Journal of the Korea Academia-Industrial cooperation Society (한국산학기술학회논문지)

The Korea Academia-Industrial cooperation Society (한국산학기술학회)
권호 표지
DOI QR코드

DOI QR Code

A Study on the Effects of Organizational Citizenship Behaviour on Employee Engagement and the Intention to quit

조직시민행동이 종업원 인게이지먼트 및 이직의도에 미치는 영향

  • Hue, Je In (Department of Business Administration, Kyunghee University)
  • Received : 2019.07.17
  • Accepted : 2019.11.01
  • Published : 2019.11.30
Download PDF
⟨ Previous Next ⟩

Abstract

This study explores the effect that unresearched organizational conduct has on employee engagement (job immersion) as a cause variable and the results from it. Major results identified in an empirical analysis are as follows. First, the main causes of organizational citizenship behavior (such as altruism, conscientious behavior, moral behavior, participatory behavior, and fair play) are shown to not affect job immersion. In other words, conscientious, participatory, and fair behavior affects job immersion, with participatory behavior having the greatest impact. Second, employees' concentration in an organization was only affected by participatory behavior and fair play behavior from among the factors of organizational citizenship behavior, only more so. That is, it has been shown that some of the causes of organizational citizenship behavior, including participatory behavior and fair play behavior, affect employee inter-behavior, and some of them are more influential than others. Third, the only factor that influences the intention to switch jobs among the organizational citizenship behavior is participatory behavior. In other words, altruism, conscientiousness, politeness, and fair play behavior do not affect the way people move from job to job. Participation in organizational citizenship behavior and fair play may affect employee inter-behavior, and the more influential participatory behavior may also affect the intention to relocate.

본 연구에서는 그동안 연구되지 않았던 조직시민행동이 결과변수가 아닌 원인변수로서 종업원 인게이지먼트(직무몰입, 조직몰입)에 미치는 영향뿐 아니라 최종적으로 이직의도에 어떠한 영향을 미치는지를 알아보고자 하였다. 실증 분석 결과 밝혀진 주요 결과는 다음과 같다. 첫째, 조직시민행동의 5가지 하위요인 중 이타주의 행동과 예의있는 행동은 직무몰입에 영향을 미치지 않는 것으로 나타났다. 즉 양심적 행동, 참여적 행동, 정정당당한 행동이 직무몰입에 영향을 미치며, 그중 참여적 행동이 가장 큰 영향을 미치는 것으로 나타났다. 둘째, 종업원 조직몰입에는 조직시민행동 요인 중 참여적 행동, 정정당당한 행동만이 영향을 미치는 것으로 나타났으며 그 중 참여적 행동이 더 큰 영향을 미치는 것으로 분석되었다. 즉, 조직시민행동 요인 중 참여적 행동과 정정당당한 행동이 종업원 인게이지먼트 모두에 영향을 미치며, 그중 참여적 행동의 영향이 더욱 크다고 나타났다. 셋째, 조직시민행동 요인 중 이직의도에 영향을 미치는 요인은 참여적 행동뿐인 것으로 나타났다. 즉 이타주의 행동, 양심적 행동, 예의있는 행동, 정정당당한 행동은 이직의도에 영향을 미치지 않는 것으로 나타났다. 조직시민행동의 요인 중 참여적 행동과 정정당당한 행동은 종업원 인게이지먼트 모두에 영향을 미치고, 더욱 큰 영향을 미치는 참여적 행동은 이직의도에 영향을 줄 수 있음을 시사한다. 기업은 생산성 향상에 직접 영향을 미치는 종업원 인게이지먼트 증대를 위해서 뿐 아니라 조직 및 생산성에 부정적 영향을 미치는 이직의도를 감소시키기 위해서 종업원들의 참여적 행동을 높일 방안을 모색하여야 할 것이다. 결국, 조직은 조직구성원들이 책임감을 가지고 업무에 열정과 헌신으로 기여할 수 있는 환경조성이 매우 중요하다.

