• 제목/요약/키워드: 심리적 계약위반

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상사의 비인격적 행위가 부하의 이직의도와 조직몰입에 미치는 영향에 관한 연구 -심리적 계약위반과 자기통제력의 조절효과를 중심으로- (A study on the Effects of Abusive Supervision on Subordinates' Turnover Intention and Organizational Commitment : Focusing on the Moderating Effect of Psychological Contract Violation and Self-control)

  • 박성진;김오현
    • 한국국방경영분석학회지
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    • 제36권3호
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    • pp.113-134
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    • 2010
  • 본 연구는 파괴적 리더십 중에서도 가장 많은 관심을 받아오고 있는 상사의 비인격적 행위가 부하의 이직의도와 조직몰입에 미치는 부정적 결과를 살펴보았다. 또한 상사의 비인격적 행위와 부하의 이직의도 및 조직몰입 간의 관계를 조직의 심리적 계약 위반과 부하의 자기통제력이 조절하는지를 검증 하였다. 이와 함께 연구 결과를 토대로 본 연구의 시사점, 한계 및 향후 방향에 대해 논의하였다.

수학과 수업 운영의 숨겨진 규칙으로서의 교수학적 계약에 관한 연구 (A Study on Didactical Contracts as Hidden Rules in Managing Mathematics Class)

  • 박교식
    • 대한수학교육학회지:수학교육학연구
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    • 제16권1호
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    • pp.43-58
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    • 2006
  • 이 연구의 목적은 브루소가 소개한 교수학적 계약에 관해 논의하는 것이다. 브루소는 수학과 수업 자체를 게임으로 모델 화하고 있는 바, 그 게임에는 나름대로 교사와 학생들이 지켜야 하는 여러 가지 숨겨진 규칙으로서의 교수학적 계약이 존재한다. 브루소는 수학과 수업의 어떤 숨겨진 규칙을 표현하기 위해 그것을 도입하였다. 그 규칙들은 암묵적이고 호혜적인 것으로, 특히 학생들이 위반하기 전에는 드러나지 않는다. 브루소는 교수학적 계약을 조작적으로 정의하기 위해 그것을 교사의 행동과 그것에 대응하는 학생의 행동으로 정의하였으나, 심리적 및 인식론적 차원에서 정의하지는 않았다. 그러나 교사의 교수 행동은 자신의 신념 체계와 인식론의 영향을 받는 만큼, 그에 대한 논의도 필요하다. 또, 브루소는 교사가 교수학적 계약을 위반하는 경우에 대해서도 충분히 논의하지 않고 있다.

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LX하우시스 계열분리에 따른 기업 구성원이 인지한 심리적 계약위반에 관한 연구 (A Study on the Psychological Contract Violation of Company Members by Affiliates Separation of LX HAUSYS)

  • 김성건;이성준
    • 디지털산업정보학회논문지
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    • 제18권2호
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    • pp.111-125
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    • 2022
  • The general view of the division of affiliates of many large corporations is a reorganization of the governance structure, and the smooth division of affiliates is often well wrapped up in a beautiful breakup. However, the parties to the breakup are not only the owners of the company, but all employees as well. Separation of the owner family can be done with joy and good feelings, because they are separated according to the will of the owner family, and each becomes the owner of the company. As Commitment decreases and turnover behavior appears, it is necessary to take a strategic approach to members, along with consideration. This study looked into the recent separation of LG Group's affiliates based on this point of view. To this end, we focused on the case of LX Hausys of LX Group, which was separated from LG Group. To this end, through a meeting with the person in charge of LX Hausys, the company's response to the division was investigated, and FGI was conducted for retired and current members. As a result, it was confirmed through the person in charge that no appropriate measures were taken due to the separation of the company. Through FGI with the retirees and incumbents, the psychological resistance of the members and the decrease in organizational commitment and the increase in turnover intention was confirm.

