Earticle

The attainment of this research is to identify how the outsourcing employee's quality of working life effects the dual commitment. The samples are the surveys of the outsourcing employees, who work at 10 of the five-stars ranked hotels, which are located in Seoul, Busan, and Jeju Island. Among the 500 samples, the 480 of the surveys are used for the analysis. The survey is composed with 2 sections: demographics, quality of working life, and dual commitment. And the SPSS 18.0. Window version was used for accomplishing the research. The outcome of Cronbach’s alpha was as follows: the quality of working life was rated 0.902 and dual commitment was 0.924. It was showed that the personal level of quality of working life was sharply influencing the commitment to the company of employed. Through the cooperative relation between the employed company and the company of customer, the attention and also the support for the subcontract workers are needed. And the critical point of this survey is the deficiency of the representative nature, as the convey was not aimed at all of the hotels in nation.

아웃소싱은 민간이나 공공분야에서 지속적으로 확산되고 있으나 아웃소싱 근로자에 대한 연구는 부족한 것이 현실이다. 이 연구는 아웃소싱 근로자의 조직몰입과 업무성과에 미치는 요인을 검증하여 아웃소싱 이해관계자들에게 실무적인 시사점을 제시하는데 그 목적이 있다. 이 연구는 아웃소싱 도급직 근로자를 대상으로 조직몰입과 업무성과와 의 관계를 규명하고자 연구모형을 수립하고, 설문조사로 수집된 표본을 PLS 구조방정식모델링을 활용해 경로관계를 분석하였다. 연구 결과, 아웃소싱 근로자의 업무성과에는 회사의 조직지원인식이 직접적인 영향을 미쳤고, 소속회사몰 입과 고객회사몰입이 매개하는 효과를 나타내고 있었다. 또한 근로자는 소속회사와 고객회사에 대해 이중적인 조직몰입 을 나타내고 있으며, 양사에 대한 조직몰입은 상호보완적임을 확인하였다. 근로자의 조직몰입과 업무성과 향상을 위해 서는 아웃소싱 회사의 운영역량보다 조직지원활동이 보다 더 중요하다는 실무적인 시사점도 얻을 수 있었다.

This study designed a research model to analyze the relationship between organizational commitment and work performance for outsourcing workers. The path relationship was analyzed using the PLS-SEM of the sample collected through the survey. As a result of the study, organizational support perception had a direct effect on the work performance of outsourcing workers, and the company commitment and customer company commitment had a mediating effect. In addition, it was confirmed that the workers showed dual commitment to the company and the customer company, and the organizational commitment to both companies was complementary. It was also suggested that the outsourcing company's organizational support activities are more important for improving the work performance of workers.

본 연구는 고용불안이 종업원의 노조태도와 노사관계관련행동에 미치는 영향력과 노조몰입의 매개효과를 검증하기 위하여 부산, 울산, 경남, 포항지역의 제조업 및 서비스업의 노동조합에 소속된 조합원 236명을 대 상으로 진행되었다. 문헌연구를 통해 연구를 설계하였고, 선행연구를 바탕으로 고용불안이 노조몰입과 노조참가행동 그리고 투 쟁행동에 미치는 영향을 분석하였다. 분석결과 고용불안은 노조몰입과 노조참가행동과 투쟁행동의 선행요인 임을 밝힐 수 있었고, 종업원의 노조몰입은 고용불안이 종업원의 노사관계행동에 미치는 영향에 대한 매개효 과를 갖는 것으로 실증분석결과 확인되었다. 그리고 추가적으로 실시한 고용불안과 이중몰입의 관계는 유의 하지 않은 것으로 나타났는데, 이는 고용불안이 노조몰입은 높이고 회사몰입은 낮춘 결과로 해석할 수 있다. 이러한 연구결과를 토대로 경영자는 종업원의 고용불안을 줄여야 한다는 시사점과 노조몰입에 대한 관리 를 통해 종업원의 노사관계행동을 감소시키는 노력을 해야 한다는 관리적 시사점을 제공할 수 있었다. 본 연 구는 연구표본의 한계와 설문지법을 통한 실증분석이 가질 수 있는 한계점이 있음을 인정하며, 향후 연구에 서는 다양한 샘플을 통한 일반화의 노력과 다양한 방법론을 통한 보다 엄밀한 분석을 할 필요가 있음을 제 시하였다.

