Earticle

본 연구는 항공사 승무원의 고용불안이 심리적계약위반과 직무에 어떠한 영향을 미치는지 파악하기 위하여 가설을 설정하였다. 항공사 승무원이 느끼는 고용불안을 감소시키는데 유의미한 시사점을 제공하고자하였으며, 심 리적계약위반을 완화시킬 수 있는 방안을 검토하여 항공사의 인적자원관리에 이론적 실무적 시사점을 제공하고자 하였다. 실증분석결과는 아래와 같다. 먼저 “항공사승무원이 지각하는 고용불안정은 거래 심리적 계약위반에 정의 영향을 미칠 것이다”는 가설 1-1은 채택되었다. 둘째, “항공사승무원이 지각하는 고용불안정은 관계 심리적 계약 위반에 정의 영향을 미칠 것이다” 는 가설 1-2는 채택되었다. 셋째, “항공사승무원이 지각하는 거래 심리적 계약 위반은 직무만족에 부의 영향을 미칠 것이다” 는 H 2-1는 채택되었다. 반면 충분한 교육훈련이나 경력계발기회 등의 관계 심리적 계약위반을 높게 지각할수록 직무만족에는 영향을 미치지 않는 것으로 나타나 가설 2-2는 기각 되었다. 마지막으로 “항공사승무원이 지각하는 고용불안정은 직무만족에 부의 영향을 미칠 것이다”는 가설 3은 채택되었다. 즉 위협적인 상황으로 인해 자신의 직무가 없어질 지도 모른다는 무력감을 느낄수록 직무만족은 저하 되는 것으로 나타났다.

This study was to examine the effect of job insecurity on their psychological contract violation and job satisfaction among airline crew members. Also, this study intended to give meaningful hint in reducing job insecurity crew members feel, and, by examining ways to relieve psychological contract violation, give theoretical and practical suggestions on human resource management of airlines. The findings from empirical analysis are as follows. First, H 1-1 that job insecurity of airline cabin crew members will have positive effect on their transactional psychological contract violation was adopted. Second, H 1-2 that job insecurity of airline cabin crew members will have positive effect on their relational psychological contract violation was adopted. Third, H 2-1 that transactional psychological contract violation of airline cabin crew members will have negative effect on their job satisfaction was adopted. In contrast, H 2-2 that relational psychological contract violation of airline cabin crew members will have negative effect on their job satisfaction was rejected. Finally, H 3 that job insecurity of airline cabin crew members will have negative effect on their job satisfaction was adopted.

The dynamics of employees’ career growth have undergone significant and intricate changes due to the deep integration of AI into contemporary workplaces. The precise influence of AI on employees’ perceived career growth opportunities (CGO) is still a contentious issue in academic circles, even though AI is well known for its ability to create new job positions and reshape existing occupational roles. Among various theoretical approaches, the technology acceptance model (TAM) is relevant to addressing the current research gap. Likewise, career construction theory (CCT) provides a distinct and valuable lens through which to examine the phenomenon in question. Finally, the conservation of resources (COR) theory serves as a well-established theoretical basis to address the identified gap. Although each of these theories has been extensively applied in its respective field of study, their combined applicability to the research on AI and workers’ career development has not been thoroughly investigated. From a career development standpoint, exploring AI’s impact on employees’ CGO holds great theoretical and practical significance: theoretically, it can enrich the digital-era research system of human resource management as well as organizational behavior, and compensate for the lack of in-depth discussion on the connection between AI and individual career development. Practically, it can provide guidance for organizations to implement AI effectively and support employees in navigating and thriving within AI-driven work environments, thereby achieving a win-win situation for organizational digital transformation and individual career development. Using a three-wave time-lagged survey approach, this study collected reliable research data from 499 workers across a range of Chinese sectors. Preliminary empirical findings indicate a robust, positive correlation between employees’ perceived career growth prospects and their AI attitudes (AIA), with perceived AI adaptability (PAIA) acting as a partial mediating factor in this relationship. This perception, in turn, enhances their ability to identify potential CGOs. This result is consistent with the empirical conclusion that AI can supplement and improve job capabilities, opening new avenues for human-AI collaboration and facilitating employees’ career development. In addition, job insecurity (JI) was identified as a critical boundary condition in this study, as it significantly weakens the positive correlation between PAIA and CGO. Thus, the mediating effect of PAIA between AI attitude and CGO is most pronounced among employees with low JI. For employees with a strong sense of job security, AI is perceived as a valuable resource for CGO. Conversely, employees experiencing heightened JI are more inclined to perceive the impact of AI’s adaptive attributes on their career advancement. It should also be noted that the influence mechanism of AI on employees’ CGO may vary across different types of organizations, indicating that the workplace context significantly shapes the interplay between AI and individual career paths. In summary, the findings provide an initial in-depth insight into how AI is reshaping employees’ career trajectories. They indicate that the mere introduction of AI technologies in the workplace is insufficient to achieve positive organizational outcomes for all employees. Organizations must ensure a sufficiently secure work environment to mitigate uncertainty regarding job loss, as such fears may otherwise hinder employees’ career development.

