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Korean Academic Society of Business Administration
[ Article ]
korean management review - Vol. 45, No. 6, pp.2065-2088
ISSN: 1226-1874 (Print)
Print publication date 31 Dec 2016
Received 07 May 2016 Revised 16 Aug 2016 Accepted 12 Sep 2016
DOI: https://doi.org/10.17287/kmr.2016.45.6.2065

청년세대의 정규직 전환 가능성 인식과 도움행동: 정규직 동료와의 사회적 관계 및 조직몰입의 매개효과

정흥준* ; 최용득**
*(주저자) 한국노동연구원 부연구위원 hjunjung@kli.re.kr
**(교신저자) 고려대학교 경영학과 박사과정 ydchoe@korea.ac.kr
The Perceived Possibility of a Permanent Position for Youth and Helping Behavior: The Mediating Role of the Relationship with Standard Employees and Organizational Commitment
Heung-Jun Jung* ; Yongduk Choi**
*Associate Research Fellow, Korea Labor Institute, First Author
**Ph.D candidate, Korea University Business School, Corresponding Author

초록

본 연구는 비정규직 청년세대의 정규직 전환 가능성 인식과 도움행동의 관계를 고찰한다. 동시에, 이러한 관계를 설명할 수 있는 긍정적 기제로서 조직에 대한 태도 및 정규직 동료와의 사회적 관계의 역할에 주목하였다. 사회정체성이론을 활용하여, 정규직 구성원들과 비교해 상대적으로 낮은 지위에 있는 비정규직 구성원들이 정규직으로의 이동가능성을 높게 인식할수록 조직에서 바람직한 행동전략을 취할 가능성이 높은 것으로 예상하였다. 이에, 본 연구에서는 비정규직 구성원들의 정규직 전환 가능성 인식을 도움행동의 중요한 선행요인으로 고려하였다. 또한 비정규직 구성원들의 정규직 전환 가능성 인식의 긍정적 효과로서 사회적 관계 및 조직에 대한 태도에 주목하여, 비정규직 구성원들의 정규직 구성원들과의 사회적 관계 및 정서적 조직몰입의 매개 역할을 가설화하였다. 2년 미만의 계약직 및 인턴 사원으로 취업해 있는 250명의 청년 비정규직을 대상으로 한 분석결과, 정규직 전환 가능성 인식은 도움행동과 정(+)의 관계를 가지며 예상대로 정규직 구성원과의 사회적 관계 및 조직몰입이 이러한 관계를 설명하는 중요한 매개변수임을 확인하였다. 본 연구의 결과는 비정규직 구성원들의 정규직 전환 가능성 인식이 동료 및 조직에 대한 인식과 태도에 영향을 미쳐 결과적으로 친사회적 행동을 촉진할 수 있음을 밝힌 점에서 이론적 의의를 가진다. 동시에 최근 비정규직의 정규직화 경로에 대한 조직 및 사회적 관심을 반영하여 청년세대의 정규직화 가능성 인식의 조직효과성을 제시했다는 점에서 실무적인 의의를 지닌다.

Abstract

Given the matured situation of youth contingent workforce in the labor market, we focus on possibility for standard employment of young generation whose age typically ranges from 15 to 29 and employment arrangement is the fixed-term contract. Specifically, we highlight the impact of perceived possibility toward a permanent position on helping behavior via interpersonal relationship with permanent and organizational commitment. Using social identity theory, we postulate that contingent workers who has a relative low social status can take a desirable behaviors in their workplace when they perceive high possibility of a permanent position. We thus propose the direct and positive association between possibility of a permanent position and helping behavior. Considering the importance of both social and organizational relationships, in addition, we hypothesize the mediating role of social relationship with standard employee and affective organizational commitment in the same relationship. We analyzed 250 youth contingent workers in order to test hypotheses and found that the perceived possibility of permanent position is positively associated with helping behavior. As we predict, social relationship with standard employees and organizational commitment mediate the possibility of permanent- helping behavior relation. These results provide theoretical and practical implications to organization in aspect of confirming efficacy of chance of a permanent position on positive attitudes and pro-social behavior. Due to a limited sample, however, the result of this study is limited to the fixed-term employees. In order to increase generalizability, the future research needs to include the various types of contingent work.

Keywords:

youth contingent, possibility of permanent position, helping behavior, organizational commitment, social relationship with standard employees

키워드:

정규직 전환 가능성 인식, 정규직 동료와의 사회적 관계 조직몰입, 도움행동, 청년세대 비정규직

Acknowledgments

익명의 심사위원님들의 조언에 깊이 감사드립니다. 이 논문은 2013년 정부(교육부)의 재원으로 한국연구재단의 지원을 받아 수행된 연구임(NRF-2013S1A5B5A07047331)을 알립니다.

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∙저자 정흥준 한국노동연구원 부연구위원은 고려대 경영대학에서 <기업의 사회적 책임과 고용관계>주제로 박사학위를 취득하고 현재 한국노동연구원에서 근무하고 있다. 주요연구 분야는 노사관계, 기업의 사회적 책임, 비정규직 등이며 Journal of Business Ethics, Management Decision, Relations Industrielle/Industrial Relations 등에 논문을 출판한 바 있다.

∙저자 최용득은 현재 고려대학교 경영대학 경영관리 박사과정을 수료하였으며 현재 한국방송통신대학교에 재직 중이다. 주요연구분야는 조직행동, 리더십, 동기부여 등이며, Journal of Managerial Psychology, Journal of Business Ethics, 인사조직연구, 경영학연구, 조직과 인사관리 등에 논문을 출판한 바 있다.