분배공정성과 절차공정성이 조직몰입에 미치는 영향력 분석: 한국, 중국, 말레이시아 종업원을 대상으로

국문 초록 (Abstract)

본 연구는 서구중심으로 발전되어온 분배 및 절차공정성이 다국적기업에 근무하는 한국, 말레이시아, 그리고 중국현지 종업원의 조직몰입에 미치는 상대적인 영향력을 비교분석 하였다. 특히 집단가치이론의 타당성을 집단주의 성향을 보이는 세 국가에 적용시켜 서구이론의 타당성을 검증하였다. 집단주의 성향이 강한 국가로 인해 절차공정성이 분배공정성보다 다국적기업 종업원의 조직몰입에 더 많은 영향을 미칠 것이라는 문화 모형은 한국종업원의 경우 지지되었으나 중국과 말레이시아 종업원의 경우 지지되지 않았다. 마지막으로 본 연구의 시사점 및 한계 그리고 향후 연구 과제를 제시하였다.

다국어 초록 (Multilingual Abstract)

This study investigates how distribute and procedural justice affect organizational commitment in Korea, China, and Malaysia. Findings in research of cultural model imply that procedural justice is more strongly related to organizational outcomes than distributive justice in countries identified as highly collectivistic, while distributive justice is more strongly related to organizational outcomes in countries identified as highly individualistic culture. Hypotheses were developed based on the groups value model and tested with 434 employees of a multinational company in Korea, China, and Malaysia. Partially supporting the hypotheses, the study findings show that procedural justice had more important effects on affective commitment than distributive justice in Korea. In addition, procedural justice is more strongly associated with continuance commitment than distributive justice in Malaysia. However, this study provides largely a pattern of inconsistent results. Limitations of the study and the implications of the findings for international human resource managers are discussed.

목차 (Table of Contents)

• 요약
• Ⅰ. 서론
• Ⅱ. 이론적 배경
• 2.1 분배공정성과 절차공정성
• Ⅲ. 연구모형 및 가설
• 3.1 연구모형
• 3.2 가설설정
• Ⅳ. 연구방법
• 4.1 국가선정
• 4.2 변수의 측정
• 4.3 국가 간 비교 연구 방법론
• Ⅴ. 자료의 분석과 가설검증
• 5.1 타당성 검증
• 5.2 신뢰성 검증
• 5.3 자료의 분석
• 5.4 가설의 검증
• Ⅵ. 분석결과의 토의 및 결론
• 6.1 분석결과의 토의
• 6.2 결론 및 시사점
• 참고문헌
• Abstract

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