상사의 비인격적 감독이 부하직원의 직무 열의에 미치는 영향과 심리적 계약 위반의 매개 효과 (Abusive Supervision and Work Engagement: The Mediating Effects of Psychological Contract Breach)

  • 김예은;정선욱
    • 아태비즈니스연구
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    • 제11권2호
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    • pp.119-132
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    • 2020
  • Purpose - This study seeks to deepen our understanding of abusive supervision and its negative consequences on subordinates. Specifically, it examines the underlying psychological mechanism between abusive supervision and subordinates' work engagement, in particular with its focus on the mediational role of psychological contract breach. Design/methodology/approach - Following the two rounds of pilot interviews, this study collected and analyzed 182 survey data from one construction company and one hospital - the sectors in which abusive supervision is known to be frequent, with one-month interval to avoid common methods variances. Findings - We have two key findings. First, abusive supervision is negatively related to subordinates' work engagement. Second, the psychological contract violation mediates the relationship between abusive supervision and subordinates' work engagement. Research implications or Originality - This study enriches extant research on abusive supervision by deepening our understanding of the underlying mechanism in which abusive supervision causes negative outcomes. On a practical note, companies need further efforts to address abusive supervision, for example, by introducing sophisticated HR practices, including accessible grievance procedures and more serious disciplinary actions, and/or by offering leadership educations to supervisors.

고용주의 안전 의무 불이행과 심리적 계약 위반이 근로자의 안전행동과 이직의도에 미치는 효과 (The Effects of Employers' Breach of Safety Obligation and Violation of Psychological Contract on the Workers' Safety Behaviors and Turnover Intention)

  • 황경인;문광수;오세진
    • 한국안전학회지
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    • 제30권3호
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    • pp.85-92
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    • 2015
  • This study examined the effects of employers' breach of safety obligation and violation of psychological contract on the workers' safety behaviors and turnover intention. Especially, this study examined a mediating effect of violation of psychological contract on the relationship between employer's breach of safety obligation and workers' safety behavior and turnover. 198 workers were asked to respond to the questionnaires that measured various demographic variables, employers' breach of safety obligation, violation of psychological contract, safety behavior, turnover intention. A hierarchical regression was conducted to identify variables that had significant relationships between employers' breach of safety obligation and employees' safety behavior and turnover intention, and to examine the mediating effect of violation of psychological contract. Results indicated that the employers' breach of safety obligation significantly predicted both workers' safety behaviors and turnover intention. It was also found that the violation of psychological contract was a significant predictor for both workers' safety behavior and turnover intention. In addition, violation of psychological contract was found as mediating effect on the relationship between employers' breach of safety obligation and workers' safety behavior and turnover intention. Based on these results, the implications of this study and suggestions for future research were discussed.

근로자의 성격 특성이 심리적 계약 위반에 미치는 영향: ?시의 조절효과를 중심으로 (How Employee Personality Traits Affect Psychological Contract Breach: The Moderating Effect of Guanxi)

  • 권인수;김상준;이주일
    • 아태비즈니스연구
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    • 제11권4호
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    • pp.149-165
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    • 2020
  • Purpose - This study investigates how employee personality traits affect psychological contract breach. Also, our study examines how Guanxi, a unique socio-cultural characteristic of China, moderates the relationship between personality traits and psychological contract breach. Design/methodology/approach - To test our ideas, we constructed a survey questionnaire based on the literatures on personality traits, Guanxi, and psychological breach. The questionnaires were distributed to Chinese employees, and then we conducted a regression analysis using 378 questionnaires. Findings - We found that neuroticism is positively related to perceived psychological contract breach. We also identified support for the prediction that the positive link between neuroticism and psychological contract breach becomes weaker when employees' awareness of Guanxi is high. Research implications or Originality - This study provides several theoretical and practical implications. First, this study elaborates the personality traits-psychological contract breach relationship by incorporating Guanxi, a critical contingency factor of China. Second, given that the relationship between neuroticism and psychological contract breach can be affected by employees' perceptions of Guanxi, managers should administer Guanxi to function as a lubricant within the organization.

