ISSN : 1229-0696
조직 동일시는 조직과의 일체감 또는 조직에의 소속감에 대한 인식으로 개인이 자신이 속해 있는 조직에 의해 자신을 정의하는 것을 의미한다. 개인과 조직 간 심리적 관계에 있어 조직 동일시가 개인 만족과 조직 효과성에 영향을 미치는 중요한 개념으로 인정되어 온 반면, 그동안 조직 동일시에 대한 연구가 거의 이루어지지 않았으며 정서, 태도, 행동과 혼동하여 사용되어 왔다. 따라서 본 연구의 목적은 사회 정체성 이론을 토대로 조직 동일시에 대한 개념을 고찰하고 조직 동일시의 선행 변인으로 상사-비서 교환관계(leader-member exchange)를, 결과 변인으로 조직 기반 자기 존중감(organization-based self-esteem)을 고려하여 첫째, LMX가 비서의 OBSE와의 직접적 관계 뿐만 아니라 조직 동일시를 통해 결과적으로 비서의 OBSE에 영향을 주는지를 살펴보고 둘째, 비서의 조직 동일시와 OBSE 간 관계에 있어 고용 형태가 조절 효과를 갖는지를 검증하는데 있다. 이러한 가정을 검증하기 위해서 국내 기업과 외국계 기업 51개 곳에 근무하는 비서직 종사자 179명을 대상으로 수집한 응답을 분석한 결과 첫째, 비서의 조직 동일시와 OBSE 간에는 정적인 관계가 나타났다. 둘째, LMX는 비서의 조직 동일시와 OBSE에 모두 정적인 영향을 미치는 것으로 나타났다. 셋째, 조직 동일시가 LMX와 OBSE 간 관계를 부분 매개하는 것으로 나타났다. 넷째, 고용 형태에 따라 조직 동일시가 OBSE에 미치는 효과가 달라지는 것으로 밝혀졌는데, 비정규직 비서가 정규직 비서보다 조직 동일시 수준에 의해 OBSE가 더 영향을 많이 받는 것으로 나타났다. 마지막으로 이러한 연구 결과를 바탕으로 본 연구의 시사점과 제한점 및 향후 연구 과제에 대해 논의하였다.
Organizational identification is the perception of oneness with or belongingness to a organization and is referred as defining himself or herself by their organization. Organizational identification has long been recognized as a critical construct affecting both the satisfaction of the individuals and the effectiveness of the organizations in psychological relationship between individuals and organizations. However, despite the importance of organizational identification in organizational contexts there are little research on the organizational identification and many works have often confused organizational identification with affect, attitudes, and behaviors. The purpose of this study was to examine the construct of organizational identification and consider LMX(leader-member exchange) and members' OBSE(organization-based self- esteem) as a antecedent and consequence of organizational identification. Specifically, at first, it was tested whether LMX was related to OBSE through organizational identification well as the direct relationship of between LMX and OBSE. Second, the moderating effect of employment status in relationship between organizational identification and OBSE was tested. This study tested research model using data collected from 179 employees who was in charge of secretarial works of domestic companies and foreign companies. At first, organizational identification was positively related to OBSE. Second, LMX had a positive effect on both organizational identification and OBSE. Third, the relationship of between LMX and OBSE was mediated by organizational identification. At last, employment status moderated relationship between organizational identification and OBSE. Temporary employees were more affected by the level of organizational identification than permanent employees. Finally, based on these results, the implication and limitation of this study and the direction for future study were discussed.
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