고용 불안정성이 혁신 행동에 미치는 영향: 일의 의미의 매개 효과와 조직 공정성의 조절 효과를 중심으로

김수지,김병직 한국경영컨설팅학회 2021 경영컨설팅연구 Vol.21 No.2

Due to the fierce competition and the rapidly changing market environment, it has become common for companies to cut their workforce to decrease operating cost. Accordingly, job insecurity among members of the organization is increasing. Existing studies on job insecurity have not paid sufficient attention to the impact of job insecurity on innovation behavior. This research aims to examine the influence of job insecurity on innovative behavior and its elaborate underlying mechanisms. To be specific, this study examines the mediating effect of the meaningfulness of work and the moderating effect of organizational justice in the relationship between job insecurity and innovative behavior. As a result of the study, it was found that job insecurity has a negative (-) effect on the meaningfulness of work, and the meaningfulness of work has a positive (+) effect on innovative behavior. In addition, the meaningfulness of work fully mediated the relationship between job insecurity and innovative behavior. Also. organizational justice moderated the job insecurity-meaningfulness of work link. Through this study, it was confirmed that job insecurity lowered the level of employee’s innovative behavior. In addition, it was confirmed that the meaningfulness of work functions as a mediating mechanism in the link. Furthermore, in an environment with high organizational justice, the negative effects of job insecurity on the meaningfulness of work were reduced. Based on the results, this study suggests that companies can promote innovative behavior by lowering job insecurity. And, it is revealed that increasing organizational justice through changing corporate internal regulations, can buffer the negative effect of job insecurity. 치열한 경쟁과 급변하는 시장 환경의 영향으로, 기업들이 비용 절감을 위해 인력 감축을 하는 것은 흔한 일이 되었다. 이에 따라, 조직 구성원들의 고용 불안정성이 높아지고 있다. 고용 불안정성과 관련된 기존 연구들은 고용 불안정성이 혁신 행동에 미치는 영향에 대해 상대적으로 충분한 주의를 기울이지 않았다. 이에 따라, 본 연구는 구성원의 고용 불안정성이 혁신 행동에 미치는 영향과 그 정교한 작동 기제에 대해 살펴보고자 한다. 구체적으로 고용 불안정성과 혁신 행동 사이의 관계에서 일의 의미의 매개 효과와 조직 공정성의 조절 효과를 살펴보고자 한다. 직장인 369명을 대상으로 설문 조사를 실시하였다. 연구 결과, 고용 불안정성은 일의 의미에 부(-)의 영향을 미치고, 일의 의미는 혁신 행동에 정(+)의 영향을 미치는 것으로 나타났다. 또한 일의 의미는 고용 불안정성과 혁신 행동 관계를 완전 매개하는 것으로 나타났다. 이와 더불어, 조직 공정성은 고용 불안정성과 일의 의미의 관계를 조절하는 것으로 나타났다. 본 연구를 통해, 고용 불안정성이 혁신 행동을 낮추는 것을 확인하였다. 또한, 고용 불안정성은 일의 의미를 낮추어 혁신 행동을 저하 시킨다는 것을 확인하였다. 이와 더불어, 조직 공정성이 높은 환경에서는 고용 불안정성이 일의 의미에 미치는 악영향이 줄어들었다. 이를 바탕으로, 본 연구에서는 기업이 고용 불안정성을 낮추면 혁신행동을 촉진할 수 있음을 제안한다. 또한, 회사 내규 정비 등 조직 공정성을 높이면 고용 불안정성이 일의 의미를 저하시키는 효과를 완충 시킬 수 있다는 것을 밝히고 있다.