Recently many organizations have engaged in widespread restructuring as well as more flexible usage of labor in an attempt to cut costs and to increase profit. As a result of lays offs resulting from frequent restructuring, many people no longer consider their jobs as permanent positions. many employees have an increased feeling of job insecurity. There structuring and following downsizing have created an uncertain environment within creased fear offer ther job losses. therefore the study of job insecurity is significant. especially To understand the relationship between job security and union-relation behaviors on the industrial relations. The purpose of this study suggested the strategies to company and union. The purpose of this study is to examine how the union-relation behaviors are influenced by the job security. This study built a exploratory model that there is causal relationship of job security to union commitment, dual commitment, and labor related behaviors. For the verification of this study model, the regression analysis was applied to the surveys of 236 members of union that are located in Busan, Gyeongnam, Ulsan, and Pohang. The result of this research shows that the job insecurity is strongly related to the union commitment and union related behaviors. According to the research, the effect that the job security affects union commitment and union related behaviors are positive. With the research outputs, we have discussed about the academic and pragmatic viewpoint. We proposed comprehensive model to verify how the job insecurity affects the union-related behaviors, and objectively analyzed the model. The research result was opposite to what the existing theories have said that high job insecurity derives high union-related behaviors. This result is meaningful because it is concerned with the social issues-present situation of Korean company, low-employment, unstable employment and so on. Moreover, this research may contribute to expand the aspect of academic research on job insecurity as there are few research conducted in korea. This research also suggests the realistic alternative of union-related behaviors because it is proved that job security can contribute to innovation activities. Also, this research implies that the matter of job insecurity is the basic need of organizational individual and presents that job security is not a notion but the alternative by using of the positional stability and situational control power. The limitation of this research is that it is only utilized the cross-sectional study. To remedy the cross-sectional study, vertical, and serial method of research is needed. And there is no enough sample to secure more comprehensive data as the targets of the research is limited to Busan and Gyeongnam regions. Finally, the measurement tool for job security is needed to be suitably modified to by the South Korea's economic, linguistic, and cultural situation.

Objectives : The objective of this study was to examine preceding variables that affect the dual commitment of outsourced employees working at hospitals and to analyze the influence of these variables on job performance. Methods : Data were collected from 461 outsourced employees, working at 7 general hospitals, which had introduced the outsourcing system, using a structured, self-administered questionnaires. Frequency, validity/reliability, correlation and path analyses were done for data analysis. Results : The results of the path analyses showed that both commitment to the hiring company and commitment to the client company (hospital) had statistically significant positive effects on job performance. Additionally, when the 'single measurement' approach was used, dual commitment had a larger positive effect, compared with the 'parallel approach.' Among the preceding variables, 'satisfaction for the job itself' was found to be the most important variable affecting dual commitment and job performance. Conclusions : In conclusion, to enhance the job performance of outsourced employees, it is important for management to examine and improve the various factors related to job satisfaction. Additonally, for outsourced employees to have organizational commitments to the hiring and client companies simultaneously, management should emphasize a sense of unity and share organizational values.

본 연구의 목적은 중소기업 구성원들의 조직몰입과 노동조합 몰입도를 종속변수로 하고 이것에 영향을 미칠 것으로 예측되는 인구통계학적 변수, 노사관계변수 및 직무특성 변수를 독립변수로 하여 두 변수간의 인과관계를 규명하는 것에 있다. 본 연구는 시화, 반월 및 남동공단 지역에서 활동하고 있는 전자 통신 제조 중소기업 근로자를 대상으로 한 조직몰입과 노조몰입 및 이중몰입(dual commitment)에 관한 연구로서 구성원들의 직무태도와 활동성향이 조직몰입과 노조몰입 및 이중몰입에 미치는 영향을 평행모형방식으로 분석하였다. 여기에서 사용된 통계 패키지로 SPSS 14.0과 AMOS 7.0을 사용하였다. 본 연구에서 얻어진 주요 연구결과를 보면 다음과 같다. 첫째, 개인변수와 조직몰입간의 관계에서 성별, 근속기간 및 연령에는 유의적인 차이가 없는 것으로 나타났다. 둘째, 본 연구에서 노사관계분위기가 조직몰입에 유의한 정의 영향을 미치는 것으로 나타났으며, 노조몰입과의 관계에서도 정의 영향을 미치고 있는 것으로 나타났다. 셋째, 조직몰입에는 아무런 영향을 미치고 있지 않는 결과를 보였으나 노사관계분위기만이 두 조직에 대한 이중몰입을 결정하는 공통요인으로 나타났다. 중소기업 근로자들의 이중몰입에 관한 연구가 미진한 상황에서 본 연구는 학계뿐만 아니라 경영자 및 노동자에게도 실용적인 방안을 제공할 것이다.

The purpose of this study was to examine the relationship between demographic variables (e.g., gender, age, education level, tenure), dual commitment(union commitment and organizational commitment), role ambiguity, labor-management climate and job satisfaction of the general manager and employees of the small and medium firms in Sihwa, Banwool, and Namdong Area. An empirical study has been conducted such as descriptive analysis, reliability analysis, confirmatory factor analysis, and structural equation modeling with AMOS 7.0. The reliability of the dimensions was examined, factor analysis was used to identify both potential violations of the assumptions underlying coefficient alpha and the dimensionality of measure. Seven hypotheses was tested empirically, and the results revealed that labor-management climate was found to be common predictors of organizational commitment and labor-management commitment. The results indicated that organizational commitment scale had relatively high reliability. Second, the psychological labor-management climate significantly influenced the degree of organizational commitment, Third, the psychological job satisfaction significantly was not related to the organizational commitment, however, significantly have an effect on the union commitment. Finally, implications of the findings, limitations of this study, and directions of future studies were discussed.

