Earticle

본 연구의 목적은 지각된 조직평판과 조직동일시가 직무만족에 미치는 영향을 살펴보는 것에 있다. 특히, 조직구조에 따라 조직평판을 기업평판과 부서평판으로, 조직동일시를 기업동일시와 부서동일시로 구분하고 직무만족에 미치는 영향을 살펴보고자 한다. 실증연구를 위해 건설엔지니어링 기업의 ‘엔지니어’ 296명으로부터 자료를 수집하고 기업평판, 부서평판, 기업동일시, 부서동일시 그리고 직무만족의 관계에 대하여 구조방정식모형을 실시하였다. 실증분석 결과를 요약하면 다음과 같다. 첫째, 기업평판은 기업동일시에 정(+)의 영향을 주는 것으로 나타났다. 둘째, 기업평판은 부서평판에 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 부서평판은 부서동일시에 정(+)의 영향을 미치는 것으로 나타났다. 넷째, 부서동일시는 기업동일시에 정(+)의 영향을 미치는 것으로 나타났다. 다섯째, 기업동일시는 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 여섯째, 부서동일시는 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 이러한 연구 결과들은 지각된 조직평판이 기업평판과 부서평판으로, 조직동일시가 기업동일시와 부서동일시로 구분될 수 있다는 것을 보여주고 있는 것이다. 또한 조직평판(기업평판과 부서평판)은 조직동일시(기업동일시와 부서동일시)를 매개로 직무만족에 차별적인 영향을 미치기 때문에 조직은 조직 외부이해관계자에 대한 평판관리를 통해 구성원들의 조직동일시를 유도하여 직무만족을 높일 수 있을 것이다.

In modern business, organization members that influence the organization performance are a key resource and create core competency and competitive advantage. In other words, Human resources of organization are the principal resources to operate material and capital resources. Also that is driving force of business and key success factor. Thus, the enterprises need to transfer the loyalty through growing owner’s mind and a sense of unity over the enterprise and brand and to make the organizational revitalization for the employees who have self-confidence and pride as a member of organization. Many companies are getting interested in the organizational identification and the organizational reputation as a tool which may enhance the competitive value of a company. Organizational identification is defined as perceptions of common fate between the individual and the organization, as suggested by the social identity theory. This study based on the conceptual discrimination of organizational identification from both organizational internalization and organizational commitment. Organizational reputation is defined as the attraction of company which express toward employees, customers, investors and journalists. And reputation is described as the rational and emotional attachment. Organizational reputation is related to image, and involves an outsider’s subjective judgement. The purpose of this study is to investigate the relations of perceived organization reputation, organizational identification, and job satisfaction. Perceived organization reputation was categorized into perceived company reputation and division reputation, and we investigate the effects of each variables on job satisfaction. Also, organization identification was categorized into perceived company identification and division identification. In order to attain the objectives of this study, a conceptual model and hypotheses (H1: perceived company reputation will be positively related to company identification, H2: perceived company reputation will be positively related to perceived division reputation, H3: perceived division reputation will be positively related to division identification, H4: division identification will be positively related to company identification, H5: organization identification will be positively related to job satisfaction) were established on the basis of preceding studies. Data were collected by using a set of questionnaires. This study were collected from 296 employees (mostly engineers) for an empirical study. Structural equation modeling was used to analyze this relationship. This study conducted construct reliability and average variance extracted for the reliability test. and convergent validity and discriminant validity for the validity test through confirmatory factor analysis. Moreover, structural equation modeling (SEM) was used to analyze the hypothesized relationships in the conceptual model. This study showed that the proposed model was reasonably fit to the actual data. The result of the overall model analysis is as follows: χ² = 67.162 (df = 38, p = .002), GFI = .961, AGFI = .932, NFI = .974, CFI = .988, RMR = .067. The results from empirical analysis are as follows. First, perceived company reputation seemed to have effects on organizational identification. Second, perceived company reputation seemed to have effects on perceived division reputation. Third, it showed perceived division reputation seemed to have effects on division identification. Fourth, division identification seemed to have effects on company identification. Fifth, company identification seemed to have effects on job satisfaction. Sixth, division identification seemed to have effects on job satisfaction. These results indicate that not only the affective attachment, objective condition of job, and objective situation of job effect on job satisfaction, but also the organizational reputation as social relationship effect on job satisfaction. Theoretical and practical implications were discussed and future research directions were outlined.

