ERG요인이 조직유효성에 미치는 영향에 대한 조절효과 연구 -한,중 아르바이트 대학생의 경우- = The Effects of ERG Factors on Organizational Effectiveness -Moderating Effects of Voluntary/Involuntary and Korean/Chinese Groups-

다국어 초록 (Multilingual Abstract)

An increasing number of college students are engaging in part time jobs because of the current unemployment crisis, increased desire of consumption and growth in the service industries. However, they have encountered many difficulties such as poor work environment, poor pay, and delay in payment of wages as well as stress from both work and study. This paper aims to identify the factors affecting their job attitudes and behaviors (organizational effectiveness) and thus to provide some practical guidelines for employers hiring them and universities where they study. The paper also aims to investigate the differences in job attitudes and behaviors of Korean and Chinese student workers as well as of voluntary and involuntary workers. Around 20 Korean and Chinese student workers were randomly selected for interview to select the variables that best represent the research context. The variables, duly sorted by different human needs under ERG theory, were assumed to predict their job attitudes and behaviors (organizational effectiveness), and included Job Autonomy, Schedule Flexibility, Relations with Supervisors, Relations with Customers, and Role Conflict for Study. The sample of our respondents was 303 Korean and Chinese student workers in G University in Korea: 201 Korean and 102 Chinese. We used SPSS 21.0 for statistical analysis. Our study reveals useful results for the development of theories and for organizational and welfare practices. First of all, Job Autonomy, Relations with Supervisors, and Schedule Flexibility have a significant effect on Job Satisfaction and Organizational Citizenship Behavior. It means employers should give student workers more job autonomy and allow them to be more flexible on their work schedule. Employers also need to maintain a harmonious relationship with student workers by avoiding verbal abuse, giving them more recognition, and trying to accept their good ideas. Secondly, Relations with Supervisors, Relations with Customers, and Role Conflict for Study have a significant effect on Turnover. It means universities should provide more scholarship or part-time jobs for students to help them overcome the problems of role conflict between work and study (on-campus jobs could reduce the role conflict because they normally have less of a work load than off-campus jobs). Besides, employers need to teach student workers how to maintain a harmonious relationship with their customers. Thirdly, Schedule Flexibility has a bigger effect on Turnover for voluntary workers (than involuntary workers) and Korean workers (than Chinese workers). It means ScheduleFlexibility is more important for voluntary workers and Korean workers. Therefore, employers should allow voluntary workers and Korean workers to be more flexible on their work schedule. Fourthly, Job Autonomy has a bigger effect on Organizational Citizenship Behavior for involuntary workers (than voluntary workers), and Relations with Customers has a bigger effect on voluntary workers (than involuntary workers). It means Job Autonomy is more important for involuntary workers and Relations with Customers is more important for voluntary workers. Therefore, employers should be more concerned about job autonomy of involuntary workers and should give them more job autonomy. Employers also need to take care of voluntary workers’ customer relationships and need to teach them how to deal with tricky customers. Lastly, workers with higher seniority tend to have more positive job attitudes and behaviors, and workers with older age tend to be more negative about their jobs. Therefore, hiring workers with more experience and younger age could improve organizational effectiveness. Future research needs to use different samples, such as student workers in other ethnic groups or in other countries as well as temporary workers or contract workers, to verify the research model in this study.

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