본 연구는 전문직인 사회복지사에게 현재 근무하는 기관에 대한 조직몰입과 사회복지전문직에 대한 경력몰입이 상호 배타적이 아닌 이중몰입이 가능한지를 탐색하고, 또한 평행모형에 따른 동일한 다중회귀식을 이용함으로써 조직과 경력에 대한 두 몰입수준을 동시에 향상시킬 수 있는 결정요인을 파악하고자 하였다. 이를 위해 전담공무원, 사회복지관 및 생활시설 사회복지사 326명을 대상으로 설문조사를 실시하고 자료를 분석하였다. 분석결과 사회복지사의 조직몰입에는 직무특성의 과업정체성과 과업중요성이, 경력특성의 경력만족이, 역할특성의 역할모호성과 역할갈등, 과업압력이, 조직공정성의 절차공정성과 상호작용공정성이 영향을 미치는 것으로 나타났고, 사회복지전문직에 대한 경력몰입에는 직무특성의 기술다양성과 과업정체성, 과업중요성, 피드백이, 경력특성의 경력만족이, 역할특성의 역할갈등이, 조직공정성의 분배공정성과 상호작용공정성이 영향을 미치는 것으로 나타났다. 그리고 조직과 경력에 대한 이중몰입 결정요인으로는 과업정체성과 과업중요성, 경력만족, 역할갈등 그리고 상호작용공정성이 영향을 미치는 것으로 나타났다. 따라서 조직과 경력에 대한 몰입수준을 동시에 향상시키기 위해서는 이러한 요인들이 조직관리에서 특히 중요하게 다루어져야 할 것이다.

This study examines if social workers' dual commitment to the organization and the career is possible rather than these commitments are exclusive to each other. Furthermore, this study examines the factors that can improve the level of dual commitment to the organization and the career using multiple regression analysis of parallel model approach. The results showed that task identity and task significance of job characteristics, career satisfaction of career characteristics, role ambiguity, role conflict, and task pressure of role characteristics, and procedual justice and interactional justice of organizational justice affected organizational commitment. Whereas skill variety, job identity, job significance, and feedback of job characteristics, career satisfaction of career characteristics, role conflict of role characteristics, distributive justice and interactional justice of organizational justice affected career commitment. This study found that the level of social workers' dual commitment to the organization and the career was higher when the job was more complete and significant, the role conflict was lower, and the interpersonal relation was fairer in the job process. Therefore, these should be taken into account for the management of social welfare organizations.

이 연구에서는 민간경비원을 대상으로 직무착근도가 이중몰입에 어떠한 영향을 미치는 지 실증적 분석을 통해 그 결과를 살펴보았다. 먼저 독립변인으로 직무착근도를 선정하였 고, 직무착근도는 적합성, 연계, 희생의 세 가지 하위요소로 구분하였다. 그리고 종속변인 으로 이중몰입(조직몰입, 경력몰입)을 선정하였고, 통제변인으로 성별, 연령, 학력, 근무기 간, 소득을 선정하였다. 다중회귀분석결과 직무착근도의 세 가지 구성요소인 적합성, 연계, 희생은 조직몰입과 경력몰입에 각각 유의미한 영향을 미치는 것으로 나타났다. 즉 자신의 조직 및 직무에 대 해 잘 맞는다고 지각하고, 조직 내 구성원들과 연결되어 있는 정도가 높으며, 조직을 떠날 경우 잃게 되는 심리적 또는 물질적 편익에 대한 지각비용이 클수록 이중몰입이 높음을 알 수 있다. 하지만 통계적으로 유의미한 것으로 나타난 변인들을 모두 포함시켜 각 변인 들을 서로 통제하도록 하였을 때, 조직몰입 모형에서는 연계의 효과는 사라졌고 적합성과 희생이 통계적으로 유의미한 효과를 나타내었다. 그리고 경력몰입 모형에서는 적합성과 연계의 효과는 사라졌고, 희생이 통계적으로 유의미한 효과를 나타내었다. 따라서 직무착 근도의 구성요소 중 적합성과 희생이 가장 중요한 요소임을 알 수 있다. 이상의 결과에서 살펴보았듯이 직무착근도(적합성, 연계, 희생)는 민간경비원들의 이중 몰입(조직몰입, 경력몰입)에 긍정적인 영향을 미치므로 조직차원에서 직무착근도를 증진시 키기 위한 방안을 마련할 필요성이 있는데, 이를 위해 적합성과 관련하여서는 신규채용단 계에서 조직에 적합한 구성원을 선발하고 채용 이후에는 질 높은 교육훈련이 이루어져야 할 것이며, 연계와 관련하여서는 조직 내 친목회, 정례회, 모임 등과 같은 제도를 활성화할 필요성 있으며, 희생과 관련하여서는 근무여건, 인센티브, 복지혜택 수준을 점진적으로 증 진시킬 필요성이 있다.

