조직지원인식과 상사지원인식 일치 정도가 혁신행동에 미치는 영향과 조직 및 팀 재직기간의 조절역할 = The Effect of Congruence between Perceived Organizational Support and Perceived Supervisor Support on Innovative Behavior and the Moderating Role of Organization and Team Tenure

다국어 초록 (Multilingual Abstract)

The innovative behavior can serve as a source of sustainable competitive advantage. The various antecedent factors that improve innovative behavior have been identified in previous studies. And what is important for innovative behavior is a friendly and supportive organization environment and employees' perception of it. This study verified that perceived organizational support and perceived supervisor support are the leading influencing factors of innovative behavior. Meanwhile, some argued that congruence between perceived organizational support and perceived supervisor support from different sources is important. However, there are not enough studies on the effect of congruence between perceived organizational support and perceived supervisor support. Also, the effect of congruence between perceived organizational support and perceived supervisor support may differ depending on the tenure of the employees perceiving this. Based on the social exchange theory developed by the balance theory, as employees with long-term organization tenure, team tenure had a higher level of knowledge and experience, the effect of congruence between perceived organizational support and perceived supervisor support on innovative behavior worked more effectively. Based on data collected from 207 employees, this study empirically analyzed the effect of congruence between perceived organizational support and perceived supervisor support on innovative behavior, and the moderating effect of tenure in organization and team. The analysis results showed that the more congruence between perceived organizational support and perceived supervisor support, the higher the innovative behavior and that the more congruence between perceived organizational support and perceived supervisor support at a higher level, the higher the innovative behavior. Also the analysis results showed that the effect of congruence between perceived organizational support and perceived supervisor support on innovative behavior, had significantly moderating effect of organization tenure. But contrary to the hypothesis, the analysis results showed that in the case of a shorter organization tenure, the more congruence between perceived organizational support and perceived supervisor support, the more innovative behavior was, and the more congruence between perceived organizational support and perceived supervisor support coincided at a high level, the more innovative behavior increased. And the analysis results showed that in the case of a long organization tenure, the more congruence between perceived organizational support and perceived supervisor support coincided at a high level, the more innovative behavior increased.
First, in order to improve innovative behavior, this study provides two solutions for congruence of perceived organizational support and perceived supervisor support. The first solution may ensure emotional-cognitive consistency through the congruence between perceived organizational support and perceived supervisor support of organizational members. In addition, since the supervisor acts as an agent of the organization, organizational members can perceive organizational support through the supervisor. Therefore, perceived supervisor support may have more influence than perceived organizational support. The second solution is that focusing on perceived supervisor support may be effectual when facing the problem of choice.
Second, this study verified which situation can strengthen the innovative behavior of organizational members with the congruence between perceived organizational support and perceived supervisor support. This study showed that a high degree of congruence between perceived organizational support and perceived supervisor support improves innovative behavior of organizational members with short organizational tenure. Therefore, organizations and leaders need to make organizational members with short organizational tenure recognize the congruence ...

참고문헌 (Reference)

1 김일천, "혁신적 업무행동의 선행요인에 관한 연구" 한국산업경영학회 19 (19): 281-316, 2004

2 이정원, "코로나19 위기극복 및 변화적응 행동 영향요인 연구: 대학생의 시민정체성, 집단효능감, 조직지원인식의 역할" 한국생산성학회 34 (34): 284-307, 2020

3 제갈란, "지원적 조직환경과 혁신행동 간의 관계에서 정서적 몰입의 매개효과 연구 - 조직지원인식과 상사지원인식의 상호작용효과 -" 한국인적자원관리학회 24 (24): 1-32, 2017

4 박노윤, "지원인식, 목표지향성 및 종업원 행동: 비정규직 종업원을 대상으로" 한국인사관리학회 33 (33): 1-34, 2009

5 정원호, "조직지원인식이 직무성과에 미치는 영향 : 번영감의 매개효과와 회복탄력성의 조절효과" 한국생산성학회 33 (33): 135-165, 2019

6 기호익, "조직에서의 호혜성과 커리어몰입 및 이직의도" 한국생산성학회 25 (25): 129-159, 2011

7 김동주, "조직공정성, 지원적 조직환경과 직장-가정갈등 간의 관계에 대한 연구" 대한경영학회 25 (25): 3057-3084, 2012

8 김시내, "상사지원인식이 일탈행동에 미치는 영향 - 직무만족의 매개효과와 조직지원인식의 조절효과 -" 한국인적자원개발학회 20 (20): 225-253, 2017

9 유태용, "개인과 환경간 분합 연구에서 다차항 회귀분석과 분응표면 방법론의 적용" 한국산업및조직심리학회 16 (16): 2003

10 Casper, W. J., "Work-family conflict, perceived supervisor support and organizational commitment among Brazilian professionals" 79 (79): 640-652, 2011