직무불안 지각에 따른 비정규직 직원들의 정보공유와 보복행동: 지각된 정보불공정성의 매개효과 검증

손슬옹,김하연,서우종,강대석 한국기업경영학회 2012 기업경영연구 Vol.19 No.6

Hiring contingent workers are widely conceived as an important mean of ensuring the efficient use of human resources in contemporary business milieu. Nevertheless, from a social exchange perspective, such contingent workers have little reason to engage in citizenship performance largely due to their psychological contract which is short-term and economic in nature. Rather, their transactional obligation may make them easy to engage in organizational retaliatory behaviors (ORB) without hesitation. However, the impact of the perception of job insecurity for temporary workers relatively vulnerable to job loss on their behaviors has not yet to be cleared. In this regard, this study investigates the influences of contingent workersʼ perceived job insecurity on their anticitizenship. Job insecurity is proposed to have a harmful effect on both information sharing behaviors and organizational retaliatory behaviors (ORB) and it is argued that these effects are mediated by informational injustice. Specifically, the impact of job insecurity on information sharing is hypothesized to be partially mediated by informational injustice perception, whereas the impact on ORB is hypothesized to be fully mediated. The variable of informational injustice may play an important role in explaining contingent workersʼ reactions given that such dimension of injustice which is tacit and embedded in action can be a precursor of their future employment conditions. Valid and reliable self-report evaluation measures were administered to a sample of 135 contingent workers in three discount stores in South Korea. Discount store jobs present an exemplary case to study our research questions because they manage a variety of contingent employment forms and these workers are vulnerable to structural injustice such as unequal access to important information. The findings using structural equation modeling (SEM) show that contingent workersʼ job insecurity had a positive impact on their perception of informational injustice. This highlights that contingent workersʼ perceived job insecurity is primarily related to the issue of discrimination while permanents focus on psychological contract breach in the context of job insecurity. Unexpectedly, the negative impact of job insecurity on information sharing was fully mediated by informational injustice. It means that informational injustice perception was a more proximal variable than job insecurity in the prediction of information sharing behavior. If workers were supposed to be in permanent position, job insecurity would also have direct effect on information sharing. Furthermore, informational injustice partially mediated job insecurity-ORB relationship. It should be noted, however, that the direct path from job insecurity to ORB was in the opposite direction than the indirect effect through informational injustice perception (i.e. suppressor effects). The results of the current study have useful implications, i.e., managers must pay attention to contingent workersʼ perceptions of job insecurity and informational injustice as long as temporary work arrangements are a good means to increase flexibility and avoid cost. 본 연구는 비정규직 직원들의 직무불안(job insecurity) 지각과 그들의 반시민적행동(anticitizenship)의 관계를 정보불공정성(informational injustice)을 매개변수로 설정하여 분석하고자 하였다. 비정규직 직원들의 반시민적행동은 정보공유(information sharing)의 회피와 조직에서의 보복행동(organizational retaliatory behavior: ORB)으로 구분하여 비교의 시각에서 검토된다. 이에 따라서 직무 불안의 부정적 영향은 정보 불공정성의 지각을 경유하여 그들의 정보공유 행동과 ORB에 각각 부분과 완전매개를 하는 것으로 다르게 가설화되었다. 연구에 사용된 표본은 수도권에 소재한 3개의 대형마트에 근무하는 135명의 비정규직 직원들로 부터 획득되었다. 구조방정식 모델(structural equation modeling: SEM)은 직무불안과 정보불공정성 지각이 강한 긍정적인 상관을 나타낼 뿐 아니라 두 종속변수에 대해서도 유의한 매개효과를 입증 하였다. 즉 정보 공유행동과 관련하여 비정규직 직원들의 직무불안은 정보불공정성 지각을 통한 간접효과만을 나타냈다. 반면, ORB에 대해서는 정보불공정성을 통한 직, 간접 효과 모두 유의한 것으로 나타났으며 이들 사이에서 억제효과가 발견되었다. 이러한 연구결과들은 비정규직 직원들에게 있어서도 직무불안은 중요한 이슈일 뿐만 아니라 이들이 지각하는 직무불안은 평소 정보불공정성 경험과 결부되어 독특한 양상의 부정적인 행동반응을 초래하게 됨을 시사한다

