본 연구에서는 조직몰입 3요소 모형(Allen & Meyer, 1990)의 심리측정 및 개념화와 관련한 주요 문제들을 검토하고, 한국 직장인들의 조직몰입 개념을 확립하기 위해, 국내 은행재직자들을 대상으로 조직몰입 구성개념의 내적 구조를 파악하고 타당화하였다. 이를 위해 이론 및 선행연구 결과들에 기초하여 조직몰입 개념화의 방향과 연구 가설을 수립하고, 측정도구를 구성하였다(정서적 및 지속적 몰입: 3요소 모형의 문항을 일부 수정하여 사용, 규범적 몰입: Jaros, 2007의 6문항 사용). 분석을 위해 총 519명의 응답 자료에 대하여 은행 구성원들의 조직문화 인식을 검토한 후, 무선 할당을 통해 각각 290명과 229명의 독립된 2개의 자료 집단을 구성하였다. 290명의 응답 자료에 대해 탐색적 구조방정식 모형(ESEM)을 사용하여 조직몰입 구성개념의 내적 구조를 검토하였고(연구1), 229명의 응답 자료에 대해 확인적 요인분석을 통한 교차타당화를 실시하였다(연구2). 분석 결과, 은행재직자들이 생각하는 조직몰입은 정서적 몰입의 단일 개념으로 정의하는 것이 경험적으로 타당함이 입증되었고 측정을 위한 10개 문항이 추출되었다. 그동안 한국 직장인을 표본으로 3요소 모형의 일반화가능성을 검토하고 구성개념 타당도 문제를 제기한 연구들은 있었지만 관련된 후속 연구는 전무하였다. 이러한 상황에서 서구와 다른 국내의 조직문화 특성을 반영한 조직몰입의 개념화 및 타당화의 필요성을 인식하고, 그 노력의 일환으로 국내의 은행 조직을 대상으로 시도된 본 연구는 그 자체로서 의미를 가지기에 충분하다. 나아가 본 연구의 결과는 몰입 차원의 경험적인 타당화, 조직몰입 개념으로서 정서적 차원의 의미 확장, 조직문화적 측면에서 몰입 개념을 고찰하였다는 점에서 의의가 있으며, 내적 구조의 개방적 분석(ESEM 사용)을 통한 방법론적 강점을 지닌다.
We reviewed the key measurement and conceptualization problems of the Allen and Meyer's (1990) three-component model (TCM) of organizational commitment (OC), and established an unequivocal grounding of the OC concept which Korean workers perceive. To that end, we examined internal structures of OC construct and validated it in the context of workers in Korean domestic banks. Overall two studies were conducted with data collected from a sample of 519 full time workers of seven domestic banks in Korea. While affective (AC) and continuance commitment (CC) were measured using scales of the TCM as customized, normative commitment (NC) was measured using the six-item scale (Jaros, 2007) according to the researcher's hypotheses on conceptualization of OC. In study 1, measures of the 290 respondents were analyzed using exploratory structural equation modeling (ESEM). There were two phases scrutinizing factor structures of the OC scales. First, ESEM was conducted on the items of OC scale, and on the items measuring other constructs (assumed to be similar to OC or antecedents of OC). The result revealed that, contrary to our expectation, a unidimensional model of AC consisting of 10 items as indicators including six items of the AC construct and four items of the NC construct, fit the data best. In study 2, measures of the rest 229 respondents were analyzed using confirmatory factor analysis (CFA) to confirm the model developed in study1. The result revealed that the unidimensional model of AC fit the data better than the other two-factor (AC, NC) and three-factor(AC, NC, CC) models. We concluded that the construct of OC for Korean bank workers, especially domestic bank officers can best be understood as a singular construct of affective dimension which is newly conceptualized and validated through the current study. Such a result was interpreted in light of the organizational cultural value orientations in Korean domestic banks. Implications for OC theory and its application were discussed concerning the present results.
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