This study aims at investigating relationship among Job insecurity of travel agent’s employee, job stress and turnover intention. To perform this study, total 300 questionnaire were distributed to employee who have been working in travel industry from November 1th to November 30th. Unworkable data were excluded, 277 usable responses were obtained for an empirical analysis. Frequency analysis, reliability analysis were measured by using SPSS 18.0 accordingly. SEM was conducted to test the validity of the proposed model and the hypotheses by using AMOS 18.0. For the study structure, Job insecurity was divided with powerlessness and possibilities of job loss. Job stress and turnover intention were a single factor. The result has shown as follows: First, regarding the relationship between job insecurity and job stress, both of powerlessness and possibilities of job loss positively affect on job stress. Second, regarding the relationship between jon insecurity and turnover intention, only for job loss positively affect on turnover intention. Third, relationship between job stress and turnover intention, job stress positively affect on turnover intention. Fourth, relationship between job insecurity and turnover intention by mediating job stress, both of powerlessness and possibilities of job loss positively affect on turnover intention. This results of study have shown that Job security management of employee is a source of management results in travel industry. This study suggests operational and theoretical implications on the aspects of human resource management and development for travel agent employee.

The study examines the effect of job insecurity perceived by flight attendant on job stress and organizational commitment, and the moderating effect of organizational trust with regard to the influence of job insecurity on job stress and organizational commitment. In terms of the subjects, the study set male and female flight attendants working at main domestic full service carrier, domestic low-cost airlines, and foreign airlines. From September 28 to October 25, 2020, the research was conducted online through Google questionnaire form, and a total of 129 surveys were used for analysis. As for empirical analysis, SPSS 23.0 statistical package was utilized. The research results confirmed through hypothesis verification are as follows. First, it was discovered that the job insecurity of flight attendants had a positive (+) effect on job stress. Second, it was found that the job instability of flight attendants had a negative (-) effect on organizational commitment. Third, it was found that organizational trust plays a moderating effect in the influence of the flight attendants’ job instability on job stress and organizational commitment.

사회적기업은 사회적 미션에도 불구하고, 급변하는 글로벌 환경에서 경제적 성과 목표에도 응해야 한다. 이 러한 상황은 인적자원관리 전략이 중요한 역할을 지님을 의미한다. 특히 경쟁력있는 효율성을 유지하기 위한 과제는 근로자 이직을 낮추는데 달려 있다. 본 연구는 사회적기업 근로자를 대상으로 재직 의도에 영향을 끼치는 직무불안, 직무만족, 고객과의 관계의 영향력을 검증하고자 한다. 조사 대상은 서울․경기 지역의 36곳의 사회적기업 여성 근로 자 271명으로 삼았고, 이항로짓회귀분석(Binominal Logistic regression)을 적용하였다. 연구결과, 사회적기업 근로자의 재직 의도는 상당히 긍정적인 수준으로 높게 나타났다. 하지만 사회적기업 근로자의 직무불안정성은 재직 의도에 부 정적인 영향을 끼치는 반면 직무만족과 고객와의 관계는 재직 의도에 긍정적인 요인으로 밝혀졌다. 결론적으로 사회 적기업의 지속가능성을 위한 근로자의 근속 유지를 위해서는 인적자원 관리가 중요한 역할을 할 수 있음을 밝히고 직무 환경 개선을 위한 관리적 함의를 도출하였다.

Despite their social mission, social enterprises work in the changing global economic environment and therefore face to comply with performance objectives. This situation means that human resources management strategy has a crucial role to play. Especially, the challenge in maintaining competitive efficiency depends on achieving a lower level of employee turnover. This study aims to investigate the role of job insecurity, job satisfaction, relationship with customers regarding the intention of retention among social enterprise workers. Data were collected in South Korea from 271 women employees in 36 social enterprises and the binomial logistic regression was used to assess the model hypothesized. As the result, social enterprise employees showed a considerably positive attitude toward the intent to stay their workplace. However, job insecurity appeared to have the strongest negative effect on the intention of retention, whereas job satisfaction and relationship with customers had the positive effects, above and beyond demographic variables and organization variables. The result suggested the human resource management can play a significant role in retaining social enterprise employees by reducing job instability and improving job satisfaction and customers management.

