공조직과 사조직 구성원의 조직몰입 비교연구 = An Empirical Comparative Study about Organizational Commitment between Public and Private Organization

다국어 초록 (Multilingual Abstract)

1. Introduction and Theoretical Background
Various studies have been done on the organizational commitment for increasing organizational effectiveness & competitiveness since Becker(1960).
In Korea, the organizational commitment of public organizational commitment will be lower than private one. The reasons are comparative low compensation, concentration, inadequat conflict system, personnel rigitidy. And there are many antecedent and outcome variables of organizational commitment, for example, demographic characteristics, job characteristics, organizational characteristics and personnal characteristics.

2. Results
The main findings acquired through this study may be summarized as follows:
1) There is not the difference of organizational commitment between public and private organization, but there is the difference of continuance commitment.
2) In the result of T-Test, public organization is role overload, job security higher than private organization and is lower in role conflict, role autonomy, compensation, grevience procedure, flexibility(compensation, punishment, promotion).
3) Based on previous theoretical reason, this study hypothesized that organizational commitment of public organization is lower than that of private organization. In the result of the multiple regerssion, there is not organizational commitment difference between public organizational commitment and private organizational commitment(Beta:0.012, T:0.255, p:0.799, by using P8 variable). Therefore organizational commitment of public organization is same that of private organization. But there are several different factors of organizational commitment in those organizations.
Y=a+b3N3+b4N4+b5N5+b6N6+b7N7+b8N8+b9N9+b10N10+b11N11+b12N12+b13N13+b14N14+b15N15+b16N16+b17P1+b18P2+b19P3+b20P4+b21P5+b22P6+b23P7+b24P8
3. Discussion and Conclusion
This research provides a test of a correlational model of the antecedents which was established by prior theoretical and empirical studies in public & private organization. I conclude that to increase organizational commitment of public organization there must be the decreasing role overload & the increasing in role autonomy, compensation, grievance procedure, job security, personnel flexibility(compensation and promotion), especially people must encourage public officials. This study will contribute to improve theory and model of organizational commitment in public & private organization, but has also several limitations, for example, using the convenience sampling method, a limitation of operationalization of organizational commitment's variables, problem of sample representativeness. I think that a longitudinal study is necessary to find how the orgizational commitment will be varied by passing time. I hope that the model and findings presented here will contribute to a more comprehensive empirical analysis of the organizational commitment phenomenon as well as a more efficient theory of the organizational commitment.

목차 (Table of Contents)

• 1. 서론
• 1) 연구의 목적
• 2) 연구의 범위
• 3) 연구의 방법
• 2. 조직몰입의 원인변수와 선행연구
• 1) 조직몰입의 원인변수 탐색
• 2) 공사조직의 특성비교
• 3. 조사대상의 성격
• 4. 조직몰입의 공사조직간 차이
• 1) 조직몰입과 관련변수의 차이
• 5. 회귀분석 모형 및 다중공선성 진단
• 1) 회귀모형식
• 2) 다중공선성의 진단
• 6. 조직몰입 비교분석
• 1) 공사조직간 조직몰입의 차이
• 2) 공사조직간 근속몰입의 차이
• 3) 공사조직간 정의적 몰입의 차이
• 7. 연구의 기여와 한계
• 1) 연구의 기여점