사회적기업에서 조직동일시의 선행요인과 조직유효성 간 관계 연구 : 조직기반 자긍심의 매개효과를 중심으로
The antecedents of organizational identification and its effects on organizational performance in social enterprises : Focusing on the mediating role of organization based self-esteem
본 연구는 자본주의 경제시스템의 진화단계에서 제도적인 한계를 극복하고 따뜻한 자본주의의 사회적 가치를 실현하기 위하여 대안경제로써 초기단계에 있는 사회적기업의 중요성을 인식하고 발전방향을 모색하고자 하였다. 또한 사회적기업을 대상으로 한 조직동일시 연구가 전무하다는 점에서 본 연구를 통하여 사회적기업 연구에 대한 관심과 영역을 확대하고자 하였다. 현재 대부분의 사회적기업들은 Quinn & Cameron(1983)의 조직수명주기이론에서 집단공동체 단계로 조직구성원들이 개인의 개인과 조직의 목표를 동일시하여 조직성공에 매진하는 시기이므로 사회정체성 이론에 기반하여 조직동일시에 대한 연구를 진행하였다. 이에 사회적기업에 종사하는 종업원들을 대상으로 조직동일시에 개인적 요인, 조직특성 및 외부평가에 대한 주관적인 인식 선행요인을 살펴보고, 조직동일시와 ...
본 연구는 자본주의 경제시스템의 진화단계에서 제도적인 한계를 극복하고 따뜻한 자본주의의 사회적 가치를 실현하기 위하여 대안경제로써 초기단계에 있는 사회적기업의 중요성을 인식하고 발전방향을 모색하고자 하였다. 또한 사회적기업을 대상으로 한 조직동일시 연구가 전무하다는 점에서 본 연구를 통하여 사회적기업 연구에 대한 관심과 영역을 확대하고자 하였다. 현재 대부분의 사회적기업들은 Quinn & Cameron(1983)의 조직수명주기이론에서 집단공동체 단계로 조직구성원들이 개인의 개인과 조직의 목표를 동일시하여 조직성공에 매진하는 시기이므로 사회정체성 이론에 기반하여 조직동일시에 대한 연구를 진행하였다. 이에 사회적기업에 종사하는 종업원들을 대상으로 조직동일시에 개인적 요인, 조직특성 및 외부평가에 대한 주관적인 인식 선행요인을 살펴보고, 조직동일시와 조직유효성 간의 관계 및 조직기반 자긍심의 매개역할을 실증분석 하였다. 먼저 조직동일시의 선행요인들 가운데 종업원의 심리적 태도인 소명의식, 조직운영 방식인 커뮤니케이션 풍토(개방성), 그리고 조직 외적요소에 기인한 지각된 외부평판을 중심으로 조직동일시에 미치는 영향을 분석하였다. 다음으로는 조직동일시가 조직유효성인 조직몰입과 조직시민행동에 미치는 영향을 살펴보고 조직기반 자긍심의 매개효과를 분석하였다. 이를 위해, 대구지역 사회적기업 종업원을 대상으로 설문조사를 실시하여 최종적으로 333명의 응답을 선정해서 위계적 회귀분석을 실시하였다. 본 연구의 실증분석에 대한 연구결과는 다음과 같이 요약될 수 있다. 첫째, 사회적기업에 종사하는 종업원들의 조직동일시에 대한 선행변수로 소명의식(β=.407, p <.001), 커뮤니케이션 풍토(개방성)(β=.115, p <.05), 지각된 외부평판(β=.252, p <.001)은 유의한 정(+)의 영향을 미치는 것으로 나타났다(가설 1, 2, 3). 둘째, 사회적기업 종업원들의 조직에 대한 동일시가 조직유효성에 미치는 영향에 대한 분석에서 조직유효성 변수인 조직몰입(β=.529, p <.001)과 조직시민행동(β=.274, p <.001)에 유의한 정(+)의 영향을 미치는 것으로 나타났다(가설 4, 5). 셋째, 조직기반 자긍심이 조직동일시와 조직몰입 및 조직시민행동 간 관계에서의 매개역할과 관련된 분석에서, 조직동일시와 조직몰입과 조직시민행동 간 관계에서 조직기반 자긍심을 통하여 조직몰입(β=.210, p <.001)과 조직시민행동(β=.227, p <.001)에 부분매개 역할을 하고 있음을 확인하였다(가설 6, 7). 결론부에서는 연구의 결과를 요약하고 연구의 기여와 시사점, 한계점과 향후 연구의 방향을 제시하였다.
