조직 냉소주의 선행요인과 조직몰입과의 관계에 대한 연구 = Antecedents of Organizational Cynicism and Organizational Commitment

국문 초록 (Abstract)

조직 냉소주의에 대한 연구자들의 관심이 증가하고 있지만, 아직까지 조직 냉소주의를 설명하는 이론적 고찰과 국내？외 실증연구는 부족한 실정이다. 따라서 본 연구에서는 심리적 계약 파기 관점과 직무요구-자원모델을 바탕으로 조직 냉소주의와 관련된 선행요인과 조직몰입과의 관계를 분석하였다. 연구모형에서는 조직 냉소주의에 대한 선행요인을 조직차원의 조직경직성과 직무차원의 역할갈등 및 직무과다로 설정하였으며, 정서적 조직몰입과 유지적 조직몰입에 대한 조직 냉소주의의 효과를 분석하였다. 분석을 위한 설문조사는 전국 85개의 공공 고용지원서비스 기관 종사자 2,600명을 대상으로 하였으며, 최종분석은 총 1,690개의 자료가 사용되었다. 분석결과에 따르면, 조직경직성, 직무과다, 역할갈등은 조직 냉소주의를 높이는 선행변수의 역할을 하였으며, 조직 냉소주의가 높아질수록 정서적 조직몰입을 감소시키는 것으로 나타났다. 반면 유지적 조직몰입에 대한 조직 냉소주의의 효과는 유의하지 않았다.

다국어 초록 (Multilingual Abstract)

This paper examines the relationship between organizational cynicism, some predictors(organizational rigidity, role conflict, and job overload) and organizational commitment(affective commitment, continuance commitment) and uses theory on psychological contract view and job demand-resource model. Data were collected through questionnaire instruments from employees of job center(N=1,690). To test the hypotheses, structural equation model employed. The model shows that organizational rigidity, role conflict, and job overload were positively related to organizational cynicism. And it was found that organizational cynicism has a negative and significant effect on affective commitment, but there was no statistical evidence that organizational cynicism has an negative effect on continuance commitment.

목차 (Table of Contents)

• 〈요약〉
• Ⅰ. 서론
• Ⅱ. 문헌고찰 및 가설
• Ⅲ. 자료의 조사 및 측정
• Ⅳ. 실증분석
• Ⅴ. 요약 및 결론
• 참고문헌

참고문헌 (Reference)

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