11 Woodman, R. W., "Toward a theory of organizational creativity" 18 (18): 293-321, 1993

12 Ng, T. W., "Toward a further understanding of the relationships between perceptions of support and work attitudes : A meta-analysis" 33 (33): 243-268, 2008

13 Mitchell, J. I., "The role of perceived organizational support, distributive justice and motivation in reactions to new information technology" 28 (28): 729-738, 2012

14 Bretz, R. D., "The role of human resource systems in job applicant decision processes" 20 (20): 531-551, 1994

15 Mahoney, J. T., "The resource-based view within the conversation of strategic management" 13 (13): 363-380, 1992

16 Quińones, M. A., "The relationship between work experience and job performance : A conceptual and meta-analytic review" 48 (48): 887-910, 1995

17 Ostroff, C., "The moderating effect of tenure in person-environment fit : A field study in educational organizations" 70 (70): 173-188, 1997

18 Afzal, S., "The impact of perceived supervisor support on employees’ turnover intention and task performance: Mediation of self-efficacy" 38 (38): 369-382, 2019

19 Alkhateri, A. S., "The impact of perceived supervisor support on employees turnover intention: The mediating role of job satisfaction and affective organizational commitment" 12 (12): 477-492, 2018

20 Richard, O. C., "The impact of entrepreneurial orientation on firm performance : The role of CEO position tenure and industry tenure" 20 (20): 1078-1095, 2009

21 Maertz, C. P., "The effects of perceived organizational support and perceived supervisor support on employee turnover" 28 (28): 1059-1075, 2007

22 Lee, T. W., "The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover" 47 (47): 711-722, 2004

23 Wright, T. A., "The contribution of burnout to work performance" 18 (18): 491-499, 1997

24 Peccei, R., "The antecedents of employee commitment to customer service : Evidence from a UK" 8 (8): 66-86, 1997

25 Gerrard, B., "Team-specific human capital and performance" 29 (29): 10-25, 2018

26 Yoon, J., "Supervisor support in the work place : Legitimacy and positive affectivity" 140 (140): 295-316, 2000

27 Anderson, J. C., "Structural equation modeling in practice : A review and recommended two-step approach" 103 (103): 411-423, 1988

28 Albrecht, S. L., "Social psychology" Pretice-Hall 1980

29 Emerson, R. M., "Social exchange theory" 2 : 335-362, 1976

30 Erickson, R. A., "Reducing attrition after downsizing : Analyzing the effects of organizational support, supervisor support, and gender on organizational commitment" 15 (15): 35-55, 2007

31 Eisenberger, R., "Reciprocation of perceived organizational support" 86 (86): 42-51, 2001

32 Levinson, H., "Reciprocation : The relationship between man and organization" 9 : 370-390, 1965

33 Mauno, S., "Psychological consequences of fixed-term employment and perceived job insecurity among health care staff" 14 (14): 209-237, 2005

34 Hammond, M. M., "Predictors of individual-level innovation at work : A meta-analysis" 5 (5): 90-105, 2011

35 Shanock, L. R., "Polynomial regression with response surface analysis : A powerful approach for examining moderation and overcoming limitations of difference scores" 25 (25): 543-554, 2010

36 Treadway, D. C., "Political will, political skill, and political behavior" 26 (26): 229-245, 2005

37 Tennakoon, W. D. N. S. M., "Perceived supervisor support and employee turnover intention : The moderating effect of employment tenure" 8 (8): 14-26, 2017

38 Eisenberger, R., "Perceived supervisor support : Contributions to perceived organizational support and employee retention" 87 (87): 565-573, 2002

39 Edwards, M. R., "Perceived organizational support, organizational identification, and employee outcomes" 9 (9): 17-26, 2010

40 Marchand, C., "Perceived organizational support, emotional exhaustion, and turnover : The moderating role of negative affectivity" 23 (23): 350-375, 2016

41 Aselage, J., "Perceived organizational support and psychological contracts : A theoretical integration" 24 (24): 491-509, 2003

42 Armeli, S., "Perceived organizational support and police performance : The moderating influence of socioemotional needs" 83 (83): 288-297, 1998

43 Aube, C., "Perceived organizational support and organizational commitment : The moderating effect of locus of control and work autonomy" 22 (22): 479-495, 2007

44 Wayne, S. J., "Perceived organizational support and leader member exchange : A social exchange perspective" 40 (40): 82-111, 1997

45 Eisenberger, R., "Perceived organizational support and employee diligence, commitment, and innovation" 75 (75): 51-59, 1990

46 Allen, D. G., "Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees" 34 (34): 350-369, 2013

47 Rhoades, L., "Perceived organizational support : A review of the literature" 87 (87): 698-714, 2002

48 Kurtessis, J. N., "Perceived organizational support : A meta-analytic evaluation of organizational support theory" 43 (43): 1854-1884, 2017