오늘날 급격하게 변하는 기업환경으로 인해 직무불안정은 거의 보편적인 조직 현상이라고 할 수 있다. 선행연구들에 의하면 직무에 대해 불안감을 갖고 있는 구성원은 직무태도, 심리적 웰빙 및 직무성과에 대해 부정적인 영향을 미치는 것으로 보고되고 있다. 본 연구는 조직공정성, 직무불안정 및 리더-구성원 교환관계가 직무태도에 영향을 미치는 중요한 요인인지를 파악하기 위해 설계되었다. 본 연구에서는 절차공정성, 직무불안정, 리더-구성원 교환관계 및 직무태도 간의 인과관계를 검토하고자 한다. 이를 위해 서울수도권과 강원권에 소재한 기업구성원 223명을 대상으로 절차공정성, 직무불안정 및 직무태도 간의 관련성 그리고 이들 간의 관계에 있어 리더-구성원 교환관계의 조절효과를 검토하고자 한다. 가설검증 결과 절차공정성은 직무불안정에 부(-)적인 영향을 미치며, 또한 직무불안정 지각은 정서적 소진과는 정(+)적인 관계를, 조직몰입과는 부(-)적인 관계를 갖는 것으로 나타났다. 그리고 리더-구성원 교환관계는 직무불안정과 조직몰입 간에 있어 조절효과가 있는 것으로 확인되었다. 끝으로, 이상의 분석결과를 토대로 연구의 한계점과 향후 연구방향을 제시하였다.

In today’s rapidly changing organizational environment, job insecurity has become a near universal organizational phenomenon. Empirical studies have shown that job insecure employees tend to react negatively in terms of work attitude, psychological well-being and job performance. This paper is designed to find out empirically that organizational justice, job insecurity and leader-member exchange are important factors for influencing job attitudes. In this paper, I examined casual relationship among procedural justice, job insecurity, LMX and job attitudes. The data were collected by questionnaire from a sample of 223 employees at private-sector firms. Empirical analysis results were summarized as follows. First, procedural justice was negatively related to job insecurity. Second, job insecurity was positively related to emotional exhaustion. On the other hand, job insecurity was negatively related to organizational commitment. Third, LMX had moderating effect on the relationship between job insecurity and organizational commitment. Theoretical and practical implications as well as directions for future research were discussed.

Now many Korean hotels executed corporate restructuring in order for management efficiency, cutting costs and improving competitiveness. Thus, layoff loses were created and through labor flexibility policies, non-regular employee systems were introduced and outsourcing was performed considerably changing the employment environment of not only general industries, but also the hotel industry. Thus, based on theoretical background of preceding studies, this study performed empirical analysis on to verify the effects of employment job insecurity on organization, job satisfaction and organizational involvement and verifying the five hypotheses. The analysis results were as follow: First, changes in the employment environment caused job insecurity for the hoteliers. Second, the factor 'increasing non-regular employee system' of changes in the employment environment caused the job satisfaction and organizational involvement. Third, the jon insecurity for the hoteliers has an effect on job satisfaction and organizational involvement. Thus, the hotel should provide support motivation for employee to establish career development plans and incentives. Furthermore, it is expected that it will help in gaining a competitive edge in the market against similar companies.

4차 산업혁명에 따른 신기술 도입과 코로나19 팬데믹의 장기화 등에 의해 항공사 승무원의 직무불안정성은 점차 가중 되고 있는 상황이다. 이처럼 현시대에서 항공사 승무원이 직면하고 있는 직무불안정성이 승무원의 태도 및 행동에 미치는 영향과 이를 완화시킬 수 있는 기제를 본 연구에서 규명해 보고자 하였다. 따라서 본 연 구는 항공사 승무원 대상 직무불안정성이 승무원의 행동에 미치는 영향 관계와 이러한 관계를 매개하는 변수 및 조절된 매개효과를 갖는 변수를 규명하는 것을 목적으로 하였다. 가설 검증을 위해 국내 7개 항공사의 승무 원 342명을 연구 표본으로 실증 분석을 시행하였다. 분석 결과로 첫째, 항공사 승무원의 직무불안정성은 승무 원의 역할 내 행동 및 조직시민행동에 모두 부정적인 영향을 미치는 것으로 나타났다. 둘째, 항공사 승무원의 직무불안정성과 승무원의 행동 간의 영향 관계에 있어 심리적 주인의식이 매개효과가 있음을 확인하였다. 셋째, 직무효능감의 조절효과는 통계적으로 유의하지는 않았지만, 직무효능감이 일정 수준 이상일 경우 조건부 효과 가 있는 것으로 나타났다. 마지막으로 직무효능감의 조절된 매개효과는 유의하지 않은 것으로 확인되었다. 이러 한 연구 결과를 토대로 시사점, 한계점, 추후 연구과제에 관해 논의하였다.