The purpose of this study was focused on the relationship between private guards’ job embeddedness and dual commitment. In this study, job embeddedness is selected as an independent variable and dual commitment is selected as a dependent variable one. job embeddedness was divided into three sub-factors such as “fit”, “links”, and “sacrifice”, and dual commitment is again composed with organizational commitment, and career commitment. Moreover sex, age, academic background, service period, and income were selected as a control variable. To test the hypotheses, survey data from private guards in Kyungpook are collected and analyzed. Principal component method is used to see which items cluster together in each factor and to calculate factor scores. Multiple regression analysis identifies several factors which have significant effects on dual commitment. Key finding can be summarized as follow. Fist, the factor of “fit” have significant effects on organizational commitment, and career commitment. Second, the factor of “links” have significant effects on organizational commitment, and career commitment. Third the factor of “sacrifice” have significant effects on organizational commitment, and career commitment. Finally, when all the variables with significant effects are included in the final model, “links” disappear, while “fit” and “sacrifice” remain statistically significant. Based on these finding, this study suggests some policy issues to promote private guards’ dual commitment.

A empirical study about dual commitment of members of labor union for logistics companies based around the capital for their companies and union was carried out. This paper reviewed the effects of job security, organizational justice and social capital on dual commitment, and the mediating effect of social capital between job security and organizational justice, and dual commitment. Also, by establishing the social capital as a mediating variable, whether the effects of job security and organization justice to dual commitment exhibit mediating effects was identified.

노동조합의 영향력이 강한 기업 내 구성원들이 조직과 조합에 몰입하는 여러 형태에 따라 어떤 직무태도를 가지는지에 대한 연구는 실무적으로도 중요한 의의를 가진다. 본 논문은 노동조합과 조직에 대한 구성원의 융복합적 몰입 관점에서 몰입유형군별 직무태도와 성격을 포함한 인구통계학적 특성의 차이를 확인하였다. 실증연구를 위해 현대기아자동차 388명의 응답을 활용하였고, 조직과 노조에 모두 몰입하는 ‘고도 이중몰입군’, ‘보통의 이중몰입군’, 양 집단에 모두 몰입하지 않는 ‘몰입거부군’, 조직에만 몰입하는 ‘조직몰입군’, 노조에만 몰입하는 ‘노조몰입군’의 5 가지 유형 중 ‘고도 이중몰입군’과 ‘조직몰입군’이 ‘몰입거부군’이나 ‘노조몰입군’에 비해 직무만족과 직무몰입이 가 장 높음을 밝혀내었다. 조직몰입과 노조몰입의 하위개념까지 고려하여 군집을 세분화한 본 연구는 이중몰입유형에 따른 성격과 인구통계학적 특성까지 고려하여, 회사와의 거래적 관계 인식이 강화되는 분위기 가운데 인적자원 관리 방향 등 시사점을 제안하고자 하였다.

This study attempted to verify the relationship among Job Attitude, Personality and Demographic Characteristics according to Dual Commitment Type. The groups were named 'very high dual commitment group(both highly committed to the organization and union)', 'normal dual commitment group(average level of commitment to both of them)', 'resisting dual commitment group(no commitment to both of them)', 'organization commitment group(only committed to organization)’, 'union commitment group(only committed to union)'. This research was analyzed by 388 Hyundai and Kia motor company members and ‘very high dual commitment group’ and ‘organizational commitment group’ showed the highest Job Satisfaction and Job Involvement. Through group segmentations considering sub-concepts could contribute to design a strategy to increase the company’s competitiveness in aspects of the direction to the HR policy.

In this context, with the employees especially in the cooking department of hotel enterprises, this study elucidated the effects of workplace learning that they perceive on dual commitment with organization and career, and verified not only the moderating effects of learning commitment from the relationship between two factors. From the empirical analysis, the results were derived as follows. Firstly, the dual commitment exhibited to be influenced mostly from formal learning, and followed by incidental learning and informal learning among workplace learning. Secondly, it was observed that organization commitment increases more when both the informal learning among workplace learning and the learning commitment are perceived higher simultaneously, on the other hand, when the formal learning among workplace learning and the learning commitment are perceived higher simultaneously, career commitment decreases. Thus, it is necessary for the hotel enterprises to prepare the opportunity and environment that a learner by oneself can commit to learning and to make them have own objectives.

본 연구는 온라인 브랜드 커뮤니티 사이트를 통해 경험한 브랜드 체험의 세 가지 유형(이성적 체험, 정서적 체험, 관계적 체험)들이 브랜드 태도와 브랜드 애착 형성 에 어떠한 역할을 수행하는지에 대해 살펴보는 것이다. 또한 브랜드 체험을 통해 형성된 브랜드 태도와 브랜드 애착이 브랜드 몰입에 어떠한 영향을 미치는 지에 대한 실증적인 규명을 하는 데 목적을 두고 있다. 연구결과 이성적 체험은 브랜드 애착보다는 브랜드 태도에 영향을 미치는 것으로 나타났다. 반면, 정서적 체험은 브랜드 태도보다는 브랜드 애착에 유의한 영향을 미치는 것으로 나타났다. 그리고 관계적 체험 역시 브랜드 태도보다는 브랜드 애착 에 보다 강력한 영향을 미치는 것으로 나타났다. 다음으로 브랜드 체험을 통해 형성된 브랜드 태도와 브랜드 애착에 브랜드 몰입에 어떠한 영향력 차이가 나타나는지 실증적으로 분석하였다. 연구결과 브랜드 태도가 브랜드 몰입에 영향을 미치지 못하였으나 브랜드 애착은 브랜드 몰입에 영향을 미치는 것으로 나타났다.

