조직간 심리적 계약 측정 개발에 관한 연구 (Inter-organizational Psychological Contract:Measurement Development and Validation)

서지정보

· 발행기관 : 한국유통학회
· 수록지 정보 : 유통연구 / 22권 / 1호 / 51 ~ 67페이지
· 저자명 : 국승민, 박진용

초록

관계성을 중심으로 유지되는 조직간 거래를 둘러싼 경영환경은 급격하게 변하고 있다. 대기업과 이해관계에 있는 유통경로 구성원, 대기업에 부품을 공급하는 중소 공급선, 대기업의 계열에 속하면서 하청관계에 있는 중소기업 등에 있어 모든 기업 조직의 효율적인 시스템으로의 전환은 유통시스템의 중요한 화두로 대두되고 있다. 이러한 상황에서 과거와 같은 경로 관리 방식의 효력은 점점 약해지며 상호 의무와 기대에 대한 재조정 작업이 끊임없이 전개될 것으로 예상된다. 이에 따라 본 논문에서는 조직연구에서 활발하게 논의되어온 심리적 계약 개념을 조직간의 상황에 연장할 수 있음을 주장한다. 그리고 조직간 심리적 계약 연구의 촉진을 위하여 우선적으로 조직간 맥락에서의 심리적 계약의 측정을 개발하였다. 심리적 계약의 측정은 경로 리더와 경로 구성원의 관점에서 상대방에 대한 기대와 의무의 관점에서 각각 제시하였다. 그리고 제안된 측정을 중심으로 타당성 검증 차원의 연구모형을 제안하고 실증하였다. 기본적으로 집합주의적 성향이 높은 경우 관계적 조직간 심리적 계약이 높게 나타남을 제시하였고, 개인주의 성향이 높은 경우 거래적 조직간 심리적 계약이 높게 나타남을 제시하였다. 자동차 유통경로 상황에서의 실증을 통해 조직간 심리적 계약 측정이 타당하게 제시되었음을 확인하였으며 다른 산업으로의 적용가능성을 제시하였다.

영어초록

The changes in business circumstances represented in the economic downturn require improved managerial competence of small and medium-sized companies, which are in the cooperative relation with large corporations. They are small-scale suppliers and small-scale channel members who are engaged in the supply chain of manufacturers. Gone is the era that small scale business was fully dependent on the relationship with large corporations. Regardless of the size and shape of the firm, a drastic change in all business organizations has begun to be transformed into an efficient and cost-effective system. This transformation of business environments means that organizations should develop their corporate capabilities through their own efforts because there is no more guarantee of continuing business relationship under the umbrella of the big corporation.
Of course, there is an aspect of the opportunity for this phenomenon to strengthen the corporate structure and enhance the competitiveness of corporate organizations in the market. However, there are constant threats to the formation of strong relationships with supporting organizations and to cultivate their long-term orientation. In the perspective of the large-scale corporation, it has become increasingly difficult to produce relationships performance such as trust, solidarity, and cooperation with small scaled organizations who have been supporting them.
As such, the focus of these management mechanisms is to stress that each of the interactions between the organizations must be maintained in partnership with each other. Recent organization theories show a renewed interest in the new concept of mutual obligation between the corporate organization and their employees. They call it a psychological contract, which means that individual organizations have an implicit agreement in the form of transactions between organization and employees, unlike other legal contracts. This study seeks to expand the discussion of psychological contract from within organization into between organizations. When a psychological contract is formed between organizations, it is bound to fulfill a concrete commitment to each other, which is essentially a role in which individual organizations can collaborate like as one organization. As the initial study on inter-organizational psychological contracts, therefore, the purpose of this study is to develop and validate the measurement of inter-organizational psychological contracts.
The automobile distribution industry was considered for the empirical test. In a preliminary survey conducted by dealers related with three largest automobile companies in Korea, the revision of the proposed questionnaire has been reflected. In the main survey, 239 samples from total 600 questionnaires distributed to dealers were obtained. The measurement purification was conducted for the reliability test and the validity tests. In this study, the reliability of the data was verified using the Cronbach’s alpha and the validity of the data was tested using exploratory factor analysis. Principal component analysis with Varimax rotation was applied. Although some of the questions have been removed, it has been confirmed that the overall has been validated.
To verify the hypothesis, regression analysis between individualism-collectivism and psychological contract variables was conducted four times. The results of multiple regression analysis on relational psychological contracts showed that the R2 of manufacturer’s expectations of the dealers was .147 and R2 of dealer’s expectations of the manufacturers was .131. In both regression models, the coefficients of collectivism were more significant than the coefficients of individualism. Therefore, hypothesis 1 was supported (see <Table 1>).
The results of multiple regression analysis on transactional psychological contracts showed that the R2 of manufacturer’s expectations of the dealers was .140 and R2 of dealer’s expectations of the manufacturers was .156. In both regression models, the coefficients of individualism were more significant than the coefficients of collectivism. Therefore, hypothesis 2 was supported (see <Table 2>).
This study focused on reviewing psychological contracts in the context of the inter-organizations. To this end, developing and validating of measurement were carried out primarily because it is important to develop first the measurement of psychological contracts to initiate additional research regarding the inter-organizational psychological contract. In this study, the measurements of the inter-organizational psychological contract were developed based on the measurements of psychological contract in intra-organizational context. The measurement was divided into relational and transactional psychological contracts and divided them again into the manufacturer's expectations of the dealer and the dealer’s expectations of the manufacturer. Therefore, four types of psychological contracts measurement have been developed.
In order to obtain the robust validity of developed measurements, a basic research model was presented and tested. It is assumed that relationships between organizations that have characteristics of collectivism will likely have a more relational psychological contract. It is also assumed that relationships between organizations that have characteristics of individualism will likely have a more transactional psychological contract. In the empirical test, the hypothetical paths indicated that the causalities of collectivism-individualism on the psychological contract were supported.
This study has the following limitations. Since the survey was conducted just in the automobile distribution industry, there is still a problem with the generalization. In the future study, the authors expect the psychological contract measurements developed in this study to be validated in the various industries. Because of the lack of dyadic data collection, sufficient verification of the manufacturer's perspective has not been made. The authors also expect that the industry with sufficient numbers of manufacturers should be included in data collection of future study.

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