권력거리의 개인-조직 부합도가 종업원의 태도 및 행동에 미치는 영향: 조직몰입의 매개효과 = The Effects of Person-Organizational Fit in Power Distance : The Mediating Role of Organizational Commitment

다국어 초록 (Multilingual Abstract)

This study examined the effects of person-organizational fit(P-O fit) in power distance on the employees’ outcome variables and mediating effect of organizational commitment using polynomial regression and response surface methodology. Researchers have studied the effects of organizations’ power distance (OPD) and employees’ power distance orientation (PDO) separately. However, it is clear that we have include both organizations’ power distance and employees’ in a research design in order to fully understand the complicated effects of power distance on organizations. Based on the previous research, we investigated the effects of power distance in the perspective of person-organization fit and predicted that the P-O fit in power distance give a positive impacts on employees’s outcome variables such as organizational commitment (OC), organizational citizenship behavior (OCB), and turnover intent (TI). 317 employees participated in this research and data were collected through survey. The results from polynomial regression and response surface analysis supported the predictions and found that when organizations’s PD was higher than employees’, organizational commitment decreased and turnover intent increased. Further, a mediation estimate analysis was conducted to examine the impact of the P-O fit in power distance on employees’ outcomes. We found that the relationships between the P-O fit in power distance and OCB / TI was mediated by OC. Based on the results, we discussed the implications and limitations of this study.

국문 초록 (Abstract)

본 연구는 권력거리의 개인-조직 부합도가 종업원의 태도 및 행동에 미치는 영향을 다차항회귀분석과 반응표면분석을 이용하여 살펴보았다. 현재 국가 혹은 조직, 리더의 권력거리나 종업원의 권력거리성향을 각각 개별적으로 다룬 연구들은 존재하나 개인과 조직간의 부합도로 이 둘의 영향력을 모두 살펴본 연구는 거의 없는 실정이다. 본 연구는 기존의 개인-조직 부합도의 연구결과들을 바탕으로 권력거리의 개인-조직 부합도가 종업원의 조직몰입과 조직시민행동을 높이고 이직의도는 낮추는 긍정적인 영향을 보이는지를 알아보고자 하였다. 아울러 권력거리의 개인-조직 부합도가 조직시민행동과 이직의도에 미치는 영향을 조직몰입이 매개하는지도 살펴보았다. 특히 부합도에 대한 기존의 연구방법론과는 달리 본 연구에서는 두 개의 예측변인과 준거변인간의 관계를 입체적이고 정확하게 파악할 수 있는 다차항회귀분석과 반응표면분석을 사용하였다. 가설검증을 위해 317명의 직장인 데이터를 수집하여 분석하였다. 연구결과, 조직과 종업원의 권력거리가 일치할수록 조직몰입과 조직시민행동은 증가하였으며 이직의도는 감소하였다. 아울러 비대칭적 불일치효과를 검증한 결과, 조직의 권력거리가 종업원의 권력거리성향보다 높을 경우, 그 반대의 경우보다 조직몰입은 낮아지고 이직의도는 높아지는 것으로 나타났다. 마지막으로 권력거리의 개인-조직 부합도와 조직시민행동 및 이직의도와의 관계는 조직몰입이 부분매개하는 것으로 나타났다. 이러한 결과에 대한 시사점과 제한점이 논의되었다.

참고문헌 (Reference)

1 김원형, "조직심리와 행동의 이해" 시그마프레스 2011

2 최동주, "조직신뢰와 조직시민행동간의 다차원적 조직몰입 매개효과 검증 -외식기업을 중심으로-" 한국기업경영학회 17 (17): 23-41, 2010

3 박준혁, "기업의 공유가치와 개인가치의 부합이 개인의 직무성과에 미치는 영향 : 조직몰입 및 조직시민행동의 매개효과를 중심으로" 한국기업경영학회 21 (21): 207-226, 2014

4 최영남, "군 리더와 부하의 권력거리성향 차이가 군에 대한 태도 및 행동에 미치는 영향" 한국산업및조직심리학회 30 (30): 517-540, 2017

5 유태용, "개인과 조직성격간 부합, 개인과 직무특성간 부합이 조직과 직무에 대한 태도 및 행동에 미치는 영향" 한국산업및조직심리학회 16 (16): 201-222, 2003

6 조윤형, "개인-환경 적합성이 창의적 문제해결에 미치는 영향: 조직기반 자긍심의 매개효과를 중심으로" 한국기업경영학회 24 (24): 173-195, 2017

7 Autry, C. W., "Warehouse operations employees : linking person‐organization fit, job satisfaction, and coping responses" 24 (24): 171-197, 2003