직무불안정과 이탈, 발언, 충성, 태만과의 관계에 관한 탐색적 연구

김도영,유병주 대한경영학회 2003 大韓經營學會誌 Vol.16 No.4

For employees, Job insecurity offers some kind of matters related to their jobs. Some studies about job insecurity shows people who have experienced the job insecurity get the negative feelings on the job satisfaction and the organizational committment. Also it addresses the increasing level of stress and powerlessness in performance and of leaving the organization. The result from this study explains that job insecurity affects to employees' emotions, and that seems to be like the earlier study of Hirschman(1970)and Farrell(1983) which is that decreasing performance in an organization or dissatisfaction to tasks affects to the exit , voice, loyalty, and neglect. Because job insecurity is also the part of decreased performance for employees and dissatisfaction to tasks. Therefore this study examines the relationship between job insecurity and EVLN, and then finds how demographic variables moderate the association of job insecurity with EVLN. The results here support the idea that job insecurity has a positive relation with exit and neglect variable. Employees who feel the risk of job stability are willing to leave the organization or neglect their jobs. And since job insecurity has a negative correlation with loyalty, it influences the employees not to stay in their places. However, there was no link between job insecurity and voice. And this research examines to clarify whether demographic variables have the moderate effect between the relation of job insecurity and EVLN. The results tell the fact that age and educational background has moderate effect in part, but gender didn't. On the moderate effect in detail, this study shows that job insecurity and exit have a strong effect in employee's high age group. The relationship between job insecurity and loyalty is seen to be different according to the employees' education and age. Lower loyalty appears in the lower educated and younger age groups. It is same for the relationship between job insecurity and neglect: Neglect occurs in the high educated and aged groups strongly. Thus, this study suggests the leaders managerial insights of employee's behavioral alternatives in the increasing job insecurity nowadays.

직무불안이 일과 삶의 균형(Work-Life Balance)에 미치는 영향 - 정부출연연구기관의 비정규 연구 근로자를 중심으로 -

서여주 여가문화학회 2015 여가학연구 Vol.13 No.2

This study aims to investigate the effect of non-regular research workers' job insecurity on work-life balance. This study attempted to investigate job insecurity on the theoretical basis of the stress theory(cognitive appraisal theory). In other words, the purpose of this study is to reconstruct of the job insecurity based on the cognitive appraisal theory. Through the literature review, 3 factor that hypotheses of employee's job insecurity has been defined as possibility of job loss, capability for coping with job insecurity, affective job insecurity. Data were collected from 187 non-regular research workers from three government-donated research institute. The data were analyzed by statistical package, SPSS 22.0 for Windows. To test hypothesis multiple regression analysis were used. The results of this study are summarized as follows. First, the effect of non-regular research workers' possibility of job loss(pertains to perceived threats of impaired equality in the employment relationship, such as deterioration of working conditions, lack of career opportunities and so on) on affective job insecurity(refers to concern about the future existence of present job) showed that possibility of job loss has a statistically significant positive effect on affective job insecurity. Second, the effect of non-regular research workers' affective job insecurity on the harmony of work-family showed that affective job insecurity has a statistically significant negative effect on the harmony of work-family. Third, the effect of non-regular research workers' affective job insecurity on the harmony of work-growth showed that affective job insecurity has a statistically significant positive effect on the harmony of work-growth. 본 연구에서는 직무불안에 대한 집중적 검증을 위하여 인지평가이론 평가 이론에 기반을 두고 직무상실가능성과 대처능력이 정서적 직무불안에 미치는 영향과 정서적 직무불안이 일과 삶의 균형에 어떠한 영향을 미치는지에 대해 검증하였다. 정부출연연구기관에서 근무하고 있는 비정규 연구 근로자 187명을 대상으로 조사한 결과 다음과 같은 결과를 얻었다. 첫째, 직무상실가능성이 높을수록 정서적 직무불안도 높아지는 것으로 나타났다. 둘째, 정서적 직무불안이 높을수록 일과 가정 균형에 부정적 영향을 미치는 것으로 나타났다. 셋째, 정서적 직무불안이 높을수록 일과 성장 균형에 긍정적인 영향을 미치는 것으로 나타났다. 이와 같은 연구결과를 토대로 본 연구의 의의는 다음과 같다. 첫째, 본 연구는 매년 증가하고 있는 정부출연연구기관의 비정규 연구 근로자에 주목하면서 이들이 인지하고 있는 직무불안을 인지평가이론을 토대로 하여 직무불안을 규명하였다는 점에서 의의가 있다. 둘째, 일과 삶의 균형에 관한 연구는 대부분 독립변수로 분석하였는데, 일과 삶의 균형에 대한 선행변수도 중요하기 때문에 일과 삶의 균형의 선행 영향 변수로 연구하였다는 점에 의의가 있다. 본 연구의 한계점은 본 연구가 고학력자인 비정규 연구 근로자에 대한 직무불안을 분석한 만큼, 향후 연구에서는 정규직 연구 근로자 간의 차이분석을 통해 직무불안이 일과 삶의 균형에 어떠한 영향을 미치고 있는지에 대한 연구로 확장할 필요가 있다.