본 연구는 자본주의 경제시스템의 진화단계에서 제도적인 한계를 극복하고 따뜻한 자본주의의 사회적 가치를 실현하기 위하여 대안경제로써 초기단계에 있는 사회적기업의 중요성을 인식하고 발전방향을 모색하고자 하였다. 또한 사회적기업을 대상으로 한 조직동일시 연구가 전무하다는 점에서 본 연구를 통하여 사회적기업 연구에 대한 관심과 영역을 확대하고자 하였다. 현재 대부분의 사회적기업들은 Quinn & Cameron(1983)의 조직수명주기이론에서 집단공동체 단계로 조직구성원들이 개인의 개인과 조직의 목표를 동일시하여 조직성공에 매진하는 시기이므로 사회정체성 이론에 기반하여 조직동일시에 대한 연구를 진행하였다. 이에 사회적기업에 종사하는 종업원들을 대상으로 조직동일시에 개인적 요인, 조직특성 및 외부평가에 대한 주관적인 인식 선행요인을 살펴보고, 조직동일시와 조직유효성 간의 관계 및 조직기반 자긍심의 매개역할을 실증분석 하였다. 먼저 조직동일시의 선행요인들 가운데 종업원의 심리적 태도인 소명의식, 조직운영 방식인 커뮤니케이션 풍토(개방성), 그리고 조직 외적요소에 기인한 지각된 외부평판을 중심으로 조직동일시에 미치는 영향을 분석하였다. 다음으로는 조직동일시가 조직유효성인 조직몰입과 조직시민행동에 미치는 영향을 살펴보고 조직기반 자긍심의 매개효과를 분석하였다. 이를 위해, 대구지역 사회적기업 종업원을 대상으로 설문조사를 실시하여 최종적으로 333명의 응답을 선정해서 위계적 회귀분석을 실시하였다. 본 연구의 실증분석에 대한 연구결과는 다음과 같이 요약될 수 있다. 첫째, 사회적기업에 종사하는 종업원들의 조직동일시에 대한 선행변수로 소명의식(β=.407, p <.001), 커뮤니케이션 풍토(개방성)(β=.115, p <.05), 지각된 외부평판(β=.252, p <.001)은 유의한 정(+)의 영향을 미치는 것으로 나타났다(가설 1, 2, 3). 둘째, 사회적기업 종업원들의 조직에 대한 동일시가 조직유효성에 미치는 영향에 대한 분석에서 조직유효성 변수인 조직몰입(β=.529, p <.001)과 조직시민행동(β=.274, p <.001)에 유의한 정(+)의 영향을 미치는 것으로 나타났다(가설 4, 5). 셋째, 조직기반 자긍심이 조직동일시와 조직몰입 및 조직시민행동 간 관계에서의 매개역할과 관련된 분석에서, 조직동일시와 조직몰입과 조직시민행동 간 관계에서 조직기반 자긍심을 통하여 조직몰입(β=.210, p <.001)과 조직시민행동(β=.227, p <.001)에 부분매개 역할을 하고 있음을 확인하였다(가설 6, 7). 결론부에서는 연구의 결과를 요약하고 연구의 기여와 시사점, 한계점과 향후 연구의 방향을 제시하였다.
The market fundamentalism has been dominant since the 1980s, whose ideological basis is neo-liberalism. It has stressed free market economy, deregulation and globalization. This economy system has maximized productivity in short-term and focused on quantitative growth. However, it has also given ris...