This study examined the relationship between Airline Cabin Crew’s job insecurity and behaviors, and the mediating variable and the moderated mediating variable in that relationship. Due to the introduction of new technologies due to the 4th industrial revolution and the prolonged COVID-19 pandemic, the job insecurity of airline cabin crew is aggravating overall. The negative effects of this job insecurity that airline cabin crews are facing in the present era on their behaviors were verified and a variable to alleviate this was examined. For this purpose, the data from 342 cabin crews of 7 domestic airlines was collected through the survey, and the results of the study are as follows. As a result of the research hypothesis test, this study found that job insecurity of airline cabin crews had a significant negative(-) effect on both in-role behaviors and organizational citizenship behaviors. Second, it was verified that psychological ownership mediate the relationship between airline cabin crews’ job insecurity and their behaviors. Third, the moderating effect of job efficacy was not statistically significant, but it was found that there was a conditional effect when it was above a certain level. Finally, the moderated mediating effect of job efficacy was found to be insignificant. Based on these research results, academic and practical implications, limitations of the research, and future research tasks were discussed.

본 연구는 항공사 승무원 대상 직무불안정성이 일-가정갈등에 미치는 영향 관계와 이러한 관계를 매개하는 변수와 조절된 매개효과를 갖는 변수를 규명하는 것을 목적으로 하였다. 4차 산업혁명으로 인한 신기술 도입과 코로나19 팬데믹 장기화 등으로 인해 항공사 승무원의 직무불안정성은 전반적으로 가중되고 있는 상황이다. 이렇게 높아진 직무불안정성이 직무 및 가정에 미치는 부정적 영향을 직무요구-자원이론(JD-R Theory)을 토대 로 검증하였으며, 이런 직무불안정성을 완화할 수 있는 기제를 도출하고자 하였다. 가설을 검증하기 위해 국내 7개 항공사의 기혼 승무원 362명의 표본을 대상으로 실증분석하였다. 분석결과로 첫째, 항공사 승무원의 직무 불안정성은 일-가정갈등과 유의미한 정(+)의 관계가 있는 것으로 나타났다. 둘째, 항공사 승무원의 직무불안정 성은 직무스트레스와 유의미한 정(+)의 관계가 있는 것으로 나타났다. 셋째, 항공사 승무원의 직무스트레스는 일-가정갈등과 유의미한 정(+)의 관계가 있는 것으로 나타났고, 이러한 관계를 통해 직무스트레스는 직무불안 정성과 일-가정갈등 간의 관계를 매개하는 것으로 나타났다. 마지막으로, 조직내부인 지위인식의 조절된 매개 효과 검증을 통해 직무불안정성이 직무스트레스를 매개하여 일-가정갈등에 미치는 부정적인 영향을 조직내부 인 지위인식이 조절하는 효과를 확인하였다. 다만 조직내부인 지위인식의 조절된 매개효과의 방향은 예측과는 다른 것이었다. 이러한 연구 결과를 바탕으로 시사점, 한계점, 추후 연구과제에 대해서 논의하였다.

With the advent of the Fourth Industrial Revolution, the spread of new technologies and the prolonged COVID-19 pandemic, the job insecurity of airline cabin crew is getting elevated. Most of the previous studies related to job insecurity were attempts to verify the negative effects of job insecurity, such as job satisfaction, organizational commitment, turnover intention, and organizational citizenship behavior. On the other hand, research on the effect of job insecurity on the family is still limited, and there are not many studies on how job insecurity affects the family. In addition, only a few studies have presented the theoretical basis for the process of job insecurity negatively affecting organizations and families. Job insecurity perceived by airline cabin crews who directly deliver services to customers at the service site can hinder service quality. Therefore, airline crew members’ job insecurity needs to be managed importantly in airline industry that is highly dependent on human services. In particular, it is necessary to review the effects of job insecurity and to study what mechanisms can be used to alleviate job insecurity. Therefore, this study examines the relationship between Airline Crew’s Job Insecurity and Work-Family Conflict. This study also investigates the mediating role of Job stress and moderated mediating role of perceived insider status in that relationship. The negative effects of job insecurity on jobs and work-family conflict is verified based on the JD-R (Job Demand-Resource) Model. For this purpose, a survey is conducted on 362 married cabin crews of 7 domestic airlines. According to the results of the research, first, it is confirmed that job insecurity has a significant positive(+) effect on work-family conflict. Second, job insecurity has a significant positive(+) effect on job stress, and third, job stress has a significant positive(+) effect on work-family conflict. Fourth, job stress is found to mediate the relationship between job insecurity and work-family conflict. In other words, it is confirmed that job insecurity perceived by airline cabin crews causes job stress in the process of performing the job, which negatively affects the family. Lastly, it is examined that the perceived insider status moderates the effects of job insecurity on work-family conflict through job stress. Contrary to predictions, it is found that job insecurity mediated job stress and strengthened the effect on work-family conflict. In other words, even if airline crew members are aware of job insecurity, the higher the level of recognition of status within the organization, the stronger the negative effect of job insecurity on the family through job stress. The causes of the results different from the prediction are as follows. According to the social exchange theory, members who aware their status high within the organization can be also highly aware of the obligation to return the favors that the organization has done to them. There is a possibility that they can perceive stress more on job insecurity. Therefore, more in-depth research needs to be conducted later on the possibility of the dual effect of perceived insider status. Practical implications through the empirical results of this study are as follows. First, job insecurity was found to be one of factors that cause stress during work and conflict at home. Therefore, there is a need to minimize and manage workers' job insecurity at the organizational level. Second, forming a sense of belonging to the organization as a job resource may be a way to alleviate job insecurity. In other words, airline cabin crews who perceive themselves as important members of the organization may have a lower negative effect on them even if they feel job insecurity. Therefore, it is necessary to seek ways to increase the various sense of belonging of airline cabin crews at the organizational level. Limitations of the research and future research tasks are also discussed.