군 조직 직무불안정성의 부정적 영향

안병주(Byung-Joo Ahn) 대한경영학회 2016 대한경영학회 학술발표대회 발표논문집 Vol.2016 No.1

본 논문에서는 직무불안정성(job insecurity)의 부정적 영향에 대한 연구를 대한민국 해군을 대상으로 수행하였다. 일반기업에서도 직무불안정성이 증가하는 추세이고 관련연구들이 충분히 이루어지고 있지만 대다수의 선행연구들은 직무불안정성이 조직몰입, 직무만족, 조직시민행동에 미치는 영향에 초점이 맞춰져 있다. 정부조직이나 공공조직에 대한 직무불안정성 연구는 매우 부족한 실정이다. 그 이유는 정년이 보장되어 있는 정부조직의 조직구성원에 대한 직무불안정성인식이 주목받지 못했기 때문일 것이다. 조직구성원의 직무불안정성은 공 사를 막론하고 조직의 효과성에 직 간접적 영향을 미치는 매우 중요한 문제다. 따라서 직무불안정성에 관한 연구는 공공조직, 군 조직 등 다양한 대상으로 확장되어야 할 필요성이 있다. 또한 군인은 안정적인 직업이라는 일반적인 인식이 강하지만 일반기업 못지않게 현재 군 조직에서 직무불안정성은 실제적인 이슈라고 할 수 있다. 고용형태와 계급에 따른 정년의 차이가 크고 근무평정 결과에 따라서 직장을 잃을 수도 있는 근무환경에 놓여있기 때문이다. 군 조직 직무불안정성관련 연구가 매우 희소한 상태이며 정부기관 조직구성원의 인사혁신을 추진하고 있는 현시점에서 관련연구는 실무적으로도 의미가 있을 것이다. 대한민국 해군의 장교와 부사관을 대상으로 작성된 설문지 1,133부를 분석한 결과는 다음과 같다. 직무불안정성은 조직신뢰, 소진, 이직의도와 유의한 부(-)의 관계를 보였으며 비정규직이 정규직보다 직무불안정성에 민감하게 반응하여 직무불안정성이 조직태도에 미치는 영향력이 강하게 나타났다. 또한 비정규직의 직무불안정성은 매우 높은 수준이었다. 이러한 연구결과는 군 조직의 경영에서 조직차원의 직무불안정성관리와 정규직 고용확대를 위한 노력이 필요함을 시사하며 인적자원관리의 전반적인 전략 수립에도 참고할 수 있을 것이다. 안정적인 직장으로 인식되어왔던 군 조직을 대상으로 직무불안정성의 부정적인 영향력을 살펴본 것은 직무불안정성관련 연구의 대상 조직을 확장했다는 점에서 의의가 있다. 그리고 정부조직에 속하는 군 조직에서도 일반기업과 같이 직무불안정성이 존재하며 정규직․비정규직의 고용형태에 따라 직무불안정성이 조직신뢰, 소진, 이직의도에 미치는 영향력의 차이가 있음을 실증분석을 통해 밝혔다는 점에서 의미가 있다. In this paper, the research on the negative effects of job insecurity was performed on the Republic of Korea Navy. General business-related studies have also been done sufficiently, and that trend is job instability increased, but the majority of prior studies Job insecurity focused on the impact on job satisfaction, organizational commitment, organizational citizenship behavior. Job insecurity for government research organizations and public organizations is very poor circumstances. The reason is that it did not receive due attention in perception of job insecurity on government organizations that are guaranteed to retirement. But job insecurity in navy is a very important issue, whether the ball on a straight- and four indirect impact on the effectiveness of the organization. Therefore, studies on the job insecurity may need to be extended to a variety of destinations, including public organizations, military organizations. In addition, soldiers are only as strong common vision of a stable job in the current job insecurity, military organizations as much as regular companies can be said to practical issues. This is because the difference in retirement age rating based on employment and a large working rank lies in the working environment that could lose their jobs as a result. At this point in promoting innovation in the HR in a military organization, government agency job insecurity is very rare condition related research studies will also be a practical means to. There has been continuous research on organizational trust, burn out, turnover intention, employment form and job insecurity using firms, public companies, hotels etc in ROK(republic of Korea). But, the research on military has been rare, especially the area focusing on job insecurity. Therefore, I suggest an integrated model using variables such as job insecurity, organizational trust, burnout, turnover intention and moderating variable such as employment form. Hierarchical multiple regression analysis has been conducted using ROK Navy survey data(1,133), producing following results: Firstly, the negative effect of job insecurity on organizational trust is verified. Secondly, positive effects of job insecurity on burn out and turnover intention are verified. Thirdly, employment forms are moderating effects on relationship between job insecurity and organizational trust, burn out, turnover intention. and temporary worker"s job insecurity levels were very high. According to these results, we have to manage job insecurity and employment form in ROK Navy. These findings could suggest the need for and commitment to organizational management and full-time employment expansion of job insecurity in the management of military organizations consulted in the overall strategy of human resource management. It examined the negative effects of job insecurity target group organization that has been recognized as a reliable work is significant in that it extends the subject of job insecurity research organization. And he said in an empirical analysis of the job insecurity that is a difference of organizational trust, burn out, the impact on turnover intention in accordance with the employment of job insecurity, such as general corporate existence and regular. In military organizations belonging to government organizations, non-regular workers is it is meant in the sense. Especially job insecurity that has been previously actively studied and researched on ordinary firms are applied, extended to military one of government organization. This is meaningful, because experiential research of job insecurity and on military has very rare in ROK.

