심리적 계약의 위반과정에서 매개변인과 조절변인에 관한 연구 = Mediating and Moderating Factors on the Breach Perception of Psychological Contract

국문 초록 (Abstract)

본 연구는 개인이 심리적 계약의 위반을 인지하는 과정에서 매개변인과 조절변인, 그리고 선행변인의 영향력을 분석하고 있다. 첫째로 기존에 제시되었던 선행변인 중 하나인 조직사회화가 개인의 심리적 계약 위반에 영향을 미치는 과정에서 개인-조직 적합도가 미치는 매개효과를 살펴보았고, 둘째로 기존 연구에서 간과되었던 변수로서 리더의 관계적 행동이 개인의 심리적 계약의 위반에 영향을 미치는가와, 이 과정에서 조직의 인사제도에 대한 만족도가 미치는 매개효과를 살펴보았다. 마지막으로 이 모든 위반의 인지과정에서 개인차변수인 호혜성의 정도가 어떠한 영향력을 미치는가를 분석하였다. 보다 정확한 추론을 위해 시간차를 두고 반복 측정하는 연구설계를 적용하였다. 국내 대기업 종사자 중 근무기간이 2년 미만인 사람 222명을 대상으로 10주의 간격을 두고 두 번의 서베이를 실시하였으며, 독립변수는 첫 번째 서베이 결과를 사용하였고 종속변수인 심리적 계약의 위반은 두 번째 서베이 결과를 적용하였다. 분석결과, 조직사회화 과정과 심리적 계약 위반의 관계에서 개인-조직 적합도가 매개변인으로 작용하였다. 즉, 조직사회화 과정이 제도화될수록 개인과 조직 간 적합도가 증가하여 결과적으로 개인은 심리적 계약의 위반을 덜 인지하는 것으로 나타났다. 또한 리더의 관계적 행동은 인사제도 만족도와 유의한 관련성은 보였지만, 인사제도 만족도가 심리적 계약의 위반에 유의한 영향을 미치지는 못하였다. 즉, 인사제도 만족도의 경우 매개효과는 나타나지 않았으며, 오히려 리더의 관계적 행동은 개인-조직 적합도를 매개로 위반에 영향을 미치는 것으로 나타났다. 마지막으로 호혜성의 정도는 조절변인으로 작용하여, 개인이 호혜적 원칙을 강하게 보유할수록 개인-조직 적합도가 심리적 계약의 위반에 미치는 영향력이 강화되었다. 이러한 결과는 심리적 계약의 위반이 구체적으로 어떠한 과정을 거쳐 발생하는가에 대한 보다 세부적인 설명을 가능케 함으로써, 위반의 인지과정을 보다 정확히 이해하는 데 기여하고 있다. 또한 위반의 인지에 있어 리더십적인 요소의 영향력과 개인차 변수인 호혜성의 조절효과를 검증함으로써, 조직이 종업원의 심리적 계약 위반을 보다 효과적으로 관리하는 데 있어 새로운 시사점들을 제시하고 있다.

다국어 초록 (Multilingual Abstract)

This study examined mediating and moderating variables in the process of psychological contract breach, which is the perception by employees that promised obligations in the relationship with their organization have not been delivered. This perception has been revealed to have an effect on individuals' behaviors, emotions, and attitudes within an organization. In particular, when individuals perceived a breach of the psychological contract, their job satisfaction, in-role and extra-role behaviors, organizational commitment, trust, and positive emotions decreased. In addition to this, introducing human resource practices, organizational performance, organizational socialization, and the perception of organizational support have been identified as antecedents of psychological contract breach. Other studies have proposed that this breach works as a mediator in the relationship between organizational justice and organizational citizenship behavior, and the relationship between leadermember exchange and the intention to quit. Like this, previous studies have focused mainly on the antecedent of the psychological contract breach and breach's mediating effect on other variables. However, little attention has been paid to the causal processes that could explain why those variables lead to psychological contract breach. In other words, research on mediators that could explain the relationship between the antecedents and breach perception has been rare. Without understanding these mediating processes, the reasons why individuals perceive breaches to have occurred cannot be fully explained, and solutions that allow an organization to effectively manage individuals' psychological contracts are more difficult to establish.
In this respect, the present study attempts to determine the mediating factors in the breach perception process. Specifically, we consider for the first time person-organization fit and the satisfaction with human resource practices within an organization as mediators of breach perception. This study also consolidates the causal relationships between variables using a longitudinal research design. Previous literature has been based primarily on cross-sectional data sets, the use of which in the inference of causal relationships by way of correlation could introduce methodological biases. Therefore, to overcome this limitation, this study uses longitudinal data gathered at two different points in time from the same participants. In the first survey, independent and mediating variables were measured, whereas dependent variables were assessed in the second survey. In doing so, this study suggests a new antecedent and moderator that has been overlooked in the previous literature. In this analysis, an attempt is made to not only clearly understand breach perception mechanisms, but also elicit theoretical and managerial implications from this.
The specific model of this study is as follows. Firstly, it suggested that supervisors' relational behaviors would lower the level of psychological contract breach. In regards to mediators, this paper then suggested that person-organization fit would mediate the relationship between organizational socialization tactics and psychological contract breach. It also proposed that satisfaction with human resource practices would mediate the relationship between supervisors' relational behaviors and subordinates' psychological contract breach. Lastly, it proposed that the extent to which individuals hold reciprocity norms would moderate these two relationships. A longitudinal research design was applied to examine the causal relationship between these variables. A total of 222 newcomers to Korean companies were surveyed twice, with a 10-week interval between surveys. All questionnaires were sent by mail to participants along with a pre-stamped return envelope. Participants were requested to write down their personal ID, comprised of a series of letters or numbers, in order to anonymo

목차 (Table of Contents)

• 초록
• Ⅰ. 도입
• Ⅱ. 이론적 배경
• Ⅲ. 방법
• Ⅳ. 결과
• Ⅴ. 논의
• 참고문헌
• ABSTRACT

참고문헌 (Reference)

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4 권상순, "심리적 계약의 불이행 지각에 대한 반응과 조절변수의 영향" 한국인사조직학회 5 : 135-166, 1997

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