A Study on the Effects of Perception of Organizational Politics on Organizational Citizenship Behavior : Focused on the Mediating Effects of Organizational Commitment = 조직정치지각이 조직시민행동에 미치는 영향에 관한 연구: 조직몰입의 매개효과를 중심으로

국문 초록 (Abstract)

우리나라 기업의 99.6%가 중소기업으로 이루어져 있으며, 최근 4차 산업 기술 및 교통 발전으로 인한 경쟁의 심화, COVID-19 등으로 인한 휴ㆍ폐업, 임금 상승과 함께 주 52시간 근무제 시행으로 인한 고용유지의 어려움 등으로 인하여 중소기업들은 어려운 경영환경에 직면해있다. 이에 본 연구는 이러한 어려운 경영환경에서 조직의 성과와 유효성 및 지속가능성에 도움이 되는 조직시민행동과 조직몰입을 통해 중소기업의 경영 및 인적자원관리 체계 방향을 제시하고 이러한 변수들에 가장 흔하게 존재하며, 영향력 있는 변수인 조직정치지각을 선정하여 연구하고자 하였다.
본 연구는 선행연구들을 통해 가설을 세운 후 이를 검증하고 이로써 조직정치지각이 조직구성원들의 조직시민행동에 미치는 영향력과 이 관계에서 조직몰입의 매개효과에 대해 살펴보았으며, 본 연구의 결과는 다음과 같이 나타났다.
첫 번째, 조직정치지각의 세가지 구성요인들은 정서적몰입에 모두 부(-)의 영향을 미쳤다. 두 번째, 조직정치지각의 구성요인 중 승진 및 보상정책만이 유지적몰입에 부(-)의 영향을 미쳤다. 세 번째, 조직정치지각의 갈등회피분위기만이 규범적몰입에 부(-)의 영향을 미쳤다. 네 번째, 조직몰입에서 정서적몰입만이 조직시민행동에 정(+)의 영향을 미쳤다. 다섯 번째, 조직정치지각의 세가지 하위변수들 중 일반적정치행동과 승진 및 보상정책만이 조직시민행동에 부(-)의 영향을 미쳤다. 여섯 번째, 조직정치지각과 조직시민행동의 관계에서 조직정치지각의 갈등회피분위기만 완전매개효과를 가졌으며, 승진 및 보상정책은 부분매개효과가 있음을 확인하였다.
이와 같은 연구의 결과는 조직정치지각이 구성원들의 조직몰입을 방해하고 조직시민행동을 낮추는데 영향을 주어 결과적으로 조직성과에 부(-)의 영향을 미칠 수 있음을 시사하고 있다. 또한, 조직몰입 중 정서적몰입만이 조직시민행동에 유효한 영향을 미친다는 결과를 통해 최근 정서적몰입이 조직몰입을 구성하는 단일차원의 개념으로 보아야한다는 학계에서의 의견을 검증하여 이를 지지할 수 있는 연구자료로 활용될 수 있는 결과가 도출되었다. 이러한 조직몰입 중 정서적몰입이 매개하는 역할을 확인하였는데, 특히 갈등회피분위기는 정서적몰입을 완전매개하여 조직시민행동에 부(-)의 영향을 미칠 수 있으며, 승진 및 보상정책의 부당함은 정서적몰입을 부분매개하여 결과적으로 조직시민행동에 부(-)의 영향을 미치 것이라는 연구결과를 확인할 수 있었다. 또한, 본 연구는 Average비교 결과를 통해 나타난 직급이 높아질수록 조직몰입의 하위변수 중 정서적ㆍ유지적 몰입이 높아지는 현상을 승진 및 보상정책에 대한 인식에 따라 이러한 현상을 설명하였다는 것에 차별성을 가진다.
이를 통해 조직 차원에서 조직성과와 조직유효성 및 지속가능성에 유효한 영향을 주는 구성원들의 조직시민행동을 이끌어내기위해 조직정치지각을 낮추기 위한 관리자 및 의사결정자들의 노력 제고 및 인적자원관리를 위한 공정하고 효율적인 시스템을 설계, 구축하는데에 있어 방향성을 제시한다.

다국어 초록 (Multilingual Abstract)

