役割스트레스가 組織沒入에 미치는 影響에 관한 硏究 : 韓國의 言論人을 대상으로 = (A)study on the effects of role stress on the organizational commitment : with focus on the Korean journalists

다국어 초록 (Multilingual Abstract)

The purposes of this study are three things: ⑴ to analyze the influence of the perceived role stress on the organizational commitment; ⑵ to examine the moderating effects of "personality"; and ⑶ to explore the buffering effects of "rewards."
To investigate these subjects, this study formulates 27 hypotheses based upon the empirical and theoretical literature review. [Figure 1] shows the analytical model used in this study. In order to test these hypotheses this study conducts a questionnaire survey targeting for total 261 reporters of 28 newspaper and broadcasting companies in Korea. The questionnaire is composed of 74 items, including 11 respondent's socioeconomic background questions. All questions are used as a five-point response scale from "agree strongly" to "disagree strongly."
The four methods are used. First, in order to see the consistency of the survey questionnaires, a reliability test using Cronbach's alpha is made. Second, frequency analysis is used to find out the overall tendency of the response. Third, factor analysis is used to decide the number of the underlying factors and extract the factor scores from those. Fourth, multiple regression analysis is used to test 27 hypotheses using the factor scores.
The results of regression analysis are as follows:
First, role conflict and role ambiguity have negative effects on the organizational commitment. On the other hand, contradictory to expectation, the effect of role overload on the organizational commitment is statistically not significant.
Second, self-esteem which is a sub-component of personality plays as a moderating variables for the relationship between role conflict and the organizational commitment.
Third, regarding the buffering effects of rewards, materialistic rewards modify each of all 3 sub-component greatly, and symbolic rewards(that is, intrinsic and social rewards) modulate the organizational commitment.
The results found in this study have the following implications. First, the organizational commitment could be increased by decreasing the role ambiguity through clear role demand, exact definition of role expectation, and predictable result from role action. Second, self-esteem could alleviate role conflict and emotion-focused coping strategy could decrease role overload. Finally, in order to increase the organizational performance through the organizational commitment, systematic incentive for the organizational members, in particular, materialistic rewards should have first priority.

목차 (Table of Contents)

• 제1장 序 論 = 1
• 제1절 硏究의 目的 = 1
• 제2절 硏究의 範圍와 方法 = 6
• 제3절 論文의 構成 = 7
• 제2장 理論的 背景과 假說 = 8
• 제1절 役割스트레스 = 8
• 1. 役割스트레스의 槪念 = 8
• 2. 役割스트레스의 要因 = 11
• 제2절 組織沒入 = 21
• 1. 組織沒入의 槪念 = 22
• 2. 組織沒入의 類型 = 27
• 3. 組織沒入의 原因과 結果 = 28
• 제3절 調節變數 = 34
• 1. 퍼스낼리티 = 34
• 2. 補償 = 41
• 제4절 硏究假說의 設定 = 45
• 1. 役割스트레스와 組織沒入의 關係 = 45
• 2. 퍼스낼리티의 調節效果 = 49
• 3. 補償의 調節效果 = 52
• 제3장 調査設計 = 55
• 제1절 資料蒐集 = 55
• 제2절 變數의 測定 = 57
• 1. 役割스트레스 = 57
• 2. 組織沒入 = 58
• 3. 퍼스낼리티 = 59
• 4. 補償 = 62
• 제3절 調査內容과 設問構成 = 63
• 제4절 資料의 分析技法 = 66
• 제4장 分析結果 및 論議 = 69
• 제1절 資料의 基礎統計 = 69
• 1. 人·統計學的 特性 = 69
• 2. 硏究變數의 特性 = 72
• 제2절 回歸分析 = 77
• 제3절 假說의 檢證 = 82
• 1. 役割스트레스와 組織沒入의 關係 檢證 = 82
• 2. 퍼스낼리티의 調節效果 檢證 = 83
• 3. 補償의 調節效果 檢證 = 88
• 제4절 分析結果의 論議 = 93
• 제5장 結 論 = 101
• 제1절 硏究結果의 要約 = 101
• 제2절 示唆点 = 103
• 參 考 文 獻 = 106
• 附 錄 = 143