디지털융복합연구 (Journal of Digital Convergence)

한국디지털정책학회 (The Society of Digital Policy and Management)
권호 표지
DOI QR코드

DOI QR Code

조직 동일시가 비윤리적 친조직행동에 미치는 영향: 조직몰입의 매개효과

The Mediating Effects of Organizational Commitment on the Relationship between Organizational Identification and Unethical Pro-Organizational Behavior

  • Jang, Jun-ho (Dept. of Business Administration, Honam University) ;
  • Lee, Kyung-hui (Dept. of Business Administration, Honam University)
  • 투고 : 2021.09.07
  • 심사 : 2021.11.20
  • 발행 : 2021.11.28
PDF 다운로드
⟨ 이전 논문 다음 논문 ⟩

초록

최근 비윤리적인 친조직 행태에 대한 연구자들의 관심이 높아지고 있는 가운데 본 연구에서는 조직 동일시가 비윤리적 친조직행동에 미치는 영향에 관하여 검증함과 동시에 조직 동일시과 비윤리적 친조직행동 간의 관계에서 조직몰입의 매개효과를 검증하였다. 선행이론과 문헌 검토를 바탕으로 가설을 설정하였으며 광주와 전남지역 제조업에 종사하는 직원을 대상으로 설문조사를 진행하였다. 연구결과, 조직 동일시는 조직몰입에 유의한 정(+)의 영향을 미치며, 조직몰입은 비윤리적인 친조직행동에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 또한 조직몰입은 조직 동일시와 비윤리적인 친조직행동 간의 관계에서 부분적 매개효과를 가지는 것으로 나타났다. 마지막으로 향후 연구의 의의 및 방향에 대해 논의하였다.

Amid the growing interest of researchers in unethical pro-organizational behavior in recent years, this study validated the effects of organizational identification on unethical pro-organizational behavior while also verifying the mediating effect of organizational commitment in the relationship between organizational identification and unethical pro-organizational behavior. Based on the theory of good deeds and literature review, the hypothesis was established and a survey was conducted on employees engaged in manufacturing in southern area company in Korea. Analysis shows that organizational identifications has a significant positive effect on organizational commitment, and that organizational commitment has a significant positive effect on unethical pro-organizational behavior. organizational commitment has also been shown to play a partial mediating role in the relationship between organizational identification and unethical pro-organizational behavior. Finally, we discussed the significance and direction of future research.

키워드

참고문헌

  1. E. E. Umphress, J. B. Bingham & M. S. Mitchell. (2010). Unethical behavior in the name of the company: the moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior, Journal of Applied Psychology, 95(4), 769-780. DOI:10.1037/a0019214
  2. E. E. Umphress & J. B. Bingham. (2011). When employees do bad things for good reasons: Examining unethical pro-organizational behaviors. Organization Science, 22(3), 621-640. DOI:10.1287/orsc.1100.0559
  3. R. Van Dick, M. W. Grojean, O. Christ & J. Wieseke. (2006). Identity and the extra mile: Relationships between organizational identification and organizational citizenship behavior, British Journal of Management, 17(4), 283-301. DOI: 10.1111/j.1467-8551.2006.00520.x
  4. L. McCormick & R. Donohue. (2019). Antecedents of affective and normative commitment of organisational volunteers. The International Journal of Human Resource Management, 30(18), 2581-2604. DOI: 10.1080/09585192.2016.1166388
  5. F. A. Mael & B. E. Ashforth. (1995). Loyal from day one: Biodata, organizational identification, and turnover among newcomers. Personnel psychology, 48(2), 309-333. DOI:10.1111/j.1744-6570.1995.tb01759.x
  6. G. E. Kreiner & B. E. Ashforth. (2004). Evidence toward an expanded model of organizational identification, Journal of Organizational Behavior, 25, 1-27. DOI: 10.4102/sajbm.v31i2.734
  7. M. Witting. (2006). Relations between organizational identity, identification and organizational objectives: An empirical study in municipalities, 12(9), 123-145.
  8. N. J. Allen & J. P. Meyer. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization, , Journal of occupational and organizational psychology, 63(1), 1-18. DOI:10.1111/j.2044-8325.1990.tb00506.x|
  9. I. R. Edwards & A. I. Shipp. (2007). The relationship between person-environment fit and outcomes: An integrative theoretical framework. In C. Ostroff & T. A. Judge (Eds.), Perspectives on organizational fit, 209-258, San Francisco: Jossey-Bass.
  10. M. Riketta. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66, 358-384. DOI: 10.1016/j.jvb.2004.05.005
  11. W. H. Kim.(2002). Causal models of Organizational Identification Organizational Commitment: Relations of Organizational Identification, Organizational Commitment and Antecedents, Job Involvement, Performance, Turnover Intention, The Korean Journal of Industrial and Organizational Psychology, 15(2), 83-121.
  12. E. E. Umphress & J. B. Bingham. (2011). When employees do bad things for good reasons: Examining unethical pro-organizational behaviors. Organization Science, 22(3), 621-640. DOI:10.1287/orsc.1100.0559
  13. D. M. Randall. (1987). Commitment and the organization: The organization man revisited. Academy of management Review, 12(3), 460-471. https://doi.org/10.5465/AMR.1987.4306561
  14. Sims. (1992). Linking Groupthink to Unethical Behavior in Organizations, Journal of Business Ethics, 11(9), 651-662. DOI:10.5465/amr.1987.4306561
  15. G. S. Lee. (2005). A study on the Influence of Organizational Identification and Perceived Organizational Support on the Organizational Citizenship Behavior: the Mediating effects of Organizational Commitment. masteral dissertation. Chonbuk National University, Jeollabuk-do.
  16. M. S. Chung & S. H. Nam. (2008). A Study on the Impact of Organizational Identity on Organizational Citizenship Behavior in Social Welfare Organizations-Using Job Satisfaction and Organizational Commitment as Mediating Variables. Korean Association Of Nonprofit Organization Research, 6(3), 39-61.
  17. R. L. Yi, J. H. Lee & J. H. Jeon. (2019). The Impact of Social Capital and Organizational Commitment on Unethical Pro Organizational Behavior: The Moderated Mediation Effect of Ethical Leadership. Korean Association of Human Resource Development, 22(4), 43-85. DOI:10.24991/KJHRD.2019.12.22.4.43