심리적 계약 위반이 OS이용자의 배신 행동에 미치는 영향: 윈도우 XP 기술적 지원서비스 중단 사례 (The Effects of Psychological Contract Violation on OS User's Betrayal Behaviors: Window XP Technical Support Ending Case)

  • 이은곤
    • Asia pacific journal of information systems
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    • 제24권3호
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    • pp.325-344
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    • 2014
  • Technical support of Window XP ended in March, 8, 2014, and it makes OS(Operating System) users fall in a state of confusion. Sudden decision making of OS upgrade and replacement is not a simple problem. Firms need to change the long term capacity plan in enterprise IS management, but they are pressed for time and cost to complete it. Individuals can not help selecting the second best plan, because the following OSs of Window XP are below expectations in performances, new PC sales as the opportunities of OS upgrade decrease, and the potential risk of OS technical support ending had not announced to OS users at the point of purchase. Microsoft as the OS vendors had not presented precaution or remedy for this confusion. Rather, Microsoft announced that the technical support of the other following OSs of Wndow XP such as Window 7 would ended in two years. This conflict between OS vendor and OS users could not happen in one time, but could recur in recent future. Although studies on the ways of OS user protection policy would be needed to escape from this conflict, few prior studies had conducted this issue. This study had challenge to cautiously investigate in such OS user's reactions as the confirmation with OS user's expectation in the point of purchase, three types of justice perception on the treatment of OS vendor, psychological contract violation, satisfaction and the other betrayal behavioral intention in the case of Window XP technical support ending. By adopting the justice perception on this research, and by empirically validating the impact on OS user's reactions, I could suggest the direction of establishing OS user protection policy of OS vendor. Based on the expectation-confirmation theory, the theory of justice, literatures about psychological contract violation, and studies about consumer betrayal behaviors in the perspective of Herzberg(1968)'s dual factor theory, I developed the research model and hypothesis. Expectation-confirmation theory explain that consumers had expectation on the performance of product in the point of sale, and they could satisfied with their purchase behaviors, when the expectation could have confirmed in the point of consumption. The theory of justice in social exchange argues that treatee could be willing to accept the treatment by treater when the three types of justice as distributive, procedural, and interactional justice could be established in treatment. Literatures about psychological contract violation in human behaviors explains that contracter in a side could have the implied contract (also called 'psychological contract') which the contracter in the other side would sincerely execute the contract, and that they are willing to do vengeance behaviors when their contract had unfairly been broken. When the psychological contract of consumers had been broken, consumers feel distrust with the vendors and are willing to decrease such beneficial attitude and behavior as satisfaction, loyalty and repurchase intention. At the same time, consumers feel betrayal and are willing to increase such retributive attitude and behavior as negative word-of-mouth, complain to the vendors, complain to the third parties for consumer protection. We conducted a scenario survey in order to validate our research model at March, 2013, when is the point of news released firstly and when is the point of one year before the acture Window XP technical support ending. We collected the valid data from 238 voluntary participants who are the OS users but had not yet exposed the news of Window OSs technical support ending schedule. The subject had been allocated into two groups and one of two groups had been exposed this news. The data had been analyzed by the MANOVA and PLS. MANOVA results indicate that the OSs technical support ending could significantly decrease all three types of justice perception. PLS results indicated that it could significantly increase psychological contract violation and that this increased psychological contract violation could significantly reduce the trust and increase the perceived betrayal. Then, it could significantly reduce satisfaction, loyalty, and repurchase intention, and it also could significantly increase negative word-of-month intention, complain to the vendor intention, and complain to the third party intention. All hypothesis had been significantly approved. Consequently, OS users feel that the OSs technical support ending is not natural value added service ending, but the violation of the core OS purchase contract, that it could be the posteriori prohibition of OS user's OS usage right, and that it could induce the psychological contract violation of OS users. This study would contributions to introduce the psychological contract violation of the OS users from the OSs technical support ending in IS field, to introduce three types of justice as the antecedents of psychological contract violation, and to empirically validate the impact of psychological contract violation both on the beneficial and retributive behavioral intentions of OS users. For practice, the results of this study could contribute to make more comprehensive OS user protection policy and consumer relationship management practices of OS vendor.