The market fundamentalism has been dominant since the 1980s, whose ideological basis is neo-liberalism. It has stressed free market economy, deregulation and globalization. This economy system has maximized productivity in short-term and focused on quantitative growth. However, it has also given rise to inequality and polarization of wealth and poverty. Since the 2000s, capitalism has been likely to transform into new paradigm which is different from deregulated market fundamentalism. This new paradigm is called as Symbiotic capitalism, community capitalism or capitalism 4.0. This new paradigm believes that economic development based on market economy can be sustainable only when it creates social value and promotes social contribution. In this context, there has been growing social, practical and academic concerns in social enterprise that apply commercial strategies to achieve social missions, values, and goals for solving specific social problem. Given limited financial rewards and incentives, it is essential for social enterprises to increase the level of commitment of their employees and their work efforts by strengthening employees’ organizational identification. The purposes of this thesis are three-fold: (1) to investigate the influence of the antecedents of organizational identification in social enterprises - the sense of calling, openness in communication climate and perceived external prestige - on organizational identification, based on the social identity theory, (2) to verify the influence of employees’ organizational identification in social enterprise on organizational commitment and organizational citizenship behavior, and (3) to examine the mediation effect of organization-based self-esteem between organizational identification and organizational effectiveness. Organizational effectiveness is measured in terms of organizational commitment and organizational behaviors. Regarding research instruments used in this study, the author used a modified six-item Likert-type scale developed by Mael and Ashforth (1992) to measure organizational identification. For the antecedents of organizational identification in social enterprises, this study used the MCM-K scale (Ha, 2012) to measure sense of calling. In addition, Smidts et al. (2001)’s instrument and Riordan et al. (1997)’s scale were used to measure communication climate (openness) (3 items) and perceived external prestige (6 items) respectively. The instruments measuring organizational effectiveness included the five-items organizational commitment scale developed by Allen & Meyer (1990) and the six-items organizational citizenship behaviour scale by Organ (1988). Furthermore, this study adopted the organization-based self-esteem instrument developed by Pierce et al.(1989). Control variables included gender, age, scholarly attainments, the number of years worked, vulnerable social group, employment type, and person-job fit. Data were collected from 333 employees working in (pre) certified social enterprises in Daegu, South Korea. Survey was conducted from December 2016 to January 2017 (a 2 month period) through questionnaires. Initially, a total of 400 questionnaires were distributed, and 348 were returned. However, 15 questionnaires among the 348 responses were excluded because they were not properly answered or were incomplete. Thus, 333 questionnaires were used for the final data analysis. The data were analyzed using IBM SPSS Windows version 23. The statistical techniques used in this study included correlation analysis, frequency analysis, and hierarchical multiple regression (the Baron & Kenny(1986)’s mediation analysis). With respect to the procedures for analyzing the data, internal consistency estimates for each scale (or variable) were first computed to confirm the reliability of the scales used in this study. The Cronbach's alpha coefficient for all factors were greater than .70 indicating that the reliabilities of all the measures were satisfactory. Second, the author used exploratory factor analysis to confirm discriminant validity. Finally, the author tested hypotheses with regression analyses. The main empirical findings were as followed: First, as the antecedents of organizational identification in social enterprises: the sense of calling (ß=.407, p<.001), openness in communication climate (ß=.115, p<.05), and perceived external prestige (ß=.252, p<.001) had statistically significantly positive impacts on organizational identification. In particular, the sense of calling had the strongest positive relationship with organizational identification (hypothesis 1, 2, 3). Second, organizational identification of employees working in social enterprises had a positive impact on organizational effectiveness [organizational commitment (ß=.529, p<.001) and organizational behaviors (ß=.274, p<.001)] (hypothesis 4, 5). Third, organizational-based self-esteem partially mediated the relationships between organizational identification and organizational effectiveness [organizational commitment (ß=.210, p<.001) and organizational behaviors (ß=.227, p<.001)] (hypothesis 6,7). This study contributes to the growing body of research on social enterprises by presenting and testing a theoretical framework that explains the antecedents and consequences of organizational identification. Importantly, the sense of calling is found to be the strongest predictor of organizational identification among employees working in the social enterprise sector (e.g., Cardador et al., 2011; Yoon, 2013; Ha, 2012). In addition, the results showing the positive effect of organizational identification on organizational commitment and organizational behaviors provide deep insights into how managers working for social enterprises hire and retain motivated employees, that is, appropriate human resource management (HRM) practices related to the management of social enterprises. In conclusive part, we discuss theoretical contributions and managerial implications in greater detail. Limitations of this study and suggestions for the future research are also presented.