항공사 승무원의 직무불안정성, 직무스트레스, 일-가정갈등 간 관계 : 조직내부인 지위인식의 조절된 매개효과 연구

김소형,김희경,류성민 한국기업경영학회 2021 기업경영연구 Vol.28 No.5

본 연구는 항공사 승무원 대상 직무불안정성이 일-가정갈등에 미치는 영향 관계와 이러한 관계를 매개하는 변수와 조절된 매개효과를 갖는 변수를 규명하는 것을 목적으로 하였다. 4차 산업혁명으로 인한 신기술 도입과 코로나19 팬데믹 장기화 등으로 인해 항공사 승무원의 직무불안정성은 전반적으로 가중되고 있는 상황이다. 이렇게 높아진 직무불안정성이 직무 및 가정에 미치는 부정적 영향을 직무요구-자원이론(JD-R Theory)을 토대 로 검증하였으며, 이런 직무불안정성을 완화할 수 있는 기제를 도출하고자 하였다. 가설을 검증하기 위해 국내 7개 항공사의 기혼 승무원 362명의 표본을 대상으로 실증분석하였다. 분석결과로 첫째, 항공사 승무원의 직무 불안정성은 일-가정갈등과 유의미한 정(+)의 관계가 있는 것으로 나타났다. 둘째, 항공사 승무원의 직무불안정 성은 직무스트레스와 유의미한 정(+)의 관계가 있는 것으로 나타났다. 셋째, 항공사 승무원의 직무스트레스는 일-가정갈등과 유의미한 정(+)의 관계가 있는 것으로 나타났고, 이러한 관계를 통해 직무스트레스는 직무불안 정성과 일-가정갈등 간의 관계를 매개하는 것으로 나타났다. 마지막으로, 조직내부인 지위인식의 조절된 매개 효과 검증을 통해 직무불안정성이 직무스트레스를 매개하여 일-가정갈등에 미치는 부정적인 영향을 조직내부 인 지위인식이 조절하는 효과를 확인하였다. 다만 조직내부인 지위인식의 조절된 매개효과의 방향은 예측과는 다른 것이었다. 이러한 연구 결과를 바탕으로 시사점, 한계점, 추후 연구과제에 대해서 논의하였다. With the advent of the Fourth Industrial Revolution, the spread of new technologies and the prolonged COVID-19 pandemic, the job insecurity of airline cabin crew is getting elevated. Most of the previous studies related to job insecurity were attempts to verify the negative effects of job insecurity, such as job satisfaction, organizational commitment, turnover intention, and organizational citizenship behavior. On the other hand, research on the effect of job insecurity on the family is still limited, and there are not many studies on how job insecurity affects the family. In addition, only a few studies have presented the theoretical basis for the process of job insecurity negatively affecting organizations and families. Job insecurity perceived by airline cabin crews who directly deliver services to customers at the service site can hinder service quality. Therefore, airline crew members’ job insecurity needs to be managed importantly in airline industry that is highly dependent on human services. In particular, it is necessary to review the effects of job insecurity and to study what mechanisms can be used to alleviate job insecurity. Therefore, this study examines the relationship between Airline Crew’s Job Insecurity and Work-Family Conflict. This study also investigates the mediating role of Job stress and moderated mediating role of perceived insider status in that relationship. The negative effects of job insecurity on jobs and work-family conflict is verified based on the JD-R (Job Demand-Resource) Model. For this purpose, a survey is conducted on 362 married cabin crews of 7 domestic airlines. According to the results of the research, first, it is confirmed that job insecurity has a significant positive(+) effect on work-family conflict. Second, job insecurity has a significant positive(+) effect on job stress, and third, job stress has a significant positive(+) effect on work-family conflict. Fourth, job stress is found to mediate the relationship between job insecurity and work-family conflict. In other words, it is confirmed that job insecurity perceived by airline cabin crews causes job stress in the process of performing