8 Moorman, R. H., "Treating employees fairly and organizational citizenship behavior : Sorting the effects of job satisfaction, organizational commitment, and procedural justice" 6 (6): 209-225, 1993

9 Endler, N. S., "Toward an interactional psychology of personality" 83 (83): 956-974, 1976

10 Jansen, K. J., "Toward a multidimensional theory of person-environment fit" 18 (18): 193-212, 2006

11 Edwards, J. R., "The value of value congruence" 94 (94): 654-677, 2009

12 Arthur Jr, W., "The use of person-organization fit in employment decision making : an assessment of its criterion-related validity" 91 (91): 786-801, 2006

13 Edwards, J. R., "The study of congruence in organizational behavior research : Critique and a proposed alternative" 58 (58): 51-100, 1994

14 Cohen, A., "The relationship between multiple commitments and organizational citizenship behavior in Arab and Jewish culture" 69 (69): 105-118, 2006

15 Mowday, R. T., "The psychology of commitment absenteism, and turnover" Academic Press Inc 1982

16 Dierdorff, E. C., "The poer of “we”: Effects of psychological collectivism on team performance over time" 96 (96): 247-262, 2011

17 LePine, J. A., "The nature and dimensionality of organizational citizenship behavior : a critical review and meta-analysis" 87 (87): 52-65, 2002

18 Mowday, R. T., "The measurement of organizational commitment" 14 (14): 224-247, 1979

19 Schappe, S. P., "The influence of job satisfaction, organizational commitment, and fairness perceptions on organizational citizenship behavior" 132 (132): 277-290, 1998

20 Sturman, M. C., "The effect of culture on the curvilinear relationship between performance and turnover" 97 (97): 46-62, 2012

21 Cooper-Hakim, A., "The construct of work commitment : testing an integrative framework" 131 (131): 241-259, 2005

22 Edwards, J. R., "The accumulation of knowledge in person-environment fit research" 2007

23 Atwater, L. E., "Self‐other agreement: does it really matter?" 51 (51): 577-598, 1998

24 Meyer, S. E., "Seed germination regulation in Bromus tectorum (Poaceae)and its ecological significance" 475-485, 1997

25 Harrison, G. L., "Satisfaction, tension and interpersonal relations : A cross-cultural comparison of managers in Singapore and Australia" 10 (10): 13-19, 1995

26 Jackson, C. L., "Psychological collectivism : A measurement validation and linkage to group member performance" 91 (91): 884-899, 2006

27 Bochner, S., "Power distance, individualism/collectivism, and job-related attitudes in a culturally diverse work group" 25 (25): 233-257, 1994

28 Tan, W., "Power distance in Singapore construction organizations : implications for project managers" 21 (21): 529-536, 2003

29 Begley, T. M., "Power distance as a moderator of the relationship between justice and employee outcomes in a sample of Chinese employees" 17 (17): 692-711, 2002

30 Ostroff, C. L., "Perspectives on organizational fit" Psychology Press 2007

31 Goodman, S. A., "Person–organization fit and contextual performance : Do shared values matter" 55 (55): 254-275, 1999

32 Kristof, A. L., "Person‐organization fit : An integrative review of its conceptualizations, measurement, and implications" 49 (49): 1-49, 1996

33 Edwards, J. R., "Person-job fit: A conceptual integration, literature review, and methodological critique" John Wiley & Sons 1991

34 Livingstone, L. P., "Person-environment fit and creativity : An examination of supply-value and demand-ability versions of fit" 23 (23): 119-146, 1997

35 Crampton, S. M., "Percept-percept inflation in microorganizational research : An investigation of prevalence and effect" 79 (79): 67-76, 1994

36 Ravlin, E. C., "Perceived and actual organizational fit : Multiple influences on attitudes" 18 (18): 175-192, 2006

37 Hofstede, G., "Organizations and cultures:Software of the mind" McGrawHill 1991

38 O'Reilly, C. A., "Organizational commitment and psychological attachment : The effects of compliance, identification, and internalization on prosocial behavior" 71 (71): 492-499, 1986

39 Silva, N. D., "Organizational Strategy and Employee Outcomes" 2002

40 Saks, A. M., "Organizational Socialization : Making sense of the past and present as a prologue for the future" 51 : 234-279, 1997

41 Lee, K., "Organizational Citizenship Behavior and Workplace Deviance The Role of Affect and Cognitions" 870 (870): 131-142, 2002

42 Edwards, J. R., "On the use of polynomial regression equations as an alternative to difference scores in organizational research" 36 (36): 1577-1613, 1993

43 Igra, A., "On forming variable set composites to summarize a block recursive model" 8 (8): 253-264, 1979

44 Eby, L. T., "Motivational bases of affective organizational commitment : A partial test of an integrative theoretical model" 72 (72): 463-483, 1999

