[국내논문]민간경비원의 조직윤리, 직무만족 및 조직시민행동의 구조적 관계 The structural relationships between organizational ethical, job satisfaction and organizational citizenship behavior of private security guards원문보기
본 연구는 민간경비원의 조직윤리풍토, 직무만족, 조직시민행동의 구조적 관계를 규명하는데 그 목적이 있다. 이와 같은 목적을 달성하기 위하여 서울 경기 지역 소재 민간경비업체에 재직하고 있는 민간경비원을 대상으로 하였다. 수집된 자료는 STATA 13.0과 AMOS 17.0을 활용하여 연구의 목적에 따라 분석하였다. 본 연구에서 얻은 결론은 다음과 같다. 첫째, 조직윤리풍토는 직무만족에 정(+)적인 영향을 미치는 것으로 나타났다. 즉, 조직윤리풍토는 상급자, 직장동료, 급여, 현재직무 및 승진기회 등에 긍정적으로 작용한다고 해석할 수 있다. 둘째, 직무만족은 조직시민행동에 유의한 영향을 미치지 않는 것으로 나타났다. 셋째, 조직윤리풍토는 조직시민행동에 정(+)적인 영향을 미치는 것으로 나타났다. 넷째, 조직윤리풍토와 조직시민의 관계에서 직무만족의 간접효과를 규명하기 위하여 부트스트래핑(bootstrapping) 추정 결과 간접효과는 없는 것으로 나타났다.
본 연구는 민간경비원의 조직윤리풍토, 직무만족, 조직시민행동의 구조적 관계를 규명하는데 그 목적이 있다. 이와 같은 목적을 달성하기 위하여 서울 경기 지역 소재 민간경비업체에 재직하고 있는 민간경비원을 대상으로 하였다. 수집된 자료는 STATA 13.0과 AMOS 17.0을 활용하여 연구의 목적에 따라 분석하였다. 본 연구에서 얻은 결론은 다음과 같다. 첫째, 조직윤리풍토는 직무만족에 정(+)적인 영향을 미치는 것으로 나타났다. 즉, 조직윤리풍토는 상급자, 직장동료, 급여, 현재직무 및 승진기회 등에 긍정적으로 작용한다고 해석할 수 있다. 둘째, 직무만족은 조직시민행동에 유의한 영향을 미치지 않는 것으로 나타났다. 셋째, 조직윤리풍토는 조직시민행동에 정(+)적인 영향을 미치는 것으로 나타났다. 넷째, 조직윤리풍토와 조직시민의 관계에서 직무만족의 간접효과를 규명하기 위하여 부트스트래핑(bootstrapping) 추정 결과 간접효과는 없는 것으로 나타났다.
The purpose of this study is to establish the structural relationship among organizational ethical climate, job satisfaction, and organizational citizenship behavior. It was intended for the private security guards who work in the security companies in Seoul and Gyeonggi from Jan. 1st, 2014 to Apr. ...
The purpose of this study is to establish the structural relationship among organizational ethical climate, job satisfaction, and organizational citizenship behavior. It was intended for the private security guards who work in the security companies in Seoul and Gyeonggi from Jan. 1st, 2014 to Apr. 1st, 2014 to achieve the purpose like this. Purposive sampling was used as the sampling method according to this and sampling of 400 persons was done. However, the samples of 372 persons were finally used in the analysis through the process to check faithless answers, double answers, and abnormal data. The collected data was analyzed according to the purpose of the study by utilizing STATA 13.0 and AMOS 17.0. And for statistic techniques, frequency analysis, descriptive analysis, multivariate normality, confirmatory factor analysis(CFA), Pearson's correlation analysis, and structural equation model analysis were carried out. The conclusion gotten from this study through the data analyses according to the methods and procedure like this is as follow: First, organizational ethical climate has found to have the positive effect on job satisfaction(Non-standard $B=1.427^{***}$). That is, it can be interpreted that organizational ethical climate positively affects superiors, fellow employees, pay, current duties, and chances of promotion. Second, job satisfaction has found not to have the significant effect on organizational citizenship behavior. That is, it can be interpreted that job satisfaction does not affect altruism, conscience, and participation behavior. Third, organizational ethical climate has found to have the positive effect on organizational citizenship behavior (Non-standard $B=.361^{***}$). That is, it can be interpreted that organizational ethical climate positively affects altruism, conscience, and participation behavior. Fourth, the relationship between organizational ethical climate and organizational citizens has found that there is no any indirect effect in the bootstrapping estimation result to establish the indirect effect of job satisfaction. Fifth, the relationship between organizational ethical climate and job satisfaction has found that there are the moderating effects in the analytical result of the moderating effects of person-organization fit. That is, the effects of organizational ethical climate on job satisfaction have found that the groups with higher person-organization fit are more positive than those with lower person-organization fit. Sixth, the relationship between job satisfaction and organizational citizenship behavior has found that there are moderating effects in the analytical result of person-organization fit. That is, the effects of job satisfaction on organizational citizenship behavior have found that the groups with higher person-organization fit are more positive than those with lower person-organization fit.
