이중몰입과 과업수행과의 관계에서 협력적 노사관계의 조절효과

Abstract

21세기는 국경이 없는 무한경쟁시대이다. 이러한 무한경쟁시대에 있어서 기업은 경쟁우위를 확보하여야만 영속기업으로서 존속할 수 있는 것이다. 따라서 기업이 경쟁우위를 확보하여 존속·발전하기 위해서는 무엇보다도 노사 간의 협력이 필요하다. 그러나 우리나라의 현실은 산업현장에서 연중행사처럼 발생하는 노동쟁의로 인해 기업은 엄청난 경제적 손실을 입고, 대외신인도는 떨어지고 있으며, 노사관계에 있어서 우리나라의 이미지는 더욱 악화되고 있다. 따라서 이러한 노동조합의 투쟁성, 즉 노동쟁의의 원인이 무엇인지를 알 수 있다면 대립적 노사관계를 극복하고, 협력적 노사관계로 나아갈 수 있는 단초가 될 수 있을 것이고, 이로 인해 국가의 이미지 제고는 물론 기업의 경쟁력 강화에도 도움이 된다(서재현, 2000). 따라서 이러한 문제의식 하에 본 연구에서는 조직에 대한 이중몰입의 선행요인과 조절요인에 대한 구조적 관계를 규명하고자 하였다. 실증분석 결과를 요약하면 다음과 같다. 첫째, 의 조직특성(직무특성, 조직공정성, 직무만족)이 조직몰입에 정(+)의 영향을 미치는지를 검증한 결과, 조직특성 중 조직공정성과 직무만족은 조직몰입에 정적인 영향을 미치고 있지만, 직무특성이 조직몰입에 미치는 영향은 유의적이지 않은 것으로 나타났다. 따라서 은 부분적으로 채택되었다. 이는 조직몰입의 결정에 있어서 주관적 직무특성과 조직특성이 다른 어떤 요인들보다 강하고 지배적인 영향력을 가지고 있는 것으로 볼 수 있다. 둘째, 의 조직특성(직무특성, 조직공정성, 직무만족)이 노조몰입에 정(+)의 영향을 미치는지를 검증한 결과, 조직특성은 노조몰입에 영향을 미치지 않은 것으로 나타났다. 셋째, 의 노조특성(노조참여, 노조공정성, 노조만족)이 조직몰입에 정(+)의 영향을 미치는지를 검증한 결과, 조직몰입에 영향을 미치지 않는 것으로 나타났다. 넷째, 의 노조특성(노조참여, 노조공정성, 노조만족)이 노조몰입에 정(+)의 영향을 미치는지를 검증한 결과, 노조참여와 노조만족은 노조몰입에 정적인 영향을 미치고 있으나, 노조공정성은 유의적인 영향을 미치지 않는 것으로 나타났다. 따라서 노조특성이 노조몰입에 영향을 미친다는 는 부분적으로 채택되었다. 다섯째, 의 조직특성(직무특성, 조직공정성, 직무만족)과 과업수행간의 영향관계가 조직몰입에 의해 영향을 받는지 검증한 결과, 조직특성이 과업수행에 미치는 영향관계에서 조직몰입과 노조몰입은 부분적 매개역할을 하고 있는 것으로 나타났다. 이에 따라 조직몰입에 따른 조직특성과 과업수행간의 영향관계가 다르게 나타남으로 조직몰입은 매개역할을 하고 있는 것으로 나타나 은 채택되었다. 또한, 의 조직특성(직무특성, 조직공정성, 직무만족)과 과업수행간의 영향관계가 노조몰입에 의해 영향을 받는지 검증한 결과, 노조몰입은 직무특성과 과업수행간의 관계에서 부분적 매개역할을 하고 있는 것으로 볼 수 있다. 이에 따라 노조몰입에 따른 조직특성과 과업수행간의 영향관계가 다르게 나타남으로 노조몰입은 매개역할을 하고 있는 것으로 나타나 는 채택되었다. 여섯째, 의 노조특성과 과업수행간의 영향관계에서 몰입도가 이들의 영향방향이나 영향강도를 변화시키는지를 검증한 결과, 노조특성이 과업수행에 미치는 영향관계에서 조직몰입과 노조몰입은 부분적 매개역할을 하고 있는 것으로 나타났다. 일곱째, 의 협력적 노사관계가 노조특성과 노조몰입간 관계에서 관계강도나 관계방향에 조절효과가 나타나는지를 검증한 결과, 부분적으로 조절효과가 나타나고 있다. 여덟째, 의 협력적 노사관계가 노조몰입과 과업수행 간 관계에서 관계강도나 관계방향에 조절효과가 나타나는지를 검증한 결과, 조절효과가 나타나고 있다.