49 Eisenberger, R., "Perceived organizational support" 71 (71): 500-507, 1986

50 Ng, T. W., "Organizational tenure and job performance" 36 (36): 1220-1250, 2010

51 Shi, X., "Organizational support versus supervisor support : The impact on hospitality managers’ psychological contract and work engagement" 87 : 102374-, 2020

52 Tuzun, I. K., "Organizational and supervisory support in relation to employee turnover intentions" 27 (27): 518-534, 2012

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

54 Bagozzi, R. P., "On the evaluation of structural equation models" 16 (16): 74-94, 1988

55 Hair, J. F., "Multivariate data analysis: A global perspective" Prentice Hall 2010

56 Yu, M., "Moderating role of self-esteem between perceived organizational support and subjective well-being in Chinese nurses : A cross-sectional study" 10 : 2315-, 2019

57 Raffiee, J., "Micro-foundations of firm-specific human capital : When do employees perceive their skills to be firm-specific?" 59 (59): 766-790, 2016

58 Singh, V., "Mediating role of employee engagement in the relationship between workplace social support and outcome variables among Indian banking employees" 11 (11): 288-297, 2015

59 김우철, "Linking perceived organizational and supervisor support on innovative work behavior: Mediating roles of work engagement and knowledge sharing" 한국인력개발학회 20 (20): 29-56, 2018

60 Yang, K., "Leader-follower congruence in proactive personality and work engagement : A polynomial regression analysis" 105 (105): 43-46, 2017

61 이태식, "LMX의 질이 조직시민행동을 통해 구성원의 과업성과에 미치는 영향과 조직지원인식의 조절효과: 금융기업을 대상으로" 한국전문경영인학회 18 (18): 193-212, 2015

62 Lee, P. C., "Is career adaptability a double-edged sword? The impact of work social support and career adaptability on turnover intentions during the COVID-19 pandemic" 94 : 102875-, 2021

63 Kim, H. J., "Is all support equal? The moderating effects of supervisor, coworker, and organizational support on the link between emotional labor and job performance" 20 (20): 124-136, 2017

64 Montgomery, D. C., "Introduction to linear regression analysis" Wiley 1992

65 Sounthary, T. G., "Impact of perceived supervisor support and perceived organizational support on organizational citizenship behaviour" 11 (11): 501-508, 2020

66 Xerri, M. J., "Fostering innovative behaviour : The importance of employee commitment and organisational citizenship behaviour" 24 (24): 3163-3177, 2013

67 Aryee, S., "Family-supportive work environment and employee work behaviors : An investigation of mediating mechanisms" 39 (39): 792-813, 2013

68 Jeung, C. W., "Exploring the affective mechanism linking perceived organizational support and knowledge sharing intention : A moderated mediation model" 21 (21): 946-960, 2017

69 Fornell, C., "Evaluating structural equation models with unobservable variables and measurement error" 18 (18): 39-50, 1981

70 Greenhaus, J. H., "Effects of race on organizational experiences, job performance evaluations, and career outcomes" 33 (33): 64-86, 1990

71 Crook, T. R., "Does human capital matter? A meta-analysis of the relationship between human capital and firm performance" 96 (96): 443-456, 2011

72 Miron, E., "Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other?" 25 (25): 175-199, 2004

73 Lee, J., "Discriminant validity and interaction between perceived organizational support and perceptions of organizational politics : A temporal analysis" 84 (84): 686-702, 2011

74 Tuckman, B. W., "Developmental sequence in small groups" 63 (63): 384-399, 1965

75 Scott, S. G., "Determinants of innovative behavior : A path model of individual innovation in the workplace" 37 (37): 580-607, 1994

76 Mumford, M. D., "Creativity syndrome : Integration, application, and innovation" 103 (103): 27-43, 1988

77 Zagenczyk, T. J., "Context and social exchange: Perceived ethical climate strengthens the relationships between perceived organizational support and organizational identification and commitment" 1-20, 2020

78 Kristof-Brown, A. L., "Consequences of individuals’ fit at work : A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit" 58 (58): 281-342, 2005

79 Podsakoff, P. M., "Common method biases in behavioral research : A critical review of the literature and recommended remedies" 88 (88): 879-903, 2003

80 Rosenberg, M. J., "Cognitive structure and attitudinal affect" 53 (53): 367-372, 1956

81 Kruglanski, A. W., "Cognitive consistency theory in social psychology : A paradigm reconsidered" 29 (29): 45-59, 2018

82 Scott, K. L., "Co-worker exclusion and employee outcomes : An investigation of the moderating roles of perceived organizational and social support" 51 (51): 1235-1256, 2014

83 Heider, F., "Attitudes and cognitive organization" 21 (21): 107-112, 1946

84 Edwards, J. R., "Advances in measurements and data analysis" Jossey-Bass 350-400, 2002

85 Poohongthong, C., "A study on the relationships between ethical leadership, work-life balance, organizational socialization, and organizational citizenship behavior of teachers in Northern Thailand" 9 (9): 17-28, 2014