조직후원인식이 조직몰입과 직무만족에 미치는 영향에 관한 연구

Abstract

ABSTRACT

A Study on Effect of Perceived Organizational Support on Organizational Committment and Job Satisfaction -Centering on Mediating Effect of Trust-In-Supervisor-

Young-Ho Kim Advisor : Prof. Kang-Ok Lee, Ph.D. Department of Business Administration, Graduate School of Business Administration, Chosun University

This study investigated the perceived organizational support of take-out coffee shop employees, trust in supervisors, organizational commitment and job satisfaction and analysed the effect and differences based on Socio-Demographics. As it was thought that the perceived organizational support has significant relations with trust in supervisors, organizational commitment and job satisfaction at coffee shops based on previous studies, we set out seven hypotheses. The samples used in the study were 150 employees working at take-out coffee shops in Gwangju: male employees (43.3%) and female ones (65.7%) mainly in twenties (83.3%). As a result of analysing them, it was concluded as follows: First, when the subjects perceived higher organizational support, in particular, those in organizational recognition showed higher trust in supervisors. The perceived organizational support had a significant relations with organizational commitment and job satisfaction. In particular, the factor of organizational recognition was significant in emotional organizational commitment and job satisfaction, and the factor of organizational support was significant in continuing organizational commitment. Second, trust in supervisors, organizational commitment and job satisfaction had positive effects on one another. In particular, in consideration that β value was high, trust in supervisors was very important. Third, the perceived organizational support and organizational commitment using trust in supervisors as a mediating variable had a significant relation in part with emotional commitment while they had no mediating effect on continuing commitment. Fourth, only part of the hypothesis on the relations between the perceived organizational support and job satisfaction using trust in supervisors as a mediating variable was adopted as total effect of organizational recognition increased. Fifth, the subjects in the thirties and with full-time job showed higher organizational commitment rather than those in the twenties and with part-time job. There were no socio-demographical differences in job satisfaction. Based on such analytical results, the followings are suggested: First, employers of take-out coffee shops should recognize that organized support for employees can contribute to higher organizational commitment and job satisfaction. Second, employees' recognition on organizational support has a significant effect on trust in supervisors. Therefore, the employers should encourage employees to form trust and a sense of unity and devote themselves to organizational development through careful and sincere support in personnel management. Third, as exchanges with supervisors are frequent in small business, if they make every effort to improve trust, trustful culture can be formed among employees. Previous studies on the perceived organizational support and its effect were conducted mainly in respect to enterprises and hotels. However, this study has a great meaning in that it expanded its scope of research.