한국심리학회지 : 문화 및 사회문제 (Korean Journal of Culture and Social Issue)

한국문화및사회문제심리학회 (Korean Psychological Association of Culture and Social Issues)
권호 표지

개인주의·집단주의와 조직 공정성(Organizational Justice)에 대한 인식이 조직 내 구성원의 친사회적 행동에 미치는 영향

The Influence of Organizational Justice on Individuals' Prosocial Behaviors: The Moderating Effect of Individualism and Collectivism

  • 투고 : 2011.10.04
  • 심사 : 2011.11.17
  • 발행 : 2011.11.30
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초록

사회 전반에 걸친 조직 공정성(organizational justice)은 개인이 타인과 맺는 사회적 관계에서 자신의 정체성을 발견하고 자긍심을 높이는 역할 뿐 아니라, 공정성 자체가 인간으로서의 가치이자 존엄성을 반영한다는 측면에서 구성원의 심리적 상태와 다양한 행동에 영향을 미치는 요소이다. 이와 같은 조직공정성에 대해 과거 연구들은 조직의 정의적 측면이 실현되지 않았을 경우 발생하는 구성원의 '부정적' 측면에 주로 초점을 두어 왔다. 그러나 본 연구에서는 구성원의 보다 '긍정적' 측면의 행동에 초점을 맞추어, 조직 정의에 대한 인식이 구성원의 친사회적 행동에 어떠한 영향을 미치는가를 살펴보았다. 이와 함께 구성원이 갖고 있는 문화적 가치가 이러한 조직 정의와 친사회적 행동 간의 관계성에 미치는 영향력도 함께 살펴보았다. 실증연구를 위해 대기업 종사자 200명을 대상으로 서베이를 실시한 결과, 조직 정의에 대한 인식이 높을수록 구성원은 더 많은 친사회적 행동을 수행하는 것으로 나타났다. 또한 구성원의 문화적 가치가 집단주의에 가까울수록 친사회적 행동을 더 많이 수행하는 것으로 나타났다. 이와 함께, 구성원이 보유한 가치체계에 따라 조직 내 공정성이 그들의 친사회적 행동에 미치는 영향력이 유의하게 달라짐이 밝혀졌다. 즉, 조직 공정성이 낮을 경우, 개인주의적인 사람들은 친사회적 행동을 거의 수행하지 않는 반면 집단주의적인 사람들은 일정수준의 친사회적 행동을 여전히 수행하는 것으로 나타났다. 그러나 조직공정성이 높아짐에 따라, 개인주의적인 사람들의 친사회적 행동은 급격히 증가하는 양상을 보인 반면, 집단주의적인 사람들의 친사회적 행동은 상대적으로 변화를 거의 보이지 않았다. 이러한 결과에 대한 시사점과 향후 연구방향이 함께 논의되었다.

The purpose of this study is to identify the relationship between the employees' perception of organizational justice and their prosocial behaviors, focusing on the moderating effect of employees' individualism and collectivism. The survey has been conducted for 200 participants working in Korean companies. The results show that the perception of organizational justice is positively related with their prosocial behaviors. Also, employees' individualism and collectivism is significantly related with their prosocial behaviors. Specifically, individuals who are more collectivistic or less individualistic performed more prosocial behaviors than those who are less collectivistic or more individualistic. Finally, employees' individualism/collectivism has moderated the relationship between the perception of organizational justice and prosocial behaviors. When employees have strong sense of collectivism, they performed prosocial behaviors consistently regardless of the perception of organizational justice. That is, even though they perceive organizational justice as low, they perform prosocial behaviors in some degree. However, when employees have strong sense of individualism, their prosocial behaviors have been significantly determined by the perception of organizational justice. That is, when they perceive organizational justice as low, they rarely performed prosocial behaviors. But, as they perceive more organizational justice, their prosocial behaviors have been dramatically increased. The implication of those results and future research questions have been discussed.

키워드

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