This study is to examine what role is played on formation of brand attitude and brand attachment by the 3 types of brand experiences (rational experience, emotional experience and relate experience) undergone through an on-line brand community site. Also, the study aims to have a positive investigation on what influence is given to brand commitment by the brand attitude and the brand attachment formed through brand experience. The study result reveals that rational experience gives influence rather to brand attitude than brand attachment. On the other hand, it shows that emotional experience gives meaningful influence rather to brand attachment than brand attitude. It also shows that relate experience gives stronger influence to brand attachment than brand attitude. Next, a positive analysis is conducted to find out what difference of influence the brand commitment gives to brand attitude and brand attachment formed through brand experience. The analysis result shows that brand attitude does not give affect to brand commitment but brand attachment gives affect to brand commitment.

The purpose of this study was to identify the dual mediating effects of career choice commitment and career efficacy on the relationship between education service quality and employability of senior students in university. For this purpose, a questionnaire survey was utilized for 300 students in Daejeon and analyzed data from 265 responses. And the structural equation model was analyzed to confirm correlation and dual mediating effect between variables. The following conclusions were obtained through this study. First, education service quality, employability, career choice commitment and career efficacy have a significant correlation. Second, education service quality have directly effected employability and indirectly effected employability through career choice commitment. Third, the dual mediating effects between education service quality, career choice commitment, career efficacy and employbility were analyzed. Thus, based on the results of this study, it discussed the systematic quality management on senior student’s educational achievement and sustainable employment. Finally, it suggested the direction of the future research that focuses on the verification of various variables based on personal and environmental characteristics of senior students in university.

본 연구에서는 일학습병행 교육훈련과정 특성과 학습근로자의 직무성과 간의 관계에서 조직몰입이 매개역할을 하는지를 검증하기 위해 수 행되었다. 이를 위해 한국직업능력연구원에서 실시한 ‘일학습병행 실태조사‘ 에 참여한 총 2,307명의 학습근로자의 자료를 활용하여 분석하였 다. 연구방법으로는 빈도분석 및 기술통계, 상관분석과 단계별 위계적 회귀분석방법을 활용하였으며, 추가적으로 매개효과의 유의성 검증을 위 해 Bootstrapping을 실시하였다. 분석 결과, 일학습병행 교육훈련 특성인 내용·방식, 환경, 교·강사 역량은 조직몰입에 유의한 정(+)의 조직몰입 은 직무성과에 유의한 정(+)의 영향을 미치는 것으로 나타났고, 조직몰입은 직무성과에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 그리고 조직몰입의 매개효과 검증 결과, 교육훈련 내용·방식과 직무성과 간의 관계에서는 완전 매개효과 역할을, 교육훈련 환경 및 교육훈련 교·강사 역 량과 직무성과 간의 관계에서는 부분 매개효과 역할을 하는 것으로 분석되었고, 간접효과의 유의성 검증 결과 유의한 것으로 나타났다. 본 연구 는 전국단위에서 실시하는 일학습병행 제도의 특성을 고려하여 특정 지역 또는 산업에 국한된 자료를 활용하지 않고 전국 단위 그리고 NCS(국 가직무능력표준) 대분류 기준 24개 분야에 참여중이거나 참여하였던 학습근로자를 대상으로 자료를 수집하였기에, 보다 심층 깊은 연구 결과를 제시하였다는 데에 의의가 있다.

This study is to investigate relationships between characteristic of Korean work-learning dual systemand job performance. Also, to find out whether organizational commitment had a role of an mediating effect between or not, method of empirical analysis was used. The data collection was conducted on 2,307 persons who completed work-learning dual system or are participating in 2020 year. A hierarchical regression analysis was conducted to examine the mediating effect of organizational commitment between characteristic of education and training program and Job Performance. Besides the hierarchical regression analysis, bootstrapping was conducted to verify significance of mediating effectiveness of organizational commitment. The results showed that organizational commitment had a role of mediating effect between characteristic of education and training program and Job Performance. More specific, organizational commitment had a role of fully mediating effect between content and method and job performance. On the other hand, organizational commitment partially mediated between educational and training environment and ability of amentor and job performance.

