조직정체성, 조직동일시, 조직구성원 행동과의 관계에 관한 교차수준분석 연구

Abstract

Organizational identification is an important concept that plays a vital role in promoting organization members' sense of belonging to their organization, their job satisfaction, and the organizational effectiveness. Although organizational identification is a variable that can be measured for individuals, antecedent variables affecting it can be measured based on two sub-dimensions, namely, 1) organizational dimension (relationships between antecedent variables and organizational identification measured at the organizational level) and 2) individual dimension (influences of variables measured at the individual level on organizational identification). In light of the fact that there are scarce studies on the effects of antecedent variables at the organizational level on organizational identification in the current literature, the present study focused on the following selected critical areas, utilizing empirical analysis. First, antecedent variables at the organizational level affecting organizational identification were identified based on empirical analysis of some Korean firms. Second, possible influences of person–organization value fit on organizational identification were explored in order to properly understand the nature of value fit between individuals and the organization. Third, whether there are moderating effects of organizational socialization at the organizational level between organizational identity and organizational identification and whether there are moderating effects of organization-based self-esteem at the individual level between person–organization value fit and organizational identification were investigated in order to look at the aspects of individual behavior in organizational settings. Fourth and lastly, possible effects of organizational identification on extra-role behavior among organizational members were investigated in order to confirm whether organizational identification is helpful for achieving effective management of an organization. In this study, HLM (Hierarchical Linear Model) 7.0, a statistical package program, was used to analyze data. It was selected because there was a need to use a multi-level modeling to unpack complex relationships: organizational identity was assumed as an antecedent variable at the organizational level while organizational identification was assumed as a consequent variable at the individual level. The results revealed that, first, organizational identity was found to have significant influence on organizational identification, while the history and type of organization was not. Second, perceived external image, age, education, and position also had significant influence on organizational identification. It was also found that organizational socialization moderated the relationship between the strength of organizational identity and organizational identification, but there was no moderating effect on the relationship between perceived external image and organizational identification. Looking at the analysis results at the individual level, it was revealed that, first, person–organization value fit had significant positive influence on organizational identification, while organizational identification had significant positive influence on organizational members' extra-role behavior in the areas of both knowledge sharing and organizational movements of citizens. Second, it was found that there was no moderating effect of organization-based self-esteem, but there were negative moderating effects of organization-based self-esteem on the relationship between perceived external image and organizational identification. As the last results, a strong mediating effect of organizational identification was demonstrated on the influences of perceived identity and perceived image on dependant variables, while a partial mediating effect was shown on the influence of person–organization value fit on dependant variables.