The market fundamentalism has been dominant since the 1980s, whose ideological basis is neo-liberalism. It has stressed free market economy, deregulation and globalization. This economy system has maximized productivity in short-term and focused on quantitative growth. However, it has also given rise to inequality and polarization of wealth and poverty. Since the 2000s, capitalism has been likely to transform into new paradigm which is different from deregulated market fundamentalism. This new paradigm is called as Symbiotic capitalism, community capitalism or capitalism 4.0. This new paradigm believes that economic development based on market economy can be sustainable only when it creates social value and promotes social contribution. In this context, there has been growing social, practical and academic concerns in social enterprise that apply commercial strategies to achieve social missions, values, and goals for solving specific social problem. Given limited financial rewards and incentives, it is essential for social enterprises to increase the level of commitment of their employees and their work efforts by strengthening employees’ organizational identification. The purposes of this thesis are three-fold: (1) to investigate the influence of the antecedents of organizational identification in social enterprises - the sense of calling, openness in communication climate and perceived external prestige - on organizational identification, based on the social identity theory, (2) to verify the influence of employees’ organizational identification in social enterprise on organizational commitment and organizational citizenship behavior, and (3) to examine the mediation effect of organization-based self-esteem between organizational identification and organizational effectiveness. Organizational effectiveness is measured in terms of organizational commitment and organizational behaviors. Regarding research instruments used in this study, the author used a modified six-item Likert-type scale developed by Mael and Ashforth (1992) to measure organizational identification. For the antecedents of organizational identification in social enterprises, this study used the MCM-K scale (Ha, 2012) to measure sense of calling. In addition, Smidts et al. (2001)’s instrument and Riordan et al. (1997)’s scale were used to measure communication climate (openness) (3 items) and perceived external prestige (6 items) respectively. The instruments measuring organizational effectiveness included the five-items organizational commitment scale developed by Allen & Meyer (1990) and the six-items organizational citizenship behaviour scale by Organ (1988). Furthermore, this study adopted the organization-based self-esteem instrument developed by Pierce et al.(1989). Control variables included gender, age, scholarly attainments, the number of years worked, vulnerable social group, employment type, and person-job fit. Data were collected from 333 employees working in (pre) certified social enterprises in Daegu, South Korea. Survey was conducted from December 2016 to January 2017 (a 2 month period) through questionnaires. Initially, a total of 400 questionnaires were distributed, and 348 were returned. However, 15 questionnaires among the 348 responses were excluded because they were not properly answered or were incomplete. Thus, 333 questionnaires were used for the final data analysis. The data were analyzed using IBM SPSS Windows version 23. The statistical techniques used in this study included correlation analysis, frequency analysis, and hierarchical multiple regression (the Baron & Kenny(1986)’s mediation analysis). With respect to the procedures for analyzing the data, internal consistency estimates for each scale (or variable) were first computed to confirm the reliability of the scales used in this study. The Cronbach's alpha coefficient for all factors were greater than .70 indicating that the reliabilities of all the measures were satisfactory. Second, the author used exploratory factor analysis to confirm discriminant validity. Finally, the author tested hypotheses with regression analyses. The main empirical findings were as followed: First, as the antecedents of organizational identification in social enterprises: the sense of calling (ß=.407, p<.001), openness in communication climate (ß=.115, p<.05), and perceived external prestige (ß=.252, p<.001) had statistically significantly positive impacts on organizational identification. In particular, the sense of calling had the strongest positive relationship with organizational identification (hypothesis 1, 2, 3). Second, organizational identification of employees working in social enterprises had a positive impact on organizational effectiveness [organizational commitment (ß=.529, p<.001) and organizational behaviors (ß=.274, p<.001)] (hypothesis 4, 5). Third, organizational-based self-esteem partially mediated the relationships between organizational identification and organizational effectiveness [organizational commitment (ß=.210, p<.001) and organizational behaviors (ß=.227, p<.001)] (hypothesis 6,7). This study contributes to the growing body of research on social enterprises by presenting and testing a theoretical framework that explains the antecedents and consequences of organizational identification. Importantly, the sense of calling is found to be the strongest predictor of organizational identification among employees working in the social enterprise sector (e.g., Cardador et al., 2011; Yoon, 2013; Ha, 2012). In addition, the results showing the positive effect of organizational identification on organizational commitment and organizational behaviors provide deep insights into how managers working for social enterprises hire and retain motivated employees, that is, appropriate human resource management (HRM) practices related to the management of social enterprises. In conclusive part, we discuss theoretical contributions and managerial implications in greater detail. Limitations of this study and suggestions for the future research are also presented.
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