조직방해인식이 조직구성원의 행태에 미치는 영향에 관한 연구 = A study on the effect of Perceived Organizational Obstruct on the Behavior of Organization Members : the Moderating Effects of Employee Envy

국문 초록 (Abstract)

본 연구의 목적은 직장인의 Perceived Organizational Obstruction과 Job Insecurity, EVLN간의 관계에서 Employee Envy가 미치는 영향에 대한 조절효과를 규명하는데 있다 이를 위해 이론적 고찰 및 선행연구를 바탕으로 가설을 설정하고 실증 분석을 실시하였다 본 연구의 실증분석을 위해 부산·경남에 거주하는 직장인 및 온라인 설문조사 사이트를 통해 350명을 대상으로 설문조사가 실시되었으며, Employee Envy는 Perceived Organizational Obstruction과 Job Insecurity간의 관계에서 조절효과를 살펴보았다. 연구의 결과를 요약하면 다음과 같다. 첫째, Perceived Organizational Obstruction과 Job Insecurity간의 관계를 살펴본 결과 Employee Envy는 유의한 정(+)의 영향력을 미치는 것으로 확인되었다. 둘째, Employee Envy의 Perceived Organizational Obstruction과 Exit간의 관계 살펴본 결과 Employee Envy은 b=2.669은 유의한 정(+)의 영향력을 미치는 것으로 확인되었다. 셋째, Employee Envy은 Perceived Organizational Obstruction과 Voice간의 관계를 살펴본 결과 Employee Envy은 유의한 정(+)의 영향력을 미치는 것으로 확인되었다. 넷째, Employee Envy는 Perceived Organizational Obstruction과 Loyalty간의 관계를 살펴본 결과 Employee Envy는 유의한 정(-)의 영향력을 미치는 것으로 확인되었다. 다섯째, Employee Envy는 Perceived Organizational Obstruction과 Neglect간의 관계를 살펴본 결과 Employee Envy은 유의한 정(+)의 영향력을 미치는 것으로 분석되었다. 마지막으로 본 연구 결과를 바탕으로 한 연구의 의의, 한계점 및 추후 연구에 대한 제언을 논의하였다.

다국어 초록 (Multilingual Abstract)

The objective of this research lies in defining regulation effect about influencing relationship Employee envy has in the relationship between Perceived organizational obstruction and job insecurity, EVLN of office worker. For analysis of actual proof of this research, 350 worker residing in Gyungnam-si-oriented question investigation was implemented and employee envy examined the regulation effect in the relationship between perceived organizational obstruction and job insecurity. Summary of the result of research is as follows. Fist, investigating the result of the relationship between perceived organizational obstruction and job insecurity, employee envy was confirmed to have attentive positive influence. Second, as a result of examination of the relationship of perceived organizational obstruction and job insecurity of employee envy, b=2.669 of employee envy was confirmed to have attentive positive influence. Third, as a result of examination of the relationship between perceived organizational obstruction and exit, employee envy was confirmed to have attentive positive influence. Fourthly, as a result of examination of relationship between perceived organizational obstruction and loyalty, employee envy was confirmed to have attentive negative influence. Fifthly, as a result of examination of relationship between perceived organizational obstruction and neglect, employee envy was analyzed to have attentive negative influence.

목차 (Table of Contents)

• 요약
• Ⅰ. 서론
• II. 선행연구
• III. 연구설계
• Ⅳ. 실증분석
• Ⅴ. 결론
• 참고문헌
• Abstract