본 연구의 목적은 지각된 조직평판이 조직몰입과 직무만족에 미치는 영향을 살펴보는 것에 있다. 특히, 조직구조에 따라 조직평판을 회사평판과 부서평판으로 구분하고 조직몰입에 미치는 상호영향력을살펴보는 것이다. 실증연구를 위해 전문가 집단인 건설엔지니어링 기업의 ‘엔지니어’를 중심으로 296명으로부터 자료를 수집하고 회사평판, 부서평판, 조직몰입 그리고 직무만족의 관계에 대하여 구조방정식모형을 실시하였다. 실증분석 결과를 요약하면 다음과 같다. 첫째, 회사평판은 조직몰입에 정(+)의 영향을 주는 것으로 나타났다. 둘째, 회사평판은 부서평판에 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 회사평판이 부서평판보다 조직몰입에 더 큰 정(+)의 영향을 미치며, 부서평판은 회사평판과 조직몰입의 관계에서 매개역할을 하는 것으로 나타났다. 넷째, 조직몰입이 직무만족에 영향을 미치는 관계를 확인하고 있다. 이러한 연구결과들은 지각된 조직평판이 회사평판과 부서평판으로 구분될 수 있으며 직무만족과 조직몰입에 미치는 영향요소들이 조직평판이라는 사회적인 관계에도 영향을 받을 수 있다는 것을 나타내 준다.

This study was to investigate the relations of perceived organization reputation, organizational commitment,and job satisfaction. Perceived organization reputation was categorized into perceived company reputation and division reputation, and the effects of which on organizational commitment were determined. In particular, this study investigated perceived division reputation as a mediator in the relationship between perceived company reputation and organizational commitment. On the basis of theoretical background, hypotheses and conceptual model were established. Data were collected by using a set of questionnaires. The samples consist of 296 survey data from Korean employees in a company. The analysis was done with SPSS 12.0 for Window statistics package using the analysis techniques of frequency analysis, reliability analysis, factor analysis, and correlation analysis. In addition,structural equation modeling was conducted using AMOS 5.0. This study conducted factor analysis and confirmatory factor analysis for the validity test and Cronbach's alpha for the reliability test. Moreover, structural equation modeling(SEM) was used to analyze the hypothesized relationships in the conceptual model. This study showed that the proposed model was reasonably fit to the actual data. The analyses provided strong supports for all the hypotheses. From these analyses, the following results were obtained. First, we found that perceived organization reputation was divided into perceived company reputation and perceived division reputation. Perceived company reputation affect perceived division reputation. Therefore, perceived division reputation can be improved through management of company reputation management. Second, perceived company reputation and perceived division reputation seemed to have effects on organizational commitment. Especially, it showed perceived division reputation as a mediator on the relationship between perceived company reputation and organizational commitment. Perceive Perceived division reputation affect organizational commitment, too. But, we found that perceived company reputation was more affect organizational commitment. Third, organizational commitment seemed to have effects on job satisfaction. These results indicate that not only the affective attachment, objective condition of job,and objective situation of job effect on organizational commitment and job satisfaction, but also the organizational reputation as social relationship effect on organizational commitment and job satisfaction. Based on the results, we also discussed theoretical and practical implications and limitations of this study, and described future research directions.

본 연구는 조직평판과 직무만족, 그리고 조직몰입 간의 관계를 밝히는데 있다. 실증연구는 건설엔지니어링 기업의 296명으로부터 자료를 수집하고 직무만족, 조직몰입과 조직평판의 관계에 대하여 구조방정식모형을 실시하였다. 실증분석 결과를 요약하면 다음과 같다. 첫째, 조직평판은 직무만족에 영향을 주고 있는 것으로 나타났다. 둘째, 조직평판은 조직몰입에 영향을 주고 있는 것으로 나타났다. 즉, 조직평판이 좋을수록 직원들은 자신의 직무에 대한 만족을 느끼며 조직평판이 좋을수록 직원들은 조직에 몰입하려 하기 때문에 기업에서는 조직평판을 위한 관리가 필요함을 나타내고 있다. 셋째, 조직몰입이 직무만족에 영향을 미치는 관계를 확인하고 있다. 이러한 연구 결과들은 직무만족과 조직몰입이 단지 직무가 수행하는 객관적 조건과 상황의 산물이 아니라 직무를 수행하는 개인들이 가지고 있는 주관적 성향과 감정적인 애착으로서 조직 평판이라는 사회적인 관계의 영향을 파악하여 인적자원관리가 이루어져야 함을 시사하고 있다.

This study is to examine the relations of organization reputation, job satisfaction and organizational commitment. This study were collected from 296 employees, mostly engineers, for an empirical study. Structural equation modeling was used to analyze this relationship. The results from empirical analysis are as follows. First, organization reputation seemed to have effects on job satisfaction. Second, organization reputation seemed to have effects on job satisfaction. Third, organizational commitment seemed to have effects on job satisfaction. These results indicate that not only objective condition of job, and objective situation of job effect on job satisfaction and organizational commitment, but also the organization reputation as social relationship of the affective attachment effect on job satisfaction and organizational commitment.