직업불안정, 의사결정참여, LMX의 영향 : 상사에 대한 신뢰와 조직에 대한 신뢰의 역할을 중심으로 = Job Insecurity, Decision Participation and LMX : The Role of Supervisor And Organizational Trust

국문 초록 (Abstract)

본 연구의 목적은 조직 내 구성원들의 경험이 역할 내 행동 및 이직의도로 이어지는 과정을 규명하는 것이었다. 특히 이 과정에서 상사에 대한 신뢰와 조직에 대한 신뢰가 차지하는 역할을 밝히는 것이었다. 본 연구를 위하여 직업불안정성, 의사결정참여, LMX가 구성원의 조직 내 경험을 대표하는 변수로 선정되었다. 상사에 대한 신뢰와 조직에 대한 신뢰의 역할에 연구의 초점이 맞추어진 것을 고려하여 조직이 제공할 수 있는 직업불안정성과 상사가 제공할 수 있는 LMX를 변수로 선정하였으며, 조직이 만든 제도 하에서 상사가 허락하는 정도를 나타내는 의사결정참여를 변수로 선정하였다.
본 연구의 참여자들은 자발적인 참여를 원칙으로 선발되었으며, 총 480명의 연구 참여자들에게 연구의 목적과 의의에 대한 설명이 제공되었다. 참여자의 87%는 남성으로 구성되었다.
본 연구의 결과는 다음과 같다:첫째, 직업불안정성은 조직에 대한 신뢰에 중요한 긍정적인 영향을 미치는 것으로 나타 났으며, 둘째, 의사결정참여는 조직에 대한 신뢰에 의미 있는 긍정적인 영향을 미치는 것으로 나타났다. 셋째, LMX는 상사에 대한 신뢰에 의미 있는 긍정적인 영향을 미치는 것으로 나타났다. 넷째, 조직에 대한 신뢰는 이직의도에 의미 있는 부정적인 영향을 미치는 것으로 나타났다. 다섯째, 조직에 대한 신뢰는 이직의도에 의미 있는 부정적인 영향을 미치는 반면에, 역할내 행동에는 의미 있는 긍정적인 영향을 미치는 것으로 나타났다.
본 연구에서는 이상의 결과와 관련된 이론적 실무적 의미에 대해 심도 깊은 논의를 제공하고 있으며, 연구의 제약점 및 미래의 연구방향에 대하여 제시하고 있다.

다국어 초록 (Multilingual Abstract)

The purpose of this study was to investigate roles of organizational experiences in the development of in-role behavior and turnover intention through supervisor trust and organizational trust. Job insecurity, decision participation, and LMX(Leader-Member Exchange) were used as variables that represent the organizational experiences considering their differential influences on organizational and supervisor trust.
Participants of the study were selected on the volunteer bases. Total 480employees were participated and 87.5% of the participants were male employees working in the production department.
The results of the study were as follows;First, job insecurity had negative influences on the development of organizational trust while it had positive impact on turnover intention.
Second, decision participation were found to have positive influences on the development of organizational trust.
Third, LMX were found to have important influence on the development of supervisor trust.
Fourth, organizational trust had negative influences on turnover intention.
Fifth, organizational trust were found to have negative influences on turnover intention, while it was found to have positive impact on the development of in-role behavior.
In depth discussion were provided about findings and limitations through discussion section. Future study directions were provided.

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