본 연구는 리더-구성원 교환관계(Leader-Member Exchange, LMX)를 정서적 유대감(LMX_E)과 거래적 관계감(LMX_T)이라는 두 가지 차원으로 구분하고, 각 차원이 조직몰입(OC)과 이직의도(TI)에 미치는 차등적 영향과 심리적 메커니즘을 실증적으로 분석하였다. 국내 기업 근로자 355명을 대상으로 설문조사를 실시하였으며, 탐색적 요인분석(EFA), 확인적 요인분석(CFA), 위계적 회귀분석, Baron & Kenny(1986) 매개효과 분석, PROCESS Macro(Model 4, 부트스트래핑 5,000회)를 수행하였다. 분석 결과, 정서적 유대감은 조직몰입에 강한 정(+)의 영향을 미쳤으나(β = .700, p < .001), 거래적 관계감은 정서적 유대감과 함께 투입된 회귀분석에서는 유의한 독립적 영향을 보이지 않았다(β = .062, p = .339). 추가 분석 결과, 거래적 관계감은 정서적 유대감을 경유하여 조직몰입 및 이직의도에 유의한 간접효과를 가지는 것으로 나타났다(OC: β = .5064, 95% CI [.4129, .6048]; TI: β = -.4019, 95% CI [-.5391, -.2596]). 이는 거래적 관계감이 단독적으로 조직 결과변수에 영향을 미치기보다는 정서적 유대감과의 관계 속에서 간접적으로 작동할 가능성을 시사한다. 또한 이러한 결과는 사회적 교환이론(Blau, 1964)에서 제시하는 관계 발전 관점과 부분적으로 연결될 수 있으며, 특히 한국 조직문화 맥락에서는 관계적·정서적 요소가 조직몰입 형성에 상대적으로 중요한 역할을 수행할 가능성을 보여준다. 본 연구는 LMX의 다차원적 구조를 한국 조직 맥락에서 재검토하고, 정서적 차원과 거래적 차원의 차별적 역할을 실증적으로 확인하였다는 점에서 이론적·실무적 시사점을 제공한다.

This study investigates the dual structure of Leader–Member Exchange (LMX) by examining the differential effects of two dimensions— emotional bond (LMX_E) and transactional relationship (LMX_T)—on organizational commitment (OC) and turnover intention (TI), and explores the relational mechanism underlying these relationships. Survey data were collected from 355 employees working in Korean organizations and analyzed using exploratory factor analysis (EFA), confirmatory factor analysis (CFA), hierarchical regression analysis, Baron and Kenny’s (1986) mediation procedure, and PROCESS Macro Model 4 with 5,000 bootstrap samples. The results showed that emotional bond (LMX_E) had a significant positive effect on organizational commitment (β = .700, p < .001), whereas transactional relationship (LMX_T) did not demonstrate a significant independent effect when entered simultaneously with emotional bond (β = .062, p = .339). Additional exploratory analyses indicated that transactional relationship exerted significant indirect effects on organizational commitment and turnover intention through emotional bond as a mediating variable (OC: β = .5064, 95% CI [.4129, .6048]; TI: β = −.4019, 95% CI [−.5391, −.2596]). These findings suggest that transactional relationship may influence organizational outcomes indirectly through emotional bond and provide exploratory support for the possibility that transactional exchange can develop into emotional exchange, as proposed in Blau’s (1964) Social Exchange Theory. The study contributes to the LMX literature by distinguishing the differential roles of emotional and transactional dimensions of LMX within the Korean organizational context.

본 연구는 디지털 전환기 군 조직을 대상으로 변혁적 리더십이 조직몰입에 미치는 영향에서 AI 사용의도와 심리적 안정성이 수행하는 매개효과를 실증적으로 규명하였다. 변혁적 리더십이 구성원의 AI 수용의지를 강화하고 심리적 안정성을 매개하여 조직몰입을 유도하는 이중 경로의 존재 여부를 분석하였다. 이를 위해 군 조직 구성원 363명을 대상으로 설문조사를 실시하고, 구조방정식 모형을 활용해 분석하였다. 연구 결과, 변혁적 리더십은 AI 사용의도와 심리적 안정성 모두에 유의한 영향을 미쳤으며, 이 두 변인을 통한 단일 매개효과뿐 아니라 이중 매개효과도 유의한 것으로 나타났다. 이는 구성원이 리더십에 영향을 받아 기술수용 태도와 심리적 안정감을 형성하고, 궁극적 으로 조직에 대한 정서적 몰입을 높이는 과정을 뒷받침한다. 이러한 결과는 군 조직 내에서의 변혁적 리더십의 새로운 역할과 AI 기술 도입 과정에서 구성원 중심의 심리적․인지적 준비의 중요성을 강조한다. 아울러 기술수용모형(TAM)과 심리적 안정성 개념을 리더십 이론과 통합함으로써 이론적 확장을 도모하였으며 군 조직 맞춤형 리더십 전략 수립에 실무적 함의를 제공한다.