the job, which negatively affects the family. Lastly, it is examined that the perceived insider status moderates the effects of job insecurity on work-family conflict through job stress. Contrary to predictions, it is found that job insecurity mediated job stress and strengthened the effect on work-family conflict. In other words, even if airline crew members are aware of job insecurity, the higher the level of recognition of status within the organization, the stronger the negative effect of job insecurity on the family through job stress. The causes of the results different from the prediction are as follows. According to the social exchange theory, members who aware their status high within the organization can be also highly aware of the obligation to return the favors that the organization has done to them. There is a possibility that they can perceive stress more on job insecurity. Therefore, more in-depth research needs to be conducted later on the possibility of the dual effect of perceived insider status. Practical implications through the empirical results of this study are as follows. First, job insecurity was found to be one of factors that cause stress during work and conflict at home. Therefore, there is a need to minimize and manage workers' job insecurity at the organizational level. Second, forming a sense of belonging to the organization as a job resource may be a way to alleviate job insecurity. In other words, airline cabin crews who perceive themselves as important members of the organization may have a lower negative effect on them even if they feel job insecurity. Therefore, it is necessary to seek ways to increase the various sense of belonging of airline cabin crews at the organizational level. Limitations of the research and future research tasks are also discussed.

슈퍼바이저의 고용불안정성이 조직유효성에 미치는 영향에 관한 연구: 자기효능감과 신뢰의 조절효과

조준상 한국유통과학회 2015 유통과학연구 Vol.13 No.1

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover in-tention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

“서번트 리더십이 안전을 만든다.” : 고용 불안정성이 안전 행동에 미치는 영향

김병직 대한안전경영과학회 2022 대한안전경영과학회지 Vol.24 No.1

Since the competitive environment, it has become common for firms to reduce its workforce to diminish operating cost. Accordingly, job insecurity among employees has been increasing. Previous works on job insecurity have not paid adequate attention to the influence of job insecurity on safety behavior. The current paper investigates the impact of job insecurity on safety behavior and its intermediating mechanisms. In specific, this paper delves into the mediating effect of job stress, as well as the moderating effect of servant leadership in the association between job insecurity and job stress. The results demonstrated that that job insecurity has a positive (+) influence on job stress, which has a negative (-) influence on safety behavior. Moreover, job stress mediated the association between job insecurity and safety behavior. Furthermore, servant leadership moderated the job insecurity-safety behavior link.