99.6% of Korean companies consist of small and medium-sized enterprises. Recently, small and medium-sized enterprises face a difficult business environment due to intensifying competition due to the development of fourth industrial technology and transportation, closure of businesses due to COVID-19 and difficulties in maintaining employment due to the implementation of the 52-hour workweek. In response, this study presents the direction of the management and Human Resource Management system of small and medium enterprises through Organizational Citizenship Behavior(OCB) and Organizational Commitment that help the organization's performance, validity and sustainability in these difficult business environments. Furthurmore, this study also intend to select Perception of Organizational Politics which is existed more commonly in organization and influential variable.
This study verified the hypotheses after establishing them through prior studies, then examined the influence of Perception of Organizational Politics on Organizational Citizenship Behavior of members and the mediating effects of organizational immersion in this relationship.
First, the three components of Perception of Organizational Politics had a negative impact on Emotional Commitment. Second, only Pay and Promotion Policies among the components of the Perception of Organizational Politics had a negative impact on Continue Commitment. Thirdly, only the Go Along to Get Ahead of Perception of Organizational Politics affected normative Commitment. Fourth, only Emotional Commitment in Organizational Commitment has had a positive influence on Organizational Citizenship Behavior. Fifth, only General Political Behavior and Pay and Promotion Policies among the three sub parameters of the Perception of Organizational Politics had a negative impact on Organizational Citizenship Behavior. Sixth, in the relationship between Perception of Organizational Politics and Organizational Citizenship Behavior, only the Go Along to Get Ahead in Perception of Organizational Politics had the effect of complete mediation effect, and Pay and Promotion Policies were confirmed to have partial sale effects.
The results of these studies suggest that Perception of Organizational Politics can interfere with members' Organizational Commitment and affect Organizational Citizenship Behavior, therefore it can have a negative impact on organizational performance. In addition, the results show that only Emotional Commitment of Organizational Commitment has a valid effect on OCB. Therefore, this study recently verified the opinion of academia that Emotional Commitment should be viewed as a single dimension of Organizational Commitment, and the results that could be used as supporting research materials have been produced. It has been confirmed that Emotional Commitment plays a mediating role among these Organizational Commitment. In particular, Go Along to Get Ahead can have negative effects on OCB by completely covering Emotional Commitment, and the unfairness of Pay and Promotion Policies could be confirmed by this study that Emotional commitment would have a negative impact on OCB as a result.
Through this, to derive OCB that have a valid impact on organizational performance, organizational effectiveness and sustainability at the organizational level from members, this study presents direction in designing and building a fair and efficient system for Human Resource Management and enhancing the efforts of managers and decision makers to Perception of Organizational Politics.

목차 (Table of Contents)

• Ⅰ. Introduction 01
• Chapter 1. The necessity of Research 01
• Chapter 2. Purpose, Methods and Composition of Research 04
• 1. Purpose of Research 04
• 2. Methods and Composition of Research 05
• Ⅱ. Theoretical Background 08
• Chapter 1. Perception of Organizational Politics 08
• 1. Perception of Organizational Politics 08
• 2. Composition of the Perception of Organizational Politics 12
• 3. Literature Review of the Perception of Organizational Politics 14
• Chapter 2. Organizational Citizenship Behavior(OCB) 17
• 1. Perception of OCB 17
• 2. Composition of OCB 20
• 3. Literature Review of OCB 24
• Chapter 3. Organizational Commitment 25
• 1. Perception of Organizational Commitment 25
• 2. Composition of Organizational Commitment 27
• 3. Literature Review of Organizational Commitment 31
• Chapter 4. Literature Review of Variables 33
• 1. The Relationship between Perception of Organizational Politics and Organizational Commitment 33
• 2. The Relationship between Organizational Commitment and Organizational Citizen Behavior 34
• 3. Relationship between the Perception of Organizational Politics and the Behavior of Organized Citizens 35
• 4. Mediating Effect of Organizational Commitment on the Relationship between Perception of Organizational Politics and OCB 35
• Ⅲ. Research Design and Method 38
• Chapter 1. Research Model and Hypothesis 38
• 1. Design of Research Model 38
• 2. Research Hypotheses 39
• Chapter 2. Operational definitions and measurements of variables 41
• 1. Perception of Organizational Politics 41
• 2. Organizational Citizen Behavior 42
• 3. Independent variable 42
• Chapter 3. Data collection and analysis method 43
• 1. Survey Design and Data Collection 43
• 2. Data Analysis Method 45
• 3. Questionnaire Configuration 45
• Ⅳ. Verification analysis and results 47
• Chapter 1. Data collection and Analysis method 47
• 1. Data Collection 47
• 2. Analysis Method 48
• Chapter 2. Population Statistics and Feasibility Analysis of Samples 49
• 1. Demographic Analysis 49
• 2. Feasibility, Reliability and Correlation Analysis 53
• Chapter 3. Average Comparison Analysis 60
• 1. Independent Sample T-test 61
• 2. 'One-way ANOVA' Analysis 66
• Chapter 4. Empirical Analysis 80
• 1. Verification of Hypothesis 1 81
• 2. Verification of Hypothesis 2 84
• 3. Verification of Hypothesis 3 87
• 4. Verification of Hypothesis 4 90
• 5. Verification of Hypothesis 5 93
• 6. Verification of Hypothesis 6 96
• Chapter 5. Results and discussions of hypothesis testing 102
• Ⅴ. Conclusion 106
• Chapter 1. Summary and Implications of Research Results 106
• 1. Summary of Research Results 106
• 2. Implications of Research Results 107
• Chapter 2. Limitations and Suggestions of Research 112
• Reference 115
• 국문초록 126
• Survey 129
• Acknowledgement 136