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Korean Academic Society of Business Administration
[ Article ]
korean management review - Vol. 46, No. 1, pp.25-47
ISSN: 1226-1874 (Print)
Print publication date 28 Feb 2017
Received 12 Mar 2016 Revised 25 Aug 2016 Accepted 24 Oct 2016
DOI: https://doi.org/10.17287/kmr.2017.46.1.25

조직정체성이 조직기반자존감에 미치는 영향과 조직사회화의 조절효과에 관한 연구

장용선* ; 조대환**
*(주저자) 조선대학교 경영학부 부교수 changk6567@chosun.ac.kr
**(교신저자) 조선대학교 경영학부 초빙객원교수 popcho10@gmail.com
Relations between Organizational Identity, Organizational Socialization, and Organizational Based Self Esteem
Yong-sun Chang* ; Dae-hwan Cho**
*Associate Professor, Department of Business Administration, Chosun University, First Author
**Invited Visiting Professor, Department of Business Administration, Chosun University, Corresponding Author

초록

본 연구는 맥락변수인 조직수준의 조직정체성과 조직사회화가 개인 수준의 조직기반자존감에 어떠한 영향을 미치는지를 분석하고자 하였다. 따라서 주요 변수는 조직맥락 요소인 조직정체성 및 조직사회화와 개인의 조직기반자존감이다. 지금까지 조직기반자존감의 효과에 대한 연구는 많았지만 조직정체성 관련 선행변수에 대한 연구는 부족한 상황이었다. 긍정적인 조직정체성을 지닌 조직구성원들은 높은 수준의 조직기반자존감을 갖게 될 가능성이 높다. 그리고 구성원들은 조직사회화를 통해 조직의 가치와 규범을 학습한다. 본 연구는 조직수준에서 조직정체성과 조직사회화의 상호작용이 개인 수준의 조직기반자존감에 미치는 영향을 교차수준으로 분석하였다.

53개 조직 676명을 대상으로 분석한 HLM 분석결과 조직정체성은 조직기반자존감에 유의적인 정의 영향을 미치는 것으로 나타났다. 또한 조직정체성 강도와 조직사회화의 상호작용은 조직기반자존감에 정의 영향을 미쳤다.

결과적으로 조직 경영자들은 자신들의 조직과 다른 조직과의 유사성과 차이점을 분석하고, 적정수준의 차별성을 확보하여 강한 조직정체성을 조직에 뿌리내릴 필요가 있다. 또한 조직은 강한 조직정체성과 함께 효과적인 조직사회화 전략을 함께 사용함으로써 조직정체성을 내재화시켜 구성원들의 조직기반자존감을 높일 수 있을 것이다.

Abstract

The purpose of this study is to find out the relationships among organizational identity, organizational socialization, and organizational based self esteem. Organizational identity suggests the fundamental concept and comprehensive characteristics of the organization. Over the last quarter century, organizational identity has been established as the key concept in organization study and has explained a variety of organizational phenomena. Although the concepts of identity have produced a great deal of theoretical attention, empirical studies that examine their effects have been rarely published.

This study analyzed the effects of organizational identity on members’ organizational based self esteem. The basis of social identity underlies the desire to improve and maintain self-esteem. And organizational socialization will moderate relationship between organizational identity and organizational based self esteem. This study made the research model based on the theoretical arrangement to explain these relationships between constructs.

Using the collected data from 676 members at 53 organizations in South Korea, we tested and confirmed the construct validity and internal consistency by exploratory and confirmatory factor analysis, reliability by Cronbach's alpha. And we used hierarchical linear modeling (HLM) to test cross-level effects of hypothesized relationship.

Multi-level research including cross-level research makes ourselves understood much of the nested complexity of real organizational life. Therefore, the multi-level perspective is important for organizational researchers to understand the complexity and richness of social phenomena that may emerge at different hierarchical levels.

We used hierarchical linear modeling in HLM 7.01 to test the hypotheses. These models are intercepts as outcome models. Organizational identity was significantly related to organizational based self esteem. This result supported Hypothesis 1. As organizational identity became stronger, individuals tended to increase organizational based self esteem. The significance of coefficient associated with the interaction of organizational identity and organizational socialization supported Hypothesis 2.

By drawing on theory and research from literature review and doing empirical analysis, the results supported the cross-level linkages between related variables. This research came to the conclusions to as follows: First, organizational identity of aggregating members' perception had positive effect on organizational based self esteem. Second, organizational socialization had moderating effect between organizational identity and organizational based self esteem. The findings suggest that organizational identity and socialization at the organizational-level is meaningful variable to understand individual attitude and behavior. Therefore, organizational management should endeavor to form favorable and distinctive organizational identity and concentrate on organizational socialization.

Keywords:

organizational identity, organizational socialization, organizational based self esteem, cross-level analysis

키워드:

조직정체성, 조직사회화, 조직기반자존감, 교차수준

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• 저자 장용선은 고려대학교에서 경영학 박사를 받았고, 현재 조선대학교 경영학부 부교수로 재직 중이다. 주요 연구분야는 조직문화, 조직정체성, 양면성조직이다.

• 저자 조대환은 조선대학교에서 경영학 박사를 취득하였고, 현재 조선대학교 초빙객원교수로 재직 중이다. 주요 연구분야는 조직정체성 및 조직동일시이다.