CHOSUN

심리적 계약의 이행 지각이 직무태도에 미치는 영향

Metadata Downloads
Author(s)
박은주
Issued Date
2012
Abstract
This study is the positive research that applied the concept of psychological contract to social welfare organization.
Types of psychological contract are classified into transactional contract and
relational contract. While the existing researchers have studied psychological contract with private enterprises, recent researchers have applied it to the various contexts. This study also made the nonprofit social welfare organizations the subject of research added ideological contract to general type of psychological contract.
As the psychological contract is based on mutual duties between organization and its members, the research conducted preliminary study and extracted the contents of organizational duties in psychological contract of social welfare organizations. It is thought that this research will be available in understanding the structure of psychological contract and examining the causes of job attitude.
238 workers from 11 social welfare facilities in Gwangju ⋅Jeonnam regions were selected as the sample and the questionnaire for positive analysis was conducted.
Total 187 data were used for the final analysis. For data analysis, it used content analysis, reliability and validity test, technical statistics, correlation analysis and regression analysis with SPSS 18.0.
Major results of the research are presented below.
First, preliminary study for examining the contents of psychological contract confirmed that the psychological contract of social welfare facilities was added to transactional and relational duties which belong to general classification and could be categorized into the duty of ideological dimension.
Second, the results of research model 1 showed that the recognition of performing psychological contract was significant by the regression equation in explaining job satisfaction, organizational commitment and turnover which are the types of job attitudes. In the significance of individual variables, recognition of performing
relational contract showed statistically significant regression coefficients in positive direction to job satisfaction and organizational commitment and in negative direction to turnover. The recognition of contract of ideological dimension showed significant regression coefficients in weakly positive direction to organizational commitment. But it was found that the recognition of transactional contract was not statistically
significant in any variables of job attitude.
Third, the results of research model 2 showed that the recognition of difference between expectation and performance of psychological contract was significant in regression equation in explaining job satisfaction, organizational commitment and turnover. In the significance of individual variables, the recognition of difference in
performing relational contract was statistically significant in negative direction to job satisfaction and organizational commitment and weakly positive direction to turnover. But, the recognition of difference in performing the contract of ideological dimension
had no statistically significant relations with any variables of job attitude.
To sum up the above research results, the psychological contract of social welfare organizations can add the ideological contract to transactional and relational contract. In addition, the recognition of performing relational contract and of difference between expectation- performance of relational contract had statistically significant influence on job satisfaction, organizational commitment and turnover. It shows that the degree of recognition of performing relational contract is an important variable to predict job attitudes of social welfare workers. The management of social welfare organization will be effective only if it is managed by considering these characteristics. Therefore, methods to increase the recognition of performing psychological contracts should be sought as a means to cope with complex internal and external environmental changes
more efficiently and flexibly surrounding social welfare organizations.
Alternative Title
Influence of the Recognition of Psychological Contract Fulfillment on Job Attitude
Alternative Author(s)
Park Eun JU
Affiliation
조선대학교 경영대학원
Department
경영대학원 경영학석사학위과정
Advisor
장용선
Awarded Date
2012. 8
Table Of Contents
목 차

ABSTRACT

제 1 장 서 론
제 1 절 문제제기 및 목적
제 2 절 연구범위와 연구방법
제 3 절 논문의 구성

제 2 장 이론적 배경
제 1 절 심리적 계약에 관한 고찰
1. 심리적 계약의 개념
2. 심리적 계약의 유형
3. 확대된 구조로서 심리적 계약
4. 심리적 계약의 사회복지조직으로의 적용가능성
제 2 절 심리적 계약의 의무내용에 관한 고찰
1. 심리적 계약의 의무내용
2. 심리적 계약의 의무 위반 또는 불이행의 결과
제 3 절 심리적 계약의 이행 지각과 직무태도에 관한 고찰
1. 심리적 계약의 이행 지각과 직무만족
2. 심리적 계약의 이행 지각과 조직몰입
3. 심리적 계약의 이행 지각과 이직의도

제 3 장 연구방법
제 1 절 연구모형 및 가설
1. 연구모형
2. 가설설정

제 2 절 변수의 조작적 정의
1. 독립변수
2. 종속변수
3. 통제변수
제 3 절 측정도구 및 표본의 선정
1. 설문지의 구성
2. 측정도구의 신뢰성 및 타당성
3. 표본의 구성

제 4 장 연구결과
제 1 절 심리적 계약의 수준
제 2 절 상관관계분석
제 3 절 가설검증

제 5 장 결 론
제 1 절 연구결과의 요약
1. 연구의 요약
2. 연구의 이론적 의의 및 시사점
제 2 절 연구의 한계 및 향후 연구방향
참고문헌
부록
Degree
Master
Publisher
조선대학교 대학원
Citation
박은주. (2012). 심리적 계약의 이행 지각이 직무태도에 미치는 영향
Type
Dissertation
URI
https://oak.chosun.ac.kr/handle/2020.oak/1612
http://chosun.dcollection.net/common/orgView/200000263421
Appears in Collections:
Business > Theses(Master)(경영대학원)
Authorize & License
  • AuthorizeOpen
Files in This Item:

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