational members as well as ethical intent.
Desire for moral approbation-others praise as an ethical person has negative effect on voice and loyalty behavior and desire for avoiding moral approbation-others blame has positive effect on exit, loyalty, neglect behavior, moral approbation-self which is crucial for moral approbation of the self has positive effect on exit, voice, loyalty and neglect behavior. In other words, desired moral approbation from moral referent group turns out to be a leading variable which has direct and indirect influence on ethical intent and response behavior to dissatisfaction.

국문 초록 (Abstract)

본 연구는 개인윤리와 기업윤리가 조직구성원의 윤리적 의사결정에 미치는 영향을 실증하는데 목적이 있다. 또한 개인윤리와 기업윤리가 윤리적 의사결정에 미치는 영향을 조절하는 요인으로서 도덕적 용인이라는 구성개념을 도입하여 도덕적 판단과 실제 행동 사이의 불일치를 설명하고자 하였다.
이를 위해 선행연구의 이론적 고찰을 통해 연구모형을 설계하였다. 개인윤리는 윤리 이데올로기를 기반으로 한 도덕적 판단으로 구성하였고, 기업윤리는 기업의 윤리적 가치, 윤리경영시스템, 윤리적 리더십으로 구성하여 이 둘을 독립변수로 설정하였다. 또한 윤리적 행동의도와 불만족 반응행동은 종속변수로, 도덕적용인은 조절변수로 설정하였다. 총 776개 기업의 재직자 1,000명을 표본으로 선정하여 온라인 설문조사를 실시하였으며 SPSS18.0.을 사용하였으며 분석방법으로 위계적회귀분석과 다변량분석을 실시하였다.
실증분석을 통하여 얻은 연구결과는 다음과 같다.
첫째, 도덕적 판단은 윤리적 행동의도와 불만족 반응행동에 영향을 미쳤다. 도덕정당성은 윤리적 행동의도에 정(+)의 영향을, 상대주의는 부(-)의 영향을 미쳤다. 또한 사회계약주의는 이탈행동에 정(+)의 영향을, 도덕정당성과 상대주의는 발언행동과 충성행동에 부(-)의 영향을, 도덕정당성은 태만행동에 부(-)의 영향을, 상대주의와 사회계약은 정(+)의 영향을 미치는 것으로 나타났다.
둘째, 기업의 윤리적 가치, 윤리경영 시스템, 상사의 윤리적 리더십으로 구성된 기업윤리는 조직구성원의 윤리적 행동의도에 정(+)의 영향을 미치는 것으로 나타났다.
셋째, 기업윤리는 조직구성원의 불만족 반응행동에 영향을 미쳤다. 기업의 윤리적 가치와 윤리경영시스템은 이탈과 태만행동에는 부(-)의 영향을, 발언과 충성행동에는 정(+)의 영향을, 윤리적 리더십은 이탈행동에 부(-)의 영향을, 발언과 충성행동에 정(+)의 영향을 미치는 것으로 나타났다.
넷째, 도덕적 용인은 타인용인(타인칭찬, 타인비난 회피)과 자기용인으로 구성되어 있음을 실증하였으며, 개인윤리와 기업윤리가 윤리적 의사결정에 미치는 영향을 조절하는 것으로 나타났다.
다섯째, 개인윤리와 기업윤리가 조직구성원의 윤리적 의사결정에 미치는 상대적 영향에는 차이가 나타났다. 윤리적 행동의도에는 개인윤리가, 불만족 반응행동에는 기업윤리가 더 큰 영향을 미쳤다.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 문제의 제기 및 연구의 필요성 1
• 1. 문제의 제기 1
• 2. 연구의 내용 및 필요성 4
• 제 2 절 연구의 목적 8
• 제 3 절 연구방법 및 논문의 구성 11
• 제 2 장 이론적 배경 12
• 제 1 절 기업윤리의 개요 12
• 1. 기업윤리의 개념 12
• 2. 기업윤리의 중요성 13
• 제 2 절 윤리적 의사결정 18
• 1. 윤리적 의사결정의 개념 18
• 2. 윤리적 의사결정 프로세스 19
• 3. 윤리적 의사결정의 영향 요인 34
• 4. 개인윤리의 구성 요인 46
• 5. 기업윤리의 구성 요인 53
• 6. 도덕적 용인 77
• 제 3 절 윤리적 의사결정과 조직성과 80
• 1. 조직성과의 개요 81
• 2. 윤리적 행동의도 86
• 3. 불만족 반응행동(EVLN) 88
• 제 3 장 연구 설계 97
• 제 1 절 연구 모형 및 가설의 설정 97
• 1. 연구모형의 설계 97
• 2. 가설의 설정 99
• 제 2 절 변수의 조작적 정의 및 측정 106
• 1. 도덕적 판단 106
• 2. 도덕적 용인 107
• 3. 기업의 윤리적 가치 108
• 4. 윤리경영시스템 109
• 5. 윤리적 리더십 109
• 6. 윤리적 행동의도 110
• 7. 불만족 반응행동(EVLN) 111
• 제 3 절 측정도구 및 조사방법 112
• 1. 설문지 구성 112
• 2. 표본선정 및 조사방법 114
• 제 4 장 실증분석 116
• 제 1 절 표본의 특성 116
• 1. 기초통계분석 116
• 2. 상관관계분석 119
• 제 2 절 측정변수의 타당성 및 신뢰성 검증 123
• 1. 타당성 분석 123
• 2. 신뢰성 분석 126
• 제 4 절 가설의 검증 128
• 1. 가설 1, 5 검증 128
• 2. 가설 2, 6 검증 130
• 3. 가설 3, 7 검증 140
• 4. 가설 4, 8 검증 146
• 5. 가설 9 검증 158
• 6. 가설 10 검증 164
• 7. 가설 검증 결과 요약 172
• 제 5 장 결론 173
• 제 1 절 요약 및 시사점 173
• 제 2 절 연구의 한계 및 향후 방향 177
• 참고문헌 181
• 설문지 213
• ABSTRACT 225