This study focuses on military organizations undergoing digital transformation. It empirically investigates how transformational leadership influences organizational commitment with AI usage intention and psychological safety serving as mediating variables. The research explores whether transformational leadership enhances members’ willingness to adopt AI and fosters psychological safety, ultimately leading to increased organizational commitment through dual mediating pathways. To test the proposed model, a survey was conducted with 363 personnel from military organizations, and the data were analyzed using structural equation modeling (SEM). The findings reveal that transformational leadership significantly influences both AI usage intention and psychological safety. Furthermore, both single and dual mediating effects of these variables on organizational commitment were found to be statistically significant. These results highlight the pivotal role of transformational leadership in cultivating a psychologically safe and technology-accepting environment within military contexts. The study emphasizes the importance of member-centered psychological and cognitive readiness during the AI adoption process. Additionally, by integrating the Technology Acceptance Model (TAM) and the concept of psychological safety into leadership theory, this research contributes to theoretical development and offers practical implications for developing leadership strategies tailored to military organizations.

Research : This study aimed to examine the influence of top management's safety and health commitment on platform workers' safety and health behavior intention, and to verify the mediating roles of safety & health motivation and safety & health attitude. Methods : An online survey was conducted targeting 220 platform workers in South Korea (including food delivery, transportation, designated driving, and housekeeping services). The collected data were analyzed using regression analysis and mediation effect testing with SPSS 28.0 and SPSS Macro 3.4. Results : Top management's safety and health commitment had a significant positive (+) influence on safety and health motivation, safety & health attitude, and safety and health behavior intention. Both safety & health motivation and safety and health attitude also positively influenced safety and health behavior intention. Sequential multiple mediation was con-firmed, demonstrating that the leader's safety and health values are transferred to the employees' safety and health behavior through a psychological mechanism. Conclusion : For the purpose of improving the safety and health behavior level of platform workers, the sequential mediating path—through the cultivation of intrinsic motivation—was confirmed to be the most effective mechanism.

본 연구에서는 MZ세대의 대두 및 팬데믹 이후 관심과 중요성이 높아지고 있는 일의 의미가 구성원들의 행동과 성과에 어떠한 영향을 미치는지를 확인하기 위해, 일의 의미가 직무성과에 미치는 영향에 관한 내재적 동기 부여와 정서적 몰입의 이중매개효과를 검증하고자 하였다. 국내 중소규모 대학 2곳의 교직원을 연구 대상으로 SPSS Process Macro Model 6를 통해 영향 요인들을 분석하였다. 분석 결과 일의 의미가 직무성과에 미치는 직접적인 영향은 통계적으로 유의미한 결과를 나타내었으나, 내재적 동기 부여와 정서적 몰입의 단순매개효과와 이중매개효과는 모두 통계적으로 유의미하지 않았다. 일의 의미가 역할 내 행동인 과업성과에 미치는 직접적인 영향에 대해서는 통계적으로 유의미하지 않았으며, 내재적 동기 부여의 단순매개효과는 통계적으로 유의미하였고, 정서적 몰입의 단순매개효과와 내재적 동기 부여와 정서적 몰입의 이중매개효과는 통계적으로 유의미하지 않았다. 마지막으로 일의 의미가 역할 외 행동인 조직시민행동 에 미치는 직접적인 영향은 통계적으로 유의미하였으며, 내재적 동기 부여와 정서적 몰입의 단순매개효과와 이중매개효과 모두 통계적으로 유의미하였다. 이러한 연구결과로 일의 의미를 개인 심리적 측면에 대한 영향이 아닌 행동과 성과에 대해 미치는 영향을 살펴보았다는 점과 일의 의미가 상이한 방식으로 과업성과와 조직시민행동에 영향을 미친다는 것을 확인할 수 있었다. 또한 조직 문화 및 교육훈련 측면에서의 일의 의미의 중요성을 확인하였다는 점에서 의의가 있다.

This study attempted to verify the dual mediating effect of intrinsic motivation and emotional commitment on the effect of the meaning of work on job performance in order to confirm how the meaning of work is increasing in interest and importance after the rise of the MZ generation and the pandemic affects members' behaviors and performance. This study was conducted on faculty members of two small and medium-sized universities in Korea, and major influencing factors were analyzed through the SPSS Process Macro Model 6. As a result of the analysis, the direct effect of work meaning on job performance showed statistically significant results, but neither the simple and double mediating effects of intrinsic motivation nor emotional commitment were statistically significant. The direct effect of work on task performance, which is an action within a role, was not statistically significant, and the simple mediating effect of intrinsic motivation was statistically significant, and the simple mediating effect of emotional commitment and the double mediating effect of intrinsic motivation and emotional commitment were not statistically significant. Finally, the direct effect of the meaning of work on organizational citizenship behavior, which is an action other than a role, was statistically significant, and both the simple and double mediating effects of intrinsic motivation and emotional commitment were statistically significant. These findings confirmed that the meaning of work affects behavior and performance, not on individual psychological aspects, and that the meaning of work affects task performance and organizational citizenship behavior in a different way by analyzing job performance separately in terms of behavior and outcome. It is also meaningful in that it provided a basis for emphasizing the importance of the meaning of work in terms of organizational culture and education and training in practice.