This study has the purpose of analyzing the effects of the occupation satisfaction and job satisfaction on job insecurity of paragliding instructors. For this purpose, 328 instructor were selected as subjects of the study by convenience sampling from the paragliding clubs and schools in korea council of sports for all during July through August in 2014. Collected data were put to multiple regression analysis which in turn led to the following conclusion: First, concerning the effects of occupation satisfaction upon job insecurity; the payment had a significant positive influence on job instability. and the aptitude had a significant negative influence on job instability and personal uncertainty. Second, concerning the effects of job satisfaction upon job insecurity; the co-worker relationship had a significant negative influence on occupational insecurity. and the working conditions and job performance had a significant positive influence on job instability.

본 연구는 최근 이슈가 되고 있는 일과 생활의 균형과 관련된 연구이다. 즉 일과 생활의 균형(일과 가정의 균형, 일과 여가의 균형, 일과 성장의 균형)이 직무성과에 미치는 영향을 분석하고, 일과 생활의 균형과 직무성과 간의 관계에서 고용불안정성의 조절효과를 분석하는 개인수준의 연구이다. 이를 위해 일과 생활의 균형, 고용불안정성, 직무성과에 대한 기존 이론과 실증연구들을 분석하여 연구모형을 구축한 뒤, 변수들간 관계를 SPSS 18.0을 활용하여 실증분석하였다. 실증분석 결과, 상업교육 측면에서 다음과 같은 의미있는 결과가 도출되었다. 일과 생활의 균형 중 일과 가정의 균형은 직무성과에 유의한 영향을 미치지 않은 반면, 일과 여가의 균형과 일과 성장의 균형은 직무성과에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 또한 일과 생활의 균형 중 일과 성장의 균형과 직무성과 간의 관계에서만 고용불안정성의 긍정적(+)인 조절효과가 나타났다. 이러한 실증분석 결과는 창조경제 시대를 맞이하여 일과 가정의 균형에 비해 상대적으로 중요시 되지 않았던 일과 여가의 균형과 일과 성장의 균형에 대한 필요성과 중요성을 시사하며, 향후 기업의 새로운 인적자원 및 노사관계 전략을 제시해 주고 있다. 또한 기업의 일과 생활의 균형과 고용불안정성의 전략적 관리 필요성을 제기해준다. 다만, 본 연구에서는 표본의 한계를 포함하고 있으므로, 후속연구에서 이러한 연구의 한계를 극복한다면 더욱 실무적으로 의미있는 결과가 도출될 수 있을 것으로 기대된다.

This empirical research was designed to analyze the effects of work-life balance (work-family balance, work-leisure balance and work-development balance) on job performance focused on the moderating effects of job insecurity in the creative economy. For this purpose, we analyzed the relationships among work-life balance, job performance, and job insecurity on the basis of the comprehensive examination of the existing theories. The empirical research was done with the surveys of 323 samples after questionnaire surveys were administered. Through the in-depth analysis of validity, reliability, correlation, regression analysis using SPSS 18.0, we have two important findings. First, work-leisure balance and work-development balance have positive effects on job performance. Second, job insecurity has positive moderating effects only between work-development balance and job performance. According to these results, we specially have to manage both work-life balance and job insecurity in the end.

This study is to examine the role of psychological contract breach as a mediating variable in the relations between job insecurity and employees' customer orientation in the service industry. In a sample of 344 hotel employees, the findings are consistent with the proposed mediation model of the study. Job insecurity was found to relate positively to psychological contract breach. Psychological contract breach was found to relate negatively to employees' customer orientation. Psychological contract breach was found to partially mediate the relation between job insecurity and employees' customer orientation. In addition, job insecurity was found to relate negatively to employees' customer orientation.

