본 연구는 국내에서 보고된 개인-환경 적합성(개인-조직 적합성, 개인-직무 적합성)과 직무 관련 변수들(조직몰입, 직무만족, 이직의도)과의 관계에 대한 선행연구들을 메타분석 방법을 통해 체계적으로 분석하였고, 그 관계가 조직유형(공조직, 사조직)에 따라 다르게 나타나는지 살펴보았다. 2018년까지 국내 학술지 및 박사학위 논문을 포함하여 총 51개의 연구, 15,589명의 표본이 분석에 포함되었다. Hunter와 Schmidt(2004)가 제안한 메타분석 절차에 따라 개별 연구들에서 표집오차(sampling error)와 측정오차(measurement error)를 교정하여 개인-환경 적합성과 직무관련 변수들 간 관계의 진점수 상관 평균을 추정하였으며, 조직유형을 공조직과 사조직으로 나누어 조직유형에 따라 조절효과가 나타나는지 하위집단 분석을 실시하였다. 연구 결과, 개인-환경 적합성과 조직몰입, 직무만족은 일반화 가능한 정적인 상관을 보였으며, 이직의도와는 부적인 상관을 보였다. 추가적으로, 조절효과에 대한 분석을 실시한 결과, 사조직이 공조직보다 개인-환경 적합성과 직무관련 변수들 간 관계의 크기가 대부분 높게 나타났다. 논의에서는 국내의 연구 결과와 국외에서 수행된 메타분석 연구 결과를 비교하여 제시하였으며, 본 연구 결과의 시사점과 후속연구 제언, 한계점에 대해 서술하였다.
The purpose of this study is to meta-analyze the relationship between person-environment fit(person- organization fit and person-job fit) and job-related variables(organizational commitment, job satisfaction and turnover intention), and to investigate whether the relationship is moderated by organizational typology(public organization and private organization). A total of 15,589 employees from 51 samples were included and meta-analyzed using Hunter and Schmidt(2004)’s procedure. Based on Hunter and Schmidt(2004)’s procedure, we corrected sampling errors as well as measurement errors of individual studies to estimate true mean correlations between person-environment fit and job-related variables. The results suggest that there are positive correlations between person-environment fit and organizational commitment, job satisfaction, but negative correlations between person-environment fit and turnover intention. In addition, the subgroups analysis results indicate that the correlations between person-environment fit and job-related variables tend to be stronger for private organization. We discussed this results as compared to existing research studies using foreign samples and suggested implications, direction for future research and limitations.
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