국내 및 중국 기업에서의 Person-Organization Fit-태도 간 관계 비교 = A Comparative Study on the Relationship between Person-Organization Fit and Attitudes

국문 초록 (Abstract)

P-O Fit 관련 연구에서 P-O Fit는 개인과 조직사이의 가치의 일치성으로 정의되며 이는 태도에 정의 영향을 준다고 알려져 있다. 세계화된 환경 속에서 기업들은 상이한 문화를 보이는 국가에서 활동하고 있어 교차 문화적 관점에서 P-O Fit 관련 연구가 다루어져야 함에도 불구하고 관련 연구는 미미한 실정이다. 특히, Q-sort, univariate polynominal regression and response surface analysis와 같은 P-O Fit을 측정하기 위해 활용되어온 방법론들은 P-O Fit의 프러파일적 특성과 성과를 극대화하는 가치 Fit의 수준을 보여주지 못하는 문제들을 가지고 있다. 따라서 본 연구는 문화적 맥락을 고려할 때 P-O Fit과 태도 간 관계가 어떻게 나타나는지를 두 개의 연구 과제를 설정하여 탐색하였다. 또한 기존 관련연구의 방법론적 문제를 극복하기 위해 다변량 이차다항회귀모형을 적용한 다중 반응표면분석을 통해 태도를 극대화하는 개별 가치별 P-O Fit 수준을 제시하였다. 연구결과는 개인과 조직가치가 일치할 경우와 그렇지 않을 경우 모두에서 긍정적인 태도수준을 보이는 것으로 나타났고, 문화권에 따라 상이한 차이가 있음을 보여준다. 국내 기업 종업원의 경우는 주로 개인과 조직추구가치의 일치성이 높은 경우에 최고수준의 긍정적 태도를 보이는 것으로 나타났으나 중국기업 종업원들의 경우에는 개인가치가 강조되는 패턴에서 최고수준의 긍정적 태도를 보였다.

다국어 초록 (Multilingual Abstract)

Person-Organization Fit in the relevant literature is defined as the value congruence or compatibility between individuals and organizations. It has been used to predict attitude variables, Job satisfaction and affective organizational commitment. Firms facing uncertain environment are extending their business to diverse local sites. Therefore, the P-O Fit researchers are involved with national culture as an important factor. Nevertheless, little empirical research with respect to the P-O Fit dealt with the cross cultural issues. In particular, methods such as Q-sort, the polynominal regression and the response surface analysis to measure the extent to which individual and organizational values are matched have their limitations. That is, they did not mention the profile characteristics of the Fit and the Fit level of P-O value maximizing performance. Hence, this study explores the relationship between P-O Fit and attitudes in the cross cultural context with two research questions. Alternative methodological approaches, the multivariate polynominal regression and the multiple response surface analysis, are also discussed. Findings indicate that both, whether the profile is matched or not, influence positively to attitudes and the relationship between the value congruence and attitudes is moderated by cross cultural factors. The profile of P-O Fit with High congruence for employees in korean firms maximizes job satisfaction and affective organizational commitment, whereas employees in chinese firms in the profile that personal value is bigger than organizational one, show the highest scores of the attitudes.

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