본 연구의 목적은 중등학교 기간제 교사가 인식하는 고용불안정성과 조직공정성이 교사헌 신에 어떠한 영향을 미치는지 밝히는 데 있다. 이를 위해 전국 중등학교 기간제 교사를 대상 으로 설문조사를 시행하고 결측치를 제외한 345명의 자료를 이용하여 다중회귀분석을 실시하 였다. 연구 결과, 첫째, 중등학교 기간제 교사가 인식하는 고용불안정성은 평균 3.998, 조직공 정성은 평균 2.899, 교사헌신은 평균 3.899로 나타났다. 교사헌신 하위 변수 가운데 교직헌신 이 평균 4.207로 가장 높았고, 학교조직헌신이 평균 3.475로 가장 낮았다. 둘째, 기간제 교사가 인식하는 고용불안정성과 조직공정성이 교사헌신(전체)과 하위 변수에 공통적으로 유의미한 영향을 미치는 변수는 상호작용 공정성인 것으로 나타났다. 이는 교장, 교감, 부장교사와의 관계의 질을 반영하는 상호작용 공정성이 기간제 교사의 헌신을 높이는 데 가장 중요한 변수 임을 의미한다. 반면 고용불안정성과 조직공정성의 하위 변수인 절차 공정성은 기간제 교사 의 교사헌신에 영향을 미치지 않는 것으로 나타났다. 또 분배 공정성은 교수활동헌신과 학생 헌신에 부적 영향을 미치는 것으로 나타나 교직의 특수성을 보여주었다. 이 같은 연구 결과 는 기간제 교사의 교사헌신을 높이기 위해서는 배려와 존중을 기반으로 한 교장·교감, 부장교 사와의 긍정적인 관계 형성이 중요함을 시사한다.

This study aims to clarify how job insecurity and organizational justice perceived by non-tenure teachers of secondary schools affect teacher commitment. For this purpose, the questionnaire was conducted on 362 non-tenure teachers of secondary schools and multiple regression analysis was conducted using 345 data excluding missing data. Major findings are as follows. First, the average levels are 3.998 out of 5.00 in job insecurity, 2.899 in the organizational justice, and 3.899 in teacher commitment. Second, the independent variable that has a significant influence on teacher commitment was interaction justice. This result indicates that the interaction justice reflecting the quality of the relationship with principal, vice principal, and supervisors is the most important variable in enhancing teacher commitment of non-tenure teachers. Job insecurity and procedural justice did not affect teacher commitment. Interestingly, the distributive justice was found to have an negative impact on commitment to teaching work and commitment to students. Based on the findings, implications and policy alternatives to increase teacher commitment of non-tenure teachers were discussed.

본 연구는 초급 부사관의 직무불안정성이 우울에 미치는 영향에서 사회적 유대감의 조절 효과를 검증하는 것을 목적으로 한다. 이를 위하여 육군, 해군, 공군 5년차 이하의 부사관을 대상으로 설문을 실시하였으며 지각된 직무불안정성, 우울, 사회적 유대감 등을 묻는 질문지에 응답하도록 하였다. 조사는 2017년 6월부터 2개월간 진행되었으며 436명의 응답을 최종적으로 획득하였다. 빈도분석, 기술통계, 다중회귀분석을 위해 SPSS 24.0을 사용하였다. 연구 결과는 다음과 같다. 첫째, 초급 부사관의 30.7%가 직무불안정성을 가지고 있었으며, 35.2%가 우울을 경험하고 있는 것으로 나타났다. 둘째, 통제변수로 선정한 군 유형, 병과, 복무형태는 우울에 유의미한 차이를 보이지 않았으며, 건강상태만이 우울에 영향을 미치는 변수로 나타났다. 셋째, 독립변수인 초급 부사관의 직무불안정성은 우울에 유의미한 영향을 미치는 것으로 나타났으며, 사회적 유대감은 직무불안정성과 우울의 관계에서 조절효과를 나타내었다. 이를 통해 사회적 유대감이 높을수록 직무불안정성이 우울에 미치는 영향이 완화될 수 있다는 것을 확인하였다. 본 연구의 결과를 바탕으로 초급 부사관의 직무불안정성과 우울을 해소할 수 있는 군 정책의 실질적 방안을 제언하였다.

The purpose of this study is 1) to examine the effect of Job Insecurity on Depression of Junior NCOs and 2) to verify the moderating effect of Social Connectedness. We selected Junior NCOs under 5 years service term from Army, Navy, Air Force in Military and conducted self-reporting questionnaires on the participants. The study was conducted for two months starting in June, 2017 and we were able to collect a total of 436 responses. With SPSS 24.0, Frequency analysis, descriptive analysis, correlation analysis and regression analysis were utilized and the result follows. First, 30.7 percent of Junior NCOs responded that they feel Job Insecurity nowadays. Second, Military type, branch of the service, long/short term of Control Variable did not affect depression, but Subjective health had relation with depression. Third, Job Insecurity has an effect on Depression of Junior NCOs, and the moderating effect of Social Connectedness on Depression was verified. Based on the results of this study, we discuss practical and policy-based interventions for Junior NCOs experiencing Job Insecurity and Depression.

