심리적 계약위반은 조직구성원들의 심리적 웰빙과주관적 웰빙을 낮추는가? (Does Psychological Contract Violation Decrease Employees’ Psychological and Subjective Well-being?)

서지정보

· 발행기관 : 대한경영학회
· 수록지 정보 : 대한경영학회지 / 30권 / 2호 / 303 ~ 323페이지
· 저자명 : 조윤형

초록

심리적 계약은 지난 25년 동안 다양한 연구결과를 통해 조직과 조직구성원들의 관계를 이해하는데 있어서많은 기여를 해왔다. 심리적 계약이란 고용관계를 맺고 있는 사용자와 조직구성원들 사이에 의식적, 무의식적으로 작용하는 상호교환의 내용, 조건으로 문서화되지 않은 기대를 의미하며 이들 두 실체 간에이루어지는 상호교환 협정의 내용과 조건에 대한 개인차원의 믿음(Rousseau, 1989, 1995)이다. 본 연구는조직과 조직구성원들의 관계가 변화하고 있으며 심리적 계약위반 상황이 빈번히 발생될 수 밖에 없는 현재상황에서 심리적 계약위반이 조직구성원들의 심리적 웰빙과 주관적 웰빙에 미치는 영향력을 살펴보고자하였다. 또한 이들 사이의 관계에서 조직기반자긍심의 매개효과도 살펴보았다. 심리적 계약에 관한 이론을토대로 하여 심리적 계약위반이 긍정심리학 이론에서 중요하게 관심을 가지고 있는 행복과 연결된조직구성원들의 심리적 웰빙, 주관적 웰빙에 미치는 영향력을 살펴보는 것은 이론적으로 큰 의미가 있다고판단하였다. 또한 심리적, 주관적 웰빙은 조직구성원들에게는 직장에서의 삶의 질(quality of working life)이개인의 삶의 질(quality of life)을 반영하므로 실무적 차원에서도 큰 의의를 가질 수 있다고 보았다. 본연구에서는 심리적 계약위반을 Robinson & Morrison(2000)의 연구를 바탕으로 정서적 심리적 계약위반과인지적 심리적 계약위반으로 구분하였다. 선행연구를 토대로 연구모형과 연구가설을 설정하였는데연구가설은 주효과 가설과 매개효과 가설이며 설문을 통해 연구가설을 검증하였다. 설문은 총 557부를활용하였다. 본 연구의 연구결과를 요약하면 다음과 같다. 첫째, 인지적 심리적 계약위반은 심리적 웰빙과주관적 웰빙에 유의미한 부정적 영향력을 보이고 있었다. 반면 정서적 심리적 계약위반의 영향력은 나타나지않았다. 둘째, 정서적, 인지적 심리적 계약위반은 조직구성원들의 심리적 웰빙과 주관적 웰빙을 미치는 영향에있어서 매개역할을 하는 것으로 나타났다. 본 연구는 심리적 계약위반이 조직구성원들의 심리적, 주관적웰빙에 중요한 선행변수임을 규명하였다는 점에서 의미를 가질 수 있다. 또한 이들 사이의 관계에서조직기반자긍심의 역할을 규명함으로써 심리적 계약위반이 결과로 이어지는데 있어서 어떠한 과정을 통해영향력이 미치는 지를 설명하였다는 점에서도 의의를 찾을 수 있다.

영어초록

The number of studies focusing on the psychological contract has grown during the past 25 years. The psychological contract is seen as an important framework for understanding the employment relationship. Psychological contract as an individual’s belief regarding the terms and conditions of a reciprocal exchange agreement between that focal person and another party(Rousseau, 1989, 1995). The psychological contract emerges when one party believes that a promise of future return has been made(e.g. pay for performance), a contribution has been given (e.g. some form of exchange) and thus, an obligation has been created to provide future benefits.
Psychological contract violation as the employee’s perception regarding the extent to which the organization has failed to fulfill its promises or obligations(Robinson & Rousseau, 1994). The perception of a contract violation may be rooted in incongruence, which is when the employee holds beliefs about a given obligation or set of obligations that differ from those held by organization. A violation of the psychological contract occurs when an employee experiences a discrepancy between the actual fulfillment of obligations by the organization, and the promises previously made about these obligations.
The purpose of this study is to examine the role of psychological contract violation as a critical determinants of employees’ well-being. In addition, organization-based self-esteem(OBSE) as a mediating variable in the relations between psychological contract violation and employees’ well-being such as psychological well-being and subjective-well-being. Psychological contract violation is a significant workplace event that triggers employees’ attitude and affective reactions so that psychological contract violation affect on employees’ working life(psychological and subjective well-being). Also psychological contract violation reflect workplace change that OBSE mediate those relationships. OBSE reflects an assessment of personal adequacy and worthiness as an organizational member thus, employees with high on OBSE have come to believe that they are important, meaningful and worthwhile within their employing organization.
So many research conclude that OBSE mediates the relationships between the antecedent variables of work environment structure(ex, influence, job complexity), organizational signals of personal value(ex, fairness, perceived organizational support), successful work experiences, dispositional states and the consequent variables of employee motivation, attitudes(satisfaction, commitment), work-related behaviors(ex, in- and extra-role performance etc). I proposed main effect and mediating effect hypothesis. Psychological contract violation divided into emotional and cognitive components because of psychological contracts are formed on the basis of trust, violation may lead to strong emotional reactions and feelings of betrayal.
To test hypothesis, survey method are performed. Total 557 questionnaires are used for analysis. The results are as follows. First, cognitive psychological contract violation significantly negative impact on psychological well-being and subjective well-being however emotional psychological contract violation doesn’t. Second, emotional and cognitive psychological contract violation significantly negative impact on OBSE. Third, OBSE significantly positive impact on psychological well-being and subjective well-being. Finally, OBSE fully mediate between emotional psychological contract violation and psychological well-being, subjective well-being. also partially mediate between cognitive psychological contract violation and psychological well-being, subjective well-being. The result of this study have practical implication for management at organization on reflected employee and organization relationship change and employees quality of life. It is theoretically meaningful that the psychological contract violation theory associated with positive psychology theory of happiness concept reflected by psychological and subjective well-being also give a practical point of view because they reflect the quality of life at work.

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