의료서비스의 결합판매와 경쟁제한성의 판단 - Cascade Health 사건을 중심으로 - (Bundled Discounting of Healthcare Services and Restraint of Competition)

  • 정재훈
    • 의료법학
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    • 제20권3호
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    • pp.175-209
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    • 2019
  • 시장지배적 사업자의 결합판매는 경쟁법 적용에 있어 어려운 문제 중 하나이다. 결합판매는 통상 할인을 수반하는데, 소비자 입장에서는 더 낮은 가격에 더 많은 상품을 구매할 수 있는 혜택을 보게 된다. 공급자도 별개로 판매할 경우에 소요되는 판매비용보다 더 낮은 비용으로 판매할 수 있게 된다. 이와 같이 소비자 입장에서는 가격인하의 혜택을, 공급자 입장에서는 판매비용 인하의 혜택을 보는 효율적인 측면이 있다. 대상판결은 결합판매 자체는 경쟁촉진적일 수도 있고, 경쟁제한적일 수도 있으며, 시장지배적 사업자가 아니더라도 거래관행상 광범위하게 이루어지고 있으므로 중립적이고 객관적으로 경쟁제한성 평가를 할 필요가 있음을 전제로 하고 있다. 대상판결은 동등 효율 경쟁자를 배제할 위험이 있는지를 심사해야 한다는 입장을 취함으로써 제1심이 선례로 고려한 LePage 판결을 따르지 않고 비용 기반 분석(cost based approach)이 필요하다고 봄으로써, 결합판매에서 비용기반 분석의 대표적인 판결로 평가받고 있다. 이 판결의 가장 돋보이는 점은 결합판매에서 경쟁제한성 평가의 방법론에 있어, 할인귀속 기준을 채택하여 결합판매에 따른 할인분을 전체 상품이 아니라 경합하는 상품에 적용한 후, 비용보다 가격이 낮은지를 심리해야 한다는 점을 지적한 점이다. 동등효율 경쟁자의 배제 문제는 결국 행위자 자신이 스스로 위반여부를 판단할 수 있어야 하므로, 이때 문제되는 비용은 경쟁자의 비용이 아니라 행위자의 비용임을 명시하였다. 결합판매를 통한 할인은 소비자가 별개로 구입할 수 있는 선택권을 침해받지 않으면서도 저가에 상품을 구입할 수 있는 긍정적인 효과가 있다. 따라서 결합판매를 경쟁법 차원에서 규제할 수 있는 근거로는, 가격할인에도 불구하고 동등효율 경쟁자를 배제한다는 점이 합리적인 사유가 될 것이다. 그 점에서 대상판결이 제시한 동등효율 경쟁자의 배제 위험 문제를 가격비용 테스트와 할인귀속기준을 통하여 적용한 점은 설득력이 있다. 반면, 결합판매의 기본적인 구조는 끼워팔기의 강제성 요건과 유사한 측면이 있다는 지적도 경청할 필요가 있다. 한국은 공적 건강보험 체계가 당연지정 요양기관 제도와 결합하면서 의료서비스에 대한 가격 경쟁은 요양급여에서는 불허되며 비급여 부분을 중심으로 존재한다. 이러한 비급여 부분을 중심으로 의료가 발달한 분야에서도 가격에 관한 의료공급자들의 시장지배적 지위의 남용이 가능하다. 진료비에 대한 가격결정과 공적 건강보험 제도와 민간의료보험의 관계를 검토해보면, 의료공급자 중 시장지배적 사업자의 결합판매를 통한 경쟁사업자의 배제는 비급여 부분에 대하여 국민건강보험공단이 아닌 민간보험회사와 관계에서 결합판매를 통한 할인계약을 통하여 가능할 것이다.