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.

최근 유통환경은 다양한 변화를 빠르게 맞이하고 있으며 이와 더불어, 소매업체 간 경쟁 또한 치열해 졌다. 이러한 상황에서 영업사원은 제품의 정보를 제공하고 판매하는 역할을 넘어서 기업의 이미지를 고객에게 전달하는 기업의 중요한 자산이라고 할 수 있다. 그러나 경제위기로 인하여 기업의 경영환 경이 불확실해짐에 따라 기업은 경쟁력을 확보하기 위해 영업사원의 비정규직 비율을 증가시켰다. 통 계청 조사 결과를 살펴보면, 2001년 26.8%였던 비정규직 비중이 2019년 8월 기준 36.4%까지 증가한 것으로 나타났다. 이처럼 기업은 비정규직의 비율을 증가시킴으로써 노동시장에 유연하게 대처하고 각 종 비용을 절감시켜 기업의 경쟁력을 높일 수 있었다. 하지만 이러한 변화는 영업사원들에게 직무특성 이나 직무 자체에 대한 상실가능성을 제공함으로써 고용에 대한 불안정성을 지각하게 만들었다. 본 연 구에서는 영업사원이 지각하는 고용불안정성과 영업사원의 판매행동 간 관계에 초점을 두고 연구를 진행하였으며, 영업사원이 지각하는 고용불안정성이 고객지향적 판매행동에 미치는 부정적인 영향에 대한 메커니즘 및 부정적인 영향을 감소시킬 수 있는 다양한 요인을 규명하였다. 연구결과를 바탕으로 이론적 시사점 및 실무적 시사점, 그리고 향후 연구방향에 대해 제시하였다.

In recent years, the distribution environment is rapidly undergoing various changes, and competition among retailers is also fierce. In this situation, a salesperson can be said to be an important asset of a company that delivers a company's image to customers beyond the role of providing and selling product information. However, as the business environment of the company became uncertain due to the economic crisis, the company increased the proportion of non-regular employees in sales to secure competitiveness. According to the results of the National Statistical Office survey, the proportion of non-regular workers, which was 26.8% in 2001, increased to 36.4% in August 2019. Like this, the company was able to flexibly cope with the labor market by increasing the proportion of non-regular workers and reduce various costs to increase the competitiveness of the company. However, this change made salesperson perceived job insecurity by providing the possibility of losing job characteristics or the job itself. This study focus on the relationship between job insecurity of salesperson perceived and salespersons’ sales behavior and theoretical implications, practical implications, and future research directions were presented.

Since the competitive environment, it has become common for firms to reduce its workforce to diminish operating cost. Accordingly, job insecurity among employees has been increasing. Previous works on job insecurity have not paid adequate attention to the influence of job insecurity on safety behavior. The current paper investigates the impact of job insecurity on safety behavior and its intermediating mechanisms. In specific, this paper delves into the mediating effect of job stress, as well as the moderating effect of servant leadership in the association between job insecurity and job stress. The results demonstrated that that job insecurity has a positive (+) influence on job stress, which has a negative (-) influence on safety behavior. Moreover, job stress mediated the association between job insecurity and safety behavior. Furthermore, servant leadership moderated the job insecurity-safety behavior link.

본 연구는 비정규직 직원들의 직무불안(job insecurity) 지각과 그들의 반시민적행동(anticitizenship)의 관계를 정보불공정성(informational injustice)을 매개변수로 설정하여 분석하고자 하였다. 비정규직 직원들의 반시민적행동은 정보공유(information sharing)의 회피와 조직에서의 보복행동(organizational retaliatory behavior: ORB)으로 구분하여 비교의 시각에서 검토된다. 이에 따라서 직무 불안의 부정적 영향은 정보 불공정성의 지각을 경유하여 그들의 정보공유 행동과 ORB에 각각 부분과 완전매개를 하는 것으로 다르게 가설화되었다. 연구에 사용된 표본은 수도권에 소재한 3개의 대형마트에 근무하는 135명의 비정규직 직원들로 부터 획득되었다. 구조방정식 모델(structural equation modeling: SEM)은 직무불안과 정보불공정성 지각이 강한 긍정적인 상관을 나타낼 뿐 아니라 두 종속변수에 대해서도 유의한 매개효과를 입증 하였다. 즉 정보 공유행동과 관련하여 비정규직 직원들의 직무불안은 정보불공정성 지각을 통한 간접효과만을 나타냈다. 반면, ORB에 대해서는 정보불공정성을 통한 직, 간접 효과 모두 유의한 것으로 나타났으며 이들 사이에서 억제효과가 발견되었다. 이러한 연구결과들은 비정규직 직원들에게 있어서도 직무불안은 중요한 이슈일 뿐만 아니라 이들이 지각하는 직무불안은 평소 정보불공정성 경험과 결부되어 독특한 양상의 부정적인 행동반응을 초래하게 됨을 시사한다