Keywords

References

  1. Michaels, E., Handfield-Jones, H., & Axelrod, B., The war for talent, Harvard Business School Press, 2001.
  2. D. W. Seo, Y. S. Kim, "A Study on the Effect of Job Satisfaction, Organizational Immersion and Perception of Fairness on the Organizational Citizens' Behavior of Hotel workers,", Journal of Tourism Systems and Quality Management, Vol.6, No.3, pp.59-76, 2000.
  3. Organ, D. W., & Near, J. P., "Organizational Citizenship Behavior: Its Nature and Antecedents," Journal of Applied Psychology, Vol.68, No.4, pp.653-663, 1983. DOI: https://doi.org/10.1037/0021-9010.68.4.653
  4. Fisher, C. D., & Locke, E. A., The new look in job satisfaction research and theory, The Free Press. 1992.
  5. O'Reilly, C. A., & Chatman, J., "Organizational commitment and psychological attachment; The effects of compliance, identification and internalization on pro-social behavior", Journal of Applied Psychology, Vol.71, pp.397-422, 1986. DOI: https://doi.org/10.1037//0021-9010.71.3.492
  6. H. G. Kim, J. I, Kim, "A Study on the Relationship between Organizational Process, Organizational Immersion and Organizational Citizen's Action in NPO Organization in the United States; Focused on Cross Level Analysis", Korean Public Administration Review, Vol.47, No.2, pp.161-187, 2013.
  7. Organ, D. W., Organizational Citizenship Behavior: The "Good Soldier Syndrome, Lexington, 1988. DOI: https://doi.org/10.2307/2393071
  8. J. J. Lee, Y. W. Kim, "A Study on the General Citizenship and Organizational Citizen Behavior of Local Government Employees". Journal of Korea Policy Sciences, Vol. 12, No. 3, pp.213-234, 2002.
  9. Podsakoff, P. M., Mackenzie, S. B., Paine, J. B., & Bachrach, D. G., "Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research", Journal of Management, Vol.26, No.3, pp.513-563, 2000. DOI: https://doi.org/10.1177/014920630002600307
  10. Podsakoff, R., H. Moorman., & R. Fetter, "Transformational Leader Behaviors and Their Effects on Followers' Trust in Leader, Satisfaction, and Organizational Citizenship Behaviors", Leadership Quarterly, Vol.1, No.2, pp.107-142, 1990. DOI: https://doi.org/10.1016/1048-9843(90)90009-7
  11. Morrison, E. W., "Organizational citizenship behavior as a critical between HRM practices and service quality", Human Resource Management, Vol.35, pp.493-512, 1996. DOI: https://doi.org/10.1002/(sici)1099-050x(199624)35:4<4 93::aid-hrm4>3.3.co;2-n
  12. S. Y. Lee, A Study on the Relationship between Job Satisfaction and Job Duties of Social Welfare Workers in Welfare Institutions for the Elderly, Master's thesis, Dankook University, Seoul, Korea, pp.10-15, 2002.
  13. Graham, "Principled Organizational Dissent: A Theoretical Essay. In Cummings", Research in Organizational Behavior, Master's thesis, Dankook University, Seoul, Korea, pp.10-15, 2002.
  14. H. H. Lee, The Impacts of Self-Esteem, Leader-Member Exchange, and Perceived Justice on TurnoverIntention and Organizational Citizenship Behavior, Focused on the Mediating Effect of Work-Family Conflict, Doctor's thesis, Anyang University, Seoul, Korea, pp. 26-30. 2016.
  15. M. Y. Lee, A Study on the Effect of Relationship Conflict on Organizational Citizenship Behavior of Hotel Employees : Focused on The Moderating Role of Turnover Intention, Master's thesis, Kyunggi University, Seoul, Korea, pp. 11-15. 2015.
  16. Harter, J. K., Hayes, T. L., & Schmidt, F. L., "Business-unit level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis", Journal of Applied Psychology, Vol.87, No.2, pp.268-279, 2002. DOI: https://doi.org/10.1037//0021-9010.87.2.268
  17. Kahn, W. A., "Psychological Conditions of Personal Engagement and Disengagement at Work", Academy of Management Journal, Vol.33, No.4, pp.692-724, 1990. DOI: https://doi.org/10.5465/256287
  18. Saks, A. M., "Antecedents and Consequences of Employee Engagement", Journal of Managerial Psychology, Vol.21, No.7, pp.600-619, 2006. DOI: https://doi.org/10.1108/02683940610690169
  19. Cropanzano, R., & Mitchell, M. S., "Social Exchange Theory: An Interdisciplinary Review", Journal of Management, Vol.31, No.6, pp.874-900, 2005. DOI: https://doi.org/10.1177/0149206305279602
  20. Rhoades, L., & Eisenberger, R., "Perceived Organizational Support: A Review of the Literature", Jouranl of Applied Psychology, Vol.87, No.4, pp.698-714, 2002. DOI: https://doi.org/10.1037//0021-9010.87.4.698
  21. Mowday, R. T., Steers, R. M., & Porter, L. W., "The Measurement of Organizational Commitment", Journal of Vocational Behavior, Vol.14, pp.224-247, 1979. DOI : https://doi.org/10.1016/0001-8791(79)90072-1
  22. K. H. Lee, An Empirical Study on the Employment Perception Model of General Hospital, Doctor's thesis, Sungkyunkwan University, Seoul, Korea, pp.20-30, 1994.
  23. Iverson, R. D., Employee intent to study: An empirical test of a revision of the price and Muller model. University of Iowa,1992. DOI: https://doi.org/10.1300/j022v07n02_02
  24. Y. S. Lee, A Study on the Determinants of Social Welfare Employee turnover, KonKook University, Seoul, Korea, pp.1-7, 2005.
  25. Steel, R. P., & Ovalle, N. K., "A review and Meta-Analysis of research on the relationship between behavioral Intentions and employee turnover", Journal of Applied Psychology, Vol.69, No.4, pp. 673-686, 1984. DOI: https://doi.org/10.1037//0021-9010.69.4.673
  26. Fishbein, M., & Ajzen, I., Belief, Attitude, Intention, Behavior: An Introduction to Theory and Research. Massachusetts, 1977. DOI: https://doi.org/10.2307/2065853
  27. Oshagbemi, T., "Personal correlates of job satisfaction: Empirical evidence from UK universities", International Journal of Social Economics, Vol.30, No.2, pp.1210-1232, 2003. DOI: https://doi.org/10.1108/03068290310500634
  28. Becker, T. T., "Foci and bases of commitment: Are they distinctions worth making?", Academy of Management Journal, Vol.35, pp.232-44, 1992. DOI: https://doi.org/10.5465/256481
  29. Scholl, R. W., "Differentiating Organizational Commitment from Expectancy as a Motivating Force", Academy of Management Review, Vol.6, pp.589-599, 1981. DOI: https://doi.org/10.5465/amr.1981.4285698