심리적 계약의 이행 지각이 직무태도에 미치는 영향

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.