[논문]사회복지전담공무원의 조직공정성이 조직몰입에 미치는 영향: 조직지원인식의 매개효과

김종래; 함현진

doi:10.14400/jdc.2021.19.2.183

[국내논문] 사회복지전담공무원의 조직공정성이 조직몰입에 미치는 영향: 조직지원인식의 매개효과
The Effect of Organizational Fairness of Social Welfare Officials on Organizational Commitment: Mediating effect of organizational support recognition 원문보기

디지털융복합연구 = Journal of digital convergence, v.19 no.2, 2021년, pp.183 - 193

김종래 (대진대학교 행정정보학과) , 함현진 (대진대학교 미래평생학습부)

초록
AI-Helper

본 연구는 사회복지전담공무원을 대상으로 조직공정성이 조직몰입에 어떤 영향을 미치는지 검증하고자 하였으며, 조직지원인식은 어떤 매개효과를 가지는지 살펴보고자 하였다. 사회복지전담공무원은 업무 과중, 열악한 근무 환경 등이 문제가 되고 있어 조직에 보다 적응하고, 몰입할 수 있는 요인을 조직적인 측면에서 접근해 무엇인지 살펴보고자 하였다. 연구 대상과 방법으로는 경기북부지역의 P시와 U시의 사회복지직 공무원 172명을 대상으로 설문조사를 실시해, 중다회귀분석 방법을 활용하여 분석하였다. 연구 결과 사회복지전담공무원의 조직공정성은 조직몰입에 긍정적인 영향을 미치고 있었으며, 조직지원인식은 부분매개효과가 있는 것으로 나타났다. 이러한 연구 결과를 바탕으로 사회복지 전담공무원의 조직 적응과 몰입을 위한 행정적·정책적 시사점을 제시하였다.

Abstract ▼ AI-Helper

The purpose of this study was to verify how organizational fairness affects organizational commitment to social welfare officials, and to examine the mediating effect of organizational support. Social welfare officials have tried to find out what factors can be more adapted to the organization and immersed in the organizational aspect, as overwork and poor working conditions are becoming a problem. As the subject and method of the study, a questionnaire survey was conducted on 172 social welfare officials in P and U cities in northern Gyeonggi Province, and analyzed using multiple regression analysis. As a result of the study, organizational fairness of social welfare officials had a positive effect on organizational commitment, and organizational support had a partial mediating effect. Based on the results of this study, administrative and policy implications for the organizational adaptation and commitment of public officials in charge of social welfare were presented.

Keyword

표/그림 (11)

그림 Fig. 1. Research model
표 Table 1. Characteristics of sample (N=172)
표 Table 2. Reliability of variables (N=172)
표 Table 3. Differences of organizational justice(OJ), organizational supportOS) and organizational commitment(OC) according to general characteristics (N=172)
표 Table 4. Level of organizational justice(OJ), organizational support(OS) and organizational commitment(OC) (N=172)
표 Table 5. Coefficient of correlation between variables (N=172)
표 Table 6. Effect of organizational justice(OJ) and organizational support(OS) on organizational commitment(OC) (N=172)
표 Table 7. Effect of organizational justice on organizational commitment and the mediating effect of organizational support
그림 Fig. 2. Mediation model
표 Table 8. Result of Sobel test
표 Table 9. Hypothesis Test Results

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