조직시민행동에 대한 재고찰: 조직시민행동, 이직의도, 그리고 초과근무시간의 관계를 중심으로 = Exploring the dark side of organizational citizenship behavior among Korean public employees

다국어 초록 (Multilingual Abstract)

This study takes a more balanced view of organizational citizenship behavior (OCB) while focusing on the dark side of OCB. This is in line with some scholars’ discussions that have raised questions about positive organizational scholarship and demanded a more balanced view of positive organizational behavior (POB). For this, the study examined the effect of OCB on turnover intention and the role of overtime hours as a moderating variable. Binary logistic regression analysis using the 2018 Public Employee Perception Survey of the Korean Institute of Public Administration (KIPA) revealed that public employees’ altruistic OCB—altruism or interpersonal helping—had a positive effect on turnover intention. The influence between these variables was strengthened as the respondents’ overtime hours increased. These results show that OCB may act as an individual (time/energy) cost causing job withdrawal behavior for organizations. This study is meaningful in that it empirically supports recent discussions on the “dark side of OCB” beyond previous studies emphasizing the positivity of OCB.

국문 초록 (Abstract)

본 연구는 공무원의 조직시민행동이 이직의도에 미치는 영향과 두 변수 간 조절변수로서 초과근무시간의 영향력을 규명함으로써 조직시민행동의 긍정성에 대해 재고찰하는 것을 목적으로 한다. 한국행정연구원의 ｢2018년 공직생활실태조사｣를 활용하여 공무원을 대상으로 이항로지스틱 분석을 실시한 결과, 공무원의 이타적 조직시민행동은 이직의도 가능성을 높이는 것으로 나타났다. 이러한 변수 간 영향력은 응답자의 실제 초과근무시간이 많을수록 보다 강화되는 유의미한 조절효과를 보였다. 본 연구는 조직시민행동이 행위자 개인에게 시간･에너지 비용(cost)으로 작용하여 이직의도와 같은 조직에 대한 철회 행동(job withdrawal behavior)을 유발할 수 있음을 규명하였다. 이러한 연구결과는 조직시민행동의 긍정성을 강조해왔던 기존 전통적인 선행연구들의 논의와 구분되는 동시에 소위 ‘조직시민행동의 이면(darkside OCB)’에 관한 최근의 새로운 논의들을 경험적으로 뒷받침하는 근거가 된다는 점에서 이론적･실무적 함의를 제공한다.

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