The purpose of this study is to establish the structural relationship among organizational ethical climate, job satisfaction, and organizational citizenship behavior. It was intended for the private security guards who work in the security companies in Seoul and Gyeonggi from Jan. 1st, 2014 to Apr. 1st, 2014 to achieve the purpose like this. Purposive sampling was used as the sampling method according to this and sampling of 400 persons was done. However, the samples of 372 persons were finally used in the analysis through the process to check faithless answers, double answers, and abnormal data. The collected data was analyzed according to the purpose of the study by utilizing STATA 13.0 and AMOS 17.0. And for statistic techniques, frequency analysis, descriptive analysis, multivariate normality, confirmatory factor analysis(CFA), Pearson's correlation analysis, and structural equation model analysis were carried out. The conclusion gotten from this study through the data analyses according to the methods and procedure like this is as follow: First, organizational ethical climate has found to have the positive effect on job satisfaction(Non-standard $B=1.427^{***}$). That is, it can be interpreted that organizational ethical climate positively affects superiors, fellow employees, pay, current duties, and chances of promotion. Second, job satisfaction has found not to have the significant effect on organizational citizenship behavior. That is, it can be interpreted that job satisfaction does not affect altruism, conscience, and participation behavior. Third, organizational ethical climate has found to have the positive effect on organizational citizenship behavior (Non-standard $B=.361^{***}$). That is, it can be interpreted that organizational ethical climate positively affects altruism, conscience, and participation behavior. Fourth, the relationship between organizational ethical climate and organizational citizens has found that there is no any indirect effect in the bootstrapping estimation result to establish the indirect effect of job satisfaction. Fifth, the relationship between organizational ethical climate and job satisfaction has found that there are the moderating effects in the analytical result of the moderating effects of person-organization fit. That is, the effects of organizational ethical climate on job satisfaction have found that the groups with higher person-organization fit are more positive than those with lower person-organization fit. Sixth, the relationship between job satisfaction and organizational citizenship behavior has found that there are moderating effects in the analytical result of person-organization fit. That is, the effects of job satisfaction on organizational citizenship behavior have found that the groups with higher person-organization fit are more positive than those with lower person-organization fit.
첫째, 조직윤리풍토는 직무만족에 정(+)적인 영향을 미치는 것으로 나타났다. 즉, 조직윤리풍토는 상급자, 직장동료, 급여, 현재직무 및 승진기회 등에 긍정적으로 작용한다고 해석할 수 있다. 둘째, 직무만족은 조직시민행동에 유의한 영향을 미치지 않는 것으로 나타났다.
민간경비업의 질적인 성장이 요청되고 있는 원인은 무엇인가?
그러나 이러한 민간경비업의 외향적 성장에도 불구하고 내적으로는 영세업체의 증가, 저가 입찰에 따른 저소득, 저임금, 부족한 교육훈련, 비효율적인 업무집행과 높은 이직율, 종사자의 사기저하 및 윤리의식저하 등으로 인하여 질적인 성장이 요청되고 있는 실정이다(정훈, 강진형, 2013; 김학범, 2012).
조직 윤리풍토의 기능은 무엇인가?
조직문화의 일부인 윤리풍토는 구성원들이 윤리적 딜레마에 빠졌을 때 답안을 제공하고 구성원들이 조직 내의 윤리적 이슈를 확인하는 것을 돕는다(Homans, 1999).즉, 윤리풍토는 구성원들이 상황을 진단하고 평가하는 지각렌즈(perceptual lens)로서의 기능을 한다.
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