보험산업은 “인지산업”이라 불리는 만큼 보험설계사의 인적자원 수준은 보험회사의 성과에 중요한 영향을 미친다. 보험계약의 성사는 계약자와 설계사 간의 장기간의 신뢰에 기초하며, 보험설계사가 자신의 직업에 가지는 자긍심은 고객의 신뢰에 영향을 미칠 것이다. 또한 자신의 직업에 대한 사회적 평판은 자긍심에 영향을 미치는 주요한 요인이다. 본 연구에서는 보험설계사가 인식하는 사회적 평판이 이직의도를 낮출 것이라고 보 고, 직무만족이나 조직몰입과 같은 직무태도가 그 과정에서 매개 역할을 하는지를 분석하고자 하였다. 실증분 석 결과 보험설계사가 인식한 사회적 평판은 직접적으로는 이직의도에 통계적으로 유의한 영향을 미치지 않았 다. 그러나 PROCESS macro를 활용하여 직렬 이중매개효과를 분석해 본 결과, 사회적 평판 인식은 직무만족과 조직몰입을 이중으로 매개하여 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 보험회사는 보험설계사의 이직률 감소와 직무태도의 긍정적 변화를 위해 보험설계사에 대한 사회적 평판을 제고할 수 있는 방안을 모색 할 필요가 있다.

As insurance is called “cognitive industry,” the quality of insurance life planners as human resources plays an important role. In addition, the insurance underwriting is based on long-term trust, and also it depends on the pride of the life planners in his/her job in order to build trust between the planners and consumers. The purpose of this study is to analyze whether the perceived social reputation of life planners would lower the intention to turnover and whether job attitudes such as job satisfaction or organizational commitment mediate the relationship in that process. Empirical analysis shows that the perceived social reputation of the planners does not have a direct effect on turnover intention. However, as a result of analysis using the PROCESS macro, the serial double mediating effects of job satisfaction and organizational commitment was found, in which the perceived external reputation had negative effect on turnover intention. Based on the above results, in order to reduce the turnover rate of life planners, it is necessary to find ways to raise social reputations for life planners. It is also necessary to make efforts to increase overall job satisfaction and organizational commitment of life planners.

Recently, the government has implemented a new public management policy to improve the performance of the public sector, and the government intends to strengthen the public organization, such as the private sector, by strengthening the competition and focusing on performance. As a result of adopting and applying the personnel management system of the private enterprise to the public institution, the workers of the public institution became more immersed in the labor union to cope with the job insecurity and change. At this time, the employee is simultaneously given the role of the organization member and the role of the union member. It is called dual commitment in which workers are immersed simultaneously in the two organizations, the company and the union, without a conflict of roles. In order to confirm the dual commitment, this study identify the relationships among union instrumentality, organizational commitment, union commitment, and organizational citizenship behavior of public employees which have relatively higher union participation rates than private companies. To test the hypothesis, the questionnaires were distributed to 815 employees of 10 public institution under the Ministry of Employment and Labor, and analyzed 429 participants excluding the unsatisfactory response. The hierarchical regression method was used for this analysis. The results of this study, it was found that organizational commitment has found the mediating effect between union instrumentality and organizational citizenship behavior. And it was found that union commitment is a mediator between union instrumentality and organizational citizenship behavior. Workers have identified dual commitment that both their roles as organizational members and their role as trade union members are at the same time immersed without conflict. This study has empirically tested the effect of union instrumentality on the public institution employees in confirming dual commitment, and provides practical implications. And it is found that organizational commitment and union commitment have an effect on organizational citizenship behaviors. In addition, it discussed limitations and further research directions. As a result of limited research conducted by agencies under the Ministry of Employment and Labor, whole public institution can not be generalized. In the future research, it is necessary to collect data by type of public institution, and comparative analysis with private institutions is also needed.

최근 들어 통합적 협약을 통한 노사간의 협력의 필요성에 대한 사회적 요구가 확대되고 있으며, 이로 인해 우리나라에서 이중몰입 이슈는 그 중요성이 더욱 커지고 있다. 회사와 노조에 대한 이중몰입은 노사간의 이러한 협력을 보다 촉진시킬 수 있는 중요한 계기를 제공할 수 있기 때문이다.본 연구의 목적은 광범위하고 심층적인 문헌조사와 분석을 통해 이중몰입 관련개념을 명확히 정의하고, 이러한 정의에 기초하여 이중몰입에 관련된 이론적 근거를 제시하며, 이중몰입의 구성개념과 연구방법론을 체계적으로 평가함으로써 이중몰입을 이해하기 위한 개념적 기본 틀을 정립하려는데 있다. 분석결과를 바탕으로 향후 연구에 필요한 개념적 이슈와 방법론적 이슈를 한국적 상황에 맞추어 총괄적으로 해석하고 관련된 중요이슈를 제시하였다.

Dual Commitment: Construct and Methodology Revisited Kim, Jung-Won Given the recent calls for cooperation between unions and industry in the form of integrative bargaining, dual commitment is a topic of increased importance in Korea. The commitment of employees to both the company and to the union may serve to facilitate the cooperation. The aim of the study is to provide overview of the theoretical and methodological issues that need to be addressed in future research on dual commitment. On the basis of the survey of the literature, several areas for further research are identified and some of the key issues are outlined. Key Words : dual commitment, organizational commitment, union commitment