고용조정을 경험한 조직에서 사원들이 느끼는 고용불안과 신뢰 그리고 직무성과의 관계에 관한 연구

박상언(Sang Eon Park),이영면(Young Myon Lee) 한국경영학회 2004 經營學硏究 Vol.33 No.2

A firm generally breaks the psychological contract with its employees in the course of corporate downsizing. The employees` feelings of trust with the firm and with the managers also drastically change in that process. There has been few empirical research testing the role of trust that survivors may have with their managers after downsizing although many studies have investigated the effects of corporate downsizing on the reactions of survivors. The level of trust between the firm and the employees may moderate or mediate the relationship between job insecurity and job performance after the downsizing process. With high level of trust between them, the negative effect of job insecurity on job performance may be reduced. This paper examines the relationships among the job insecurity, trust in management, and job performance of survivors after the corporate downsizing. A data was collected from 307 respondents in five financial institutions in Korea which implemented downsizing recently. Two of dependent variables, job performance and organizational citizenship behavior, were collected from the respondents’ supervisor to avoid consistency bias and common method variance. The results show that job insecurity that survivors felt after downsizing is negatively related to their trust and organizational commitment. But contrary to the hypothesis, the relationship between the job insecurity and their job performance appeared positively. Further, trust in management moderated the relationship between the perceived job insecurity and survivors` subsequent reactions. That is. the trust moderated negatively the relationship between job insecurity and organizational commitment, but the trust moderated positively the relationship between job insecurity and job performance. The implication of these findings are discussed as follows. First, the importance of trust is confirmed again as earlier research mentioned. The level of trust positively influence job performance and organizational citizenship behavior after the downsizing process. This implies `trust management` is important factor to induce employee’s high commitment and high performance in these downsizing era. Second implication is from the positive relationship between job insecurity and job performance. This relationship was also found in earlier studies. The employees may work harder after the downsizing process because they do not have alternative jobs. Also, employees with lower trust level show relatively higher commitment and performance than employees with higher level. The absolute level of commitment and performance, however, is lower for employees with low trust level. In sum, the company needs to improve trust level of employees to have long term performance enhancement. This study has the following limitations. First, the data were collected from employees in financial institutions not in various organizations. Information on job performance is based on the memory of employee`s supervisor, not based on reliable measures. Second, information on employee`s economic dependence on the company or the possibility of job change was not collected. This information might have allowed broader interpretation of empirical results.

고용불안의 선행요인과 고용불안이 조직시민행동에 미치는 영향에 관한 연구

한진한 한국인적자원관리학회 2006 인적자원관리연구 Vol.13 No.4

본 연구는 고용불안의 선행요인으로서 향후의 조직변화 가능성, 역할모호성, 비정규직 증가추세와 조직지원 인식을 통하여 고용불안을 감소시킬 수 있는지를 실증분석 하였으며, 다음과 같은 연구결과를 얻었다.첫째, 종업원이 느끼는 고용불안은 조직시민행동에 부(-)의 영향을 미치는 것으로 나타났다. 둘째, 향후 조직변화의 가능성, 역할모호성이 고용불안에 유의한 영향을 미치는 것으로 나타났다. 그러나 비정규직 증가추세는 유의한 영향을 미치지 않는 것으로 나타났다.셋째, 종업원의 고용불안은 조직지원을 통하여 감소시킨다는 점을 확인하였다.그러므로 종업원들이 향후의 조직변화 가능성, 역할모호성으로 고용불안을 지각한다고 하더라도 조직지원을 통하여 고용불안을 감소시킬 수 있다는 점에서 조직지원을 증진시키는 방안을 시행하여야 할 것이다. A Study on the Organizational Citizen Behavior or moderating effects of perceived organizational support between the antecedents of Job Insecurity and the Job Insecurity Han, Jin-Hwan A study aims to examine the antecedents of job insecurity of the employees, and moderating role of perceived organizational support who survive from business restructuring. We propose that survivors' job insecurity increase with their expectation about further organizational change, role ambiguity and irregular increase of employees. Based on the sample of 312 workers from nine firms that undertook restructuring, we find that anticipation about organizational change, role ambiguity increase workers' job insecurity, but irregular increase not increase. It is also found that their job insecurity has a negative effect on organizational citizenship behavior. Also this study found mediating role of perceived organizational support in linking antecedents of job insecurity to job insecurity. Key words:organizational change, role ambiguity, irregular increase, job insecurity, perceived organizational support, organizational citizenship behavior.