노조몰입과 조직유효성간의 강화요인 및 저해요인에 관한 연구

Abstract

A Study on Enhancer and Neutralizer Factors between Union Commitment and Organizational Effectiveness

Kyung-Ho Yang Graduate School of Business, Jeju National University Department of Business Administration, Major: HR Management

This study is designed to verify positive (+) linear relationship between union commitment and organizational commitment and task performance, whether organizational justice, interactive communication, and activation of labor-management conference intensify relationship between union commitment and organizational commitment and task performance, and whether relative deprivation, organizational cynicism, and psychological contract violation hinder the relationship between union commitment and organizational commitment. A study model is as follows.

[Study Model] Unit Commitment

▪ Union loyalty ? Responsibility ▪ Union's intention of devotion

Organizational Effectiveness

▪ Organizational commitment ▪ Task performance Enhancer Factors ▪ Organizational justice ▪ interactive communication ▪ Activation of labor-management conferenceNeutralizer Factors

▪ Relative deprivation ▪ Organizational cynicism ▪ Psychological contract violation

Sampling is intended for 215 employees in the public agencies and companies enlisted in Federation of Korean Trade Unions in Cheju City. To verity linear relationship between union commitment and organizational commitment and task performance, linear regression analysis was conducted, and to verify a moderating effect of enhancer factors (organizational justice, interactive communication, activation of union-management conference) and neutralizer factors (relative deprivation, organizational cynicism and psychological contract violation) between two parties, 3-phase regression analysis was implemented. The results of this study are as follows. First, amid two sub-components of union commitment, loyalty and responsibility toward the union have a positive (+) influence upon union commitment at the level of p<.01 (p<.01), and a significant influence upon task performance at the level of p<0.1. But, devotion to the union does not have an influence on organizational commitment and task performance. Second, it was proved that interactive justice which is a sub-component of organizational justice among enhancer factors projected in the study model is a factor to complement relations between loyalty and responsibility toward the union and organizational commitment, and activation of union-management conference is a factor to complement the relations between loyalty and responsibility toward the union and organizational commitment and task performance. Third, the relative deprivation amid attenuation factors reinforced the relationship between organizational commitment and intention of devotion to the union which is a sub-component of organizational commitment. On the other hand, organizational cynicism weakened the relationship between intention of devotion to the union, organizational commitment and task performance.

Based on the results, a suggestive point may be given to the union and management as follows. First, it is verified that union and management can cooperate for win-win through mutual benefits. The results show that union members with high commitment to the union have also high commitment to the company, and they are highly conscious of the extent of their task performance. It means that a strategy to be hostile to the union is never helpful for long-term development of the company, and little helpful for the union members' task performance. The results positively suggest that the union-management relationship needs to be developed into win-win relations pursuing mutual benefits. Second, environmental factors which reinforce win-win development of the union and company are positively suggested. It is found that the company's justice, interactive justice, in particular, between seniors and subordinates, is an important environmental factor which makes simultaneous commitment to the union and company possible, and activation of union-management conference is an important factor which leads a positive attitude toward the union to be connected to task performance. It means that the seniors' leadership can be an important factor to reinforce a positive attitude toward the union and company in the field. In addition, if the legislated union-management conference is effectively applied, instead of formally, it could prevent a conflict between labor and management and positively contribute to win-win of the union and management and task performance. Third, environmental factors which deteriorate win-win development of the union and company are positively suggested. Organizational cynicism in particular, that is, an employee's negative attitude toward the company is verified to weaken the relationship in which intention of devotion to the union is connected to organizational commitment. Accordingly, the union members need to find out antecedent factors to generate and spread cynicism toward their company, to prevent and improve them. Fourth, in the scientific aspect, this study is focused on finding out a moderator of simultaneous commitment for the union and organizational commitment. Pre-studies hitherto have been focused on searching antecedent variable of simultaneous commitment, and some studies had interest in finding out result variables. But, studies to examine variables controlling the relationship between union commitment and organizational commitment are still insufficient. This study has a meaning in attempting to examine factors to reinforce and hinder relations simultaneously between two parties, and suggesting a necessity to expand the relevant studies.