Hiring contingent workers are widely conceived as an important mean of ensuring the efficient use of human resources in contemporary business milieu. Nevertheless, from a social exchange perspective, such contingent workers have little reason to engage in citizenship performance largely due to their psychological contract which is short-term and economic in nature. Rather, their transactional obligation may make them easy to engage in organizational retaliatory behaviors (ORB) without hesitation. However, the impact of the perception of job insecurity for temporary workers relatively vulnerable to job loss on their behaviors has not yet to be cleared. In this regard, this study investigates the influences of contingent workersʼ perceived job insecurity on their anticitizenship. Job insecurity is proposed to have a harmful effect on both information sharing behaviors and organizational retaliatory behaviors (ORB) and it is argued that these effects are mediated by informational injustice. Specifically, the impact of job insecurity on information sharing is hypothesized to be partially mediated by informational injustice perception, whereas the impact on ORB is hypothesized to be fully mediated. The variable of informational injustice may play an important role in explaining contingent workersʼ reactions given that such dimension of injustice which is tacit and embedded in action can be a precursor of their future employment conditions. Valid and reliable self-report evaluation measures were administered to a sample of 135 contingent workers in three discount stores in South Korea. Discount store jobs present an exemplary case to study our research questions because they manage a variety of contingent employment forms and these workers are vulnerable to structural injustice such as unequal access to important information. The findings using structural equation modeling (SEM) show that contingent workersʼ job insecurity had a positive impact on their perception of informational injustice. This highlights that contingent workersʼ perceived job insecurity is primarily related to the issue of discrimination while permanents focus on psychological contract breach in the context of job insecurity. Unexpectedly, the negative impact of job insecurity on information sharing was fully mediated by informational injustice. It means that informational injustice perception was a more proximal variable than job insecurity in the prediction of information sharing behavior. If workers were supposed to be in permanent position, job insecurity would also have direct effect on information sharing. Furthermore, informational injustice partially mediated job insecurity-ORB relationship. It should be noted, however, that the direct path from job insecurity to ORB was in the opposite direction than the indirect effect through informational injustice perception (i.e. suppressor effects). The results of the current study have useful implications, i.e., managers must pay attention to contingent workersʼ perceptions of job insecurity and informational injustice as long as temporary work arrangements are a good means to increase flexibility and avoid cost.

이 논문은 직무 스트레스 요인(직무 불안정성, 문화 적응 스트레스, 심리적 계약)인 고용 불안정성, 문화적 적응 스트레스, 심리적 계약 간의 복잡한 관계와 외국 항공사에 고용된 한국 승무원의 정신 건강과 서비스 방해 행동에 미치는 결과적 영향을 밝히고자 한다. 현재 외국 항공사에서 근무하는 한국 승무원을 대상으로 설문 조사를 실시하여 이러한 구성 요소와 상호 의존성을 종합적으로 평가했다. 분석 결과, 직무 스트레스는 정신 건강에 깊고 해로운 영향을 미쳐 서비스 방해 행동을 촉진한다. 이러한 결과는 외국 항공사가 서비스 우수성을 향상하고 인력 안정성을 유지하는 필수 수단으로 고급 인적 자원 관리 전략을 우선시해야 할 절실한 필요성을 강조한다. 나아가 이 연구는 잠재적인 인력 잠재력을 최대한 발휘하고 활용하여 보다 회복력 있고 적응력 있는 서비스 환경을 조성하기 위해 인적 자원 정책에서 근본적인 조직 개혁이 시급히 필요하다는 것을 강조한다.

This study seeks to elucidate the complex relationships between job stress factors (Job Insecurity, Acculturation Stress, Psychological Contract) including employment insecurity, cultural adaptation stress, and psychological contract—and their consequential effects on mental health and service-disruptive behaviors among Korean flight attendants employed by foreign airlines. A survey was administered to Korean attendants currently working in foreign carriers to comprehensively assess these constructs and their interdependencies. The analysis reveals that job stress exerts a profound and deleterious impact on mental health, which subsequently precipitates service-disruptive behaviors. These findings highlight the critical need for foreign airlines to prioritize advanced human resource management strategies as an essential means of enhancing service excellence and sustaining workforce stability. Furthermore, this study underscores the pressing practical necessity for foundational organizational reform in human resource policies to fully unlock and harness latent workforce potential, thereby fostering a more resilient and adaptive service environment.