45 Van der Vegt, G. S., "Location-level links between diversity and innovative climate depend on national power distance" 48 (48): 1171-1182, 2005

46 Cole, M. S., "Leader–team congruence in power distance values and team effectiveness : The mediating role of procedural justice climate" 98 (98): 962-973, 2013

47 Tett, R. P., "Job satisfaction, organizational commitment, turnover intention, and turnover : path analyses based on meta‐analytic findings" 46 (46): 259-293, 1993

48 Williams, L. J., "Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors" 17 (17): 601-617, 1991

49 Vigoda, E., "Influence tactics and perceptions of organizational politics : A longitudinal study" 55 (55): 311-324, 2002

50 Meglino, B. M., "Individual values in organizations : Concepts, controversies, and research" 24 (24): 351-389, 1998

51 Kirkman, B. L., "Individual power distance orientation and follower reactions to transformational leaders : A cross-level, cross-cultural examination" 52 (52): 744-764, 2009

52 Rinne, T., "Hofstede and Shane revisited : the role of power distance and individualism in national-level innovation success" 46 (46): 91-108, 2012

53 Heise, D. R., "Employing nominal variables, induced variables, and block variables in path analyses" 1 (1): 147-173, 1972

54 Schaubroeck, J., "Embracing transformational leadership : Team values and the impact of leader behavior on team performance" 92 (92): 1020-1030, 2007

55 Earley, P. C., "East meets West meets Mideast : Further explorations of collectivistic and individualistic work groups" 36 (36): 319-348, 1993

56 Lian, H., "Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome" 97 (97): 107-123, 2012

57 Clugston, M., "Does cultural socialization predict multiple bases and foci of commitment?" 26 (26): 5-30, 2000

58 Lauver, K. J., "Distinguishing between employees' perceptions of person–job and person–organization fit" 59 (59): 454-470, 2001

59 Dorfman, P. W., "Dimensions of national culture and effective leadership patterns : Hofstede revisited" 3 (3): 127-150, 1988

60 Blader, S. L., "Differentiating the effects of status and power : A justice perspective" 102 (102): 994-1014, 2012

61 Offermann, L. R., "Culture's consequences for leadership behavior : National values in action" 28 (28): 342-351, 1997

62 Hofstede, G., "Culture and organizations" 10 (10): 15-41, 1980

63 Newman, K. L., "Culture and congruence: The fit between management practices and national culture" 753-779, 1996

64 Morrison, E. W., "Cultural differences in newcomer feedback seeking : A comparison of the United States and Hong Kong" 53 (53): 1-22, 2004

65 Khatri, N., "Consequences of power distance orientation in organisations" 13 (13): 1-9, 2009

66 Kristof-Brown, A. L., "Consequences of individual’s fit at work : A meta-analysis of person-job, person-organization, person-supervisor fit" 58 (58): 281-342, 2005

67 Zhang, Y., "Consequences of abusive supervision : A meta-analytic review" 32 (32): 959-987, 2015

68 MacKinnon, D. P., "Confidence limits for the indirect effect : Distribution of the product and resampling methods" 39 (39): 99-128, 2004

69 Ackerman, G., "Comparing the role of voice in the People's Republic of China and the United States: The mediating effect of power distance" Center for International Business Education, Columbia University 1996

70 Fischer, R., "Commitment across cultures : A meta-analytical approach" 40 (40): 1339-1358, 2009

71 Ajzen, I., "Attitude-behavior relations : A theoretical analysis and review of empirical research" 84 (84): 888-918, 1977

72 Salancik, G. R., "An examination of need-satisfaction models of job attitudes" 22 (22): 427-456, 1977

73 Efron, B., "An Introduction to the Bootstrap" Chapman and Hall 1993

74 Meyer, J. P., "Affective, normative, and continuance commitment levels across cultures : A meta-analysis" 80 (80): 225-245, 2012

75 French, J. R., "Adjustment as person-environment fit" 316-333, 1974

76 Tepper, B. J., "Abusive supervision in work organizations : Review, synthesis, and research agenda" 33 (33): 261-289, 2007

77 Lin, W., "Abusive supervision and employee well‐being : The moderating effect of power distance orientation" 62 (62): 308-329, 2013

78 Schleicher, D. J., "APA handbook of industrial and organizational psychology, Vol. 3" 137-190, 2010

79 Mathieu, J. E., "A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment" 108 (108): 171-194, 1990

80 Organ, D. W., "A meta‐analytic review of attitudinal and dispositional predictors of organizational citizenship behavior" 48 (48): 775-802, 1995