Recently, many management scholars tend to put emphasis on the aspect of commitment including organizational commitment, defined as an individual's attachment to the organization and the job in terms of an employee's attitudes toward the organization. Since organizational commitment is considered to help expect perceived task performance(achievement)well, there have been growing demands to study further on organizational commitment. Furthermore, lots of scholars show their interests in the study on cooperative labor-management relations, but unlike actively conducted researches on the matter in the foreign countries, there have been only a few studies conducted by researchers in Korea, if any, in a limited range. Besides, it is true that not enough studies have been done which try to make efforts to improve employees' performance practically by identifying the relationship of dual commitment with organizational characteristics(job characteristics, organizational justice, and job satisfaction) and labor characteristics(union participation, union justice, and union satisfaction)in the public and private sectors, which leads to the satisfaction of internal customers. In addition, most studies on dual commitment have been related to the antecedents and consequences of dual commitment and the studies dealing with the mediating or moderating effects are quite insufficient at the present. In case that dual commitment may affect significantly a result variable, it is possible to consider dual commitment important as a mediating factor. However, the very question - Is dual commitment really considered important as a mediating factor - has not been properly identified so far. In this respect, this study was conducted with a randomly selected sample of 590 labor union members from the public and private sectors in the region of Jeju and the purpose of this study is to identify the structural relationship respectively among organizational characteristics, union characteristics, dual commitment(organizational commitment and union commitment), and task performance and to reveal the degree of impacts of cooperative labor-management relations in the structural relationships and the directions, and to disclose the structural relationship of antecedents and moderating factors of dual commitment to the organization. The results of positive analysis of this study are summarized as followings. Firstly, of organizational characteristics, organizational justice and job satisfaction have a positive effect on organizational commitment but the effects of job characteristics on organizational commitment are not insignificant, thereby, partially selected. It indicates that subjective job characteristics and organizational characteristics have more dominant and stronger impacts than any other factor in determining organizational commitment. Secondly, organizational characteristics have no effects on union commitment, so do union characteristics on organizational commitment. Thirdly, among union characteristics, union participation and satisfaction have positive effects on union commitment, but union justice are not significant, so the hypothesis that union characteristics affect union commitment is partially adopted. Fourthly, in the impacts of organizational and union characteristics on task performance, organizational commitment and union commitment play a role as a partial mediator. Fifthly, cooperative labor-management plays a role as a partially moderating variable influencing the relationship between union characteristics and union commitment, and has a fully moderating effect on the relationship between union commitment and task performance. Considering the results above, this study indicates several implications as followings. First of all, since organizational characteristics are shown to influence organizational commitment, the degree of organizational commitment is likely to be higher, as members in the organizations have more interests and pride and are more satisfied at their jobs. In the end, it is required to make strategies for improving job satisfaction, for which it is necessary to raise awareness about pay and additional welfare system and improve existing system. Secondly, the more dissatisfied employees are at their jobs, the more committed they are to the labor union. The factors which cause employees to complain about their jobs are wage level, relations with co-workers, and promotion system. Thirdly, as union participation and union satisfaction have an impact on union commitment, it is necessary for labor unions to provide union members with various promotional activities for better understandings and build up the systems which allow members to speak up their various opinions, leading to more active and arbitrary commitment of members to the unions. Fourthly, this study is to identify the relationships of influential power of commitment; organizational characteristics→organizational commitment→task performance, union characteristics→union commitment→task performance, which doesn't mean that characteristics of organization and union affect directly the task performance. It implies that raising the level of commitment, defined as an important strategic concept in management, allows organizations' members to perform their tasks effectively. Fifthly, the higher cooperative labor-management, a moderating variable, is, the bigger the effects of union justice on union commitment are. Thus, it is required to institutionalize the systems such as all sorts of pay, welfare, bonus, and promotion systems equally on the basis of input and output of workers, and members' opinions should be considered in determining personnel system, Sixthly, this study may contribute to the clarification of studies on dual commitment and is meaningful in that it divides the subjects of this study into governmental (public)institutions and private businesses in Jeju. Finally, as establishing cooperative labor-management relations has a great effect on task performance as a moderating effect, it is necessary to make every effort to establish cooperative labor-management relations such as creating cooperative atmosphere and partnerships between them. This study, however, reveals several limitations as followings. Firstly, sample selecting is confined to one specific area as the subjects of this study was selected from union members of the governmental institutions and private businesses in Jeju area. For the results of the study to be more persuasive, it should be extended to wider areas. Secondly, this study only employs job characteristics, organizational justice, and job satisfaction as organizational characteristics and union participation, union justice, and union satisfaction as union characteristics. In the future study, it is required to adopt far more variables for obtaining its objectivity. Thirdly, if dual commitment is possible, multi-commitment is also possible. Further studies should be done on multi-commitment. Next, as the circumstances are rapidly changing, the longitudinal study on this subject is needed to be done together. Finally, it is our future assignment to embody the new course of study proposed by this study through the positive research. Also, in the future study, it is necessary to expand the range of subjects and employ systematic and reliable methods and draw more generalized results which integrate all possible variables, as a result, helpful for task performance substantially.