CHOSUN

조직정체성, 조직동일시, 조직구성원 행동과의 관계에 관한 교차수준분석 연구

Metadata Downloads
Author(s)
조대환
Issued Date
2015
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.
Alternative Title
A Cross-level analysis about Relationships among Organizational identity, Organizational identification, and Member's Behavior
Alternative Author(s)
Cho, dae-hwan
Affiliation
조선대학교
Department
일반대학원 경영학과
Advisor
장용선
Table Of Contents
목 차
ABSTRACT
제1장 서 론............................................................1
제1절 문제의 제기....................................................1
제2절 연구 목적.......................................................5
제3절 논문의 구성....................................................9

제2장 이론적 배경...................................................10
제1절 조직 동일시.................................................10
1. 조직동일시 개념.............................................10
제2절 조직동일시의 선행변수....................................18
1. 조직동일시의 선행변수 중 조직수준 변수............18
2. 조직동일시의 선행변수 중 개인수준 변수............26
제3절 조직동일시의 결과변수..................................35
1. 지식공유.......................................................35
2. 조직시민행동.................................................37

제3장 연구의 설계...................................................39
제1절 연구 모형 및 가설 설정..................................39
1. 연구 모형......................................................39
2. 조직수준의 연구가설 설정................................40
3. 개인수준의 연구가설 설정................................45
제2절 변수의 조작적 정의.... ....................................53
1. 조직수준 변수................................................53
2. 개인수준 변수................................................54
3. 조직동일시의 결과변수....................................55
4. 통제변수.......................................................56

제4장 실증분석 및 가설검증...................................57
제1절 자료의 수집 및 분석방법...............................57
1. 자료수집 및 표본의 구성...............................57
2. 설문지의 구성.............................................57
3. 자료의 분석방법..........................................58

제2절 실증분석..................................................60
1. 표본의 특성..............................................60
2. 기초 통계.................................................63
3. 타당성 및 신뢰성 검증................................66
제3절 가설검증..................................................74
1. 위계적 선형 모형을 통한 조직수준 가설검증...74
2. 회귀분석을 통한 개인수준 가설검증..............79
3. 가설 검증 결과 종합...................................89

제5장 결 론.......................................................90
제1절 연구결과 및 시사점......................................90
1. 학문적 시사점 및 논의................................90
2. 실무적 시사점 및 논의................................93
제2절 연구의 한계 및 앞으로의 연구방향..................96

참고문헌.............................................................98
설 문 지............................................................118
Degree
Doctor
Publisher
조선대학교
Citation
조대환. (2015). 조직정체성, 조직동일시, 조직구성원 행동과의 관계에 관한 교차수준분석 연구.
Type
Dissertation
URI
https://oak.chosun.ac.kr/handle/2020.oak/12419
http://chosun.dcollection.net/common/orgView/200000264810
Appears in Collections:
General Graduate School > 4. Theses(Ph.D)
Authorize & License
  • AuthorizeOpen
  • Embargo2015-02-25
Files in This Item:

Items in Repository are protected by copyright, with all rights reserved, unless otherwise indicated.