Earticle

초록

한국어

본 연구는 구성원의 직무태도에 부정적인 영향을 주는 조직정치직각을 해결하고 감소시키는 방안으로서 조직공정성을 실증 분석하여 기업조직의 조직정치 문제에 대한 이해를 넓히는 목적이 있다. 구성원이 조직 내 정치를 지각하게 되면 직무태도와 행동에 어떤 영향을 받고, 기업조직 환경에서 조직공정성 즉 분배공정성 절차공정성 상호작용공정성이 조직정치지각과 결과요인인 조직몰입, 이직의도, 조직시민행동 관계에서 조절효과를 분석하였다. 대상기업은 제조업, 공공서비스, 금융, 유통서비스, 정보통신, 보건의료 등 6개 업종으로 구성된 한국 대표기업 20개이며 정규직을 대상으로 사전 인터뷰 및 2011년 8월부터 2011년 9월까지 1,400부를 배포하여 유효한 설문지 1,128부를 분석하였다. 연구결과는 먼저 조직정치지각과 결과요인 관계를 보면 구성원이 조직정치를 지각하면 조직몰입과 조직시민행동에 부(-)의 영향을 주었으며 이직 의도에는 정(+)의 영향을 미치고 있다. 조직정치지각과 결과요인과 관계에서 조직공정성의 조절효과를 보면 첫째, 조직몰입에 대한 조직정치지각의 영향에서 절차공정성과 상호작용공정성이 조절효과가 있었다. 둘째, 이직의도에 대한 조직정치지각의 영향에서 상호작용공정성이 조절효과가 있었다. 셋째, 조직시민행동에 대한 조직정치지각의 영향에서 분배공정성과 상호작용공정성이 조절효과가 있었다. 연구결과를 토대로 조직정치 지각 연구의 시사점과 향후 연구방향을 제시하였다

영어

The purpose of this study is to investigated the consequences of perceptions of organizational politics (POPs) and organizational justice. In general, perceptions of politics (POPs) is related to negative work outcomes. Perceptions of organizational politics (POPs) studies have been investigated such as various antecedent that influence organizational politics in company. Political behavior includes actions both positive and negative outcomes that are not a part of the job, and not officially sanctioned by the organization. Organizational politics can exist when rules for behavior and decision making are ambiguous or scarce, or when resources are limites or scarce (Byrne, 2005). This study investigates the relations that it is between perceptions of organizational politics and distributive justice, procedural justice, interactional justice, organizational commitment, intent to turnover, organizational citizenship behaviors (OCB). This study investigates the moderation effect that organizational justice had on the relationship between perceptions of organizational politics (POPs) and organizational commitment, intent to turnover, organizational citizenship behavior by analyzing the empirical data of 1,128 personnels collected from various organizations in Korea. The survey is based on a total of 20 companies including financial companies, manufacturing companies, university hospitals, information technology companies, public enterprise, retail company etc. This study appears to be a first to empirically test the supposition that organizational justice can be used to control the negative effects of Perceptions of organizational politics (POPs). The results from this study, therefore, provide insight into the perceptions organizational politics (POPs) and organizational justice relationship, which has seldom been investigated. We hypothesized that perceptions of organizational politics (POPs) would tended to negatively (positively) related to a high level of organizational commitment and intention to turnover, organizational citizenship behaviors, and that organizational justice would moderate the relationship between perceptions of organizational politics (POPs) and outcomes. These results suggest that organizational politics of perceptions had negative impacts on organizational commitment and organizational citizenship behaviors, while perceptions of organizational politics (POPs) had positive impact on intention to turnover. Furthermore, the level of organizational justice moderated the relationship between perceptions of organizational politics (POPs) and outcomes, procedural justice and interactional justice moderated in organizational commitment, interactional justice moderated in intention to turnover, distributive justice and interactional justice moderated in organizational citizenship behaviors. These results are empirical points of this study. It is necessary for CEO and TMT (Top Management Team) to try to reduce or control perceptions of organizational politics (POPs) of members for organizational outcomes. The critical points of this study would be covered by qualitative research for perceptions of organizational politics (POPs) and organizational justice, this surrey has a weakness that variables’ definition in western company and measurement have been carried out in a micro method. Based on these findings, implications of the research findings are discussed, and recommendation for future research and practice are provided.

목차

국문 요약
 I. 서론
 II. 이론적 배경과 가설 설정
  2.1 조직정치지각의 특성
  2.2 조직정치지각과 조직몰입
  2.3 조직정치지각과 이직의도
  2.4 조직정치지각과 조직시민행동
  2.5 조직정치지각과 조직공정성
 III. 연구방법
  3.1 연구표본 및 분석방법
  3.2 변수의 조작적 정의 및 측정도구
  3.3 연구모형
 lV. 실증분석 결과
  4.1 표본 특성
  4.2 가실 검증올 위한 측정도구의 타당도 및 신뢰도 분석
  4.3 가설 검증
 V. 결론 및 논의
 참고문헌
 Abstract

저자

• 이근환 [ Lee, Keun-Hwan | 고려대학교 의료원 경영관리실장 ] 제1저자
• 장영철 [ YoungChul Chang | 경희대학교 경영대 교수 ] 교신저자

참고문헌