민간경비원의 조직윤리, 직무만족 및 조직시민행동의 구조적 관계

서지정보

ㆍ발행기관 : 한국경호경비학회 ㆍ수록지정보 : 한국경호경비학회지
ㆍ저자명 : 김영현, 박길준

목차

Ⅰ. 서 론
Ⅱ. 연구방법
Ⅲ. 연구결과
Ⅳ. 논 의
Ⅴ. 결론 및 제언
참고문헌

한국어 초록

본 연구는 민간경비원의 조직윤리풍토, 직무만족, 조직시민행동의 구조적 관계를 규명
하는데 그 목적이 있다. 이와 같은 목적을 달성하기 위하여 서울 ․ 경기 지역 소재 민간경비
업체에 재직하고 있는 민간경비원을 대상으로 하였다. 수집된 자료는 STATA 13.0과
AMOS 17.0을 활용하여 연구의 목적에 따라 분석하였다. 본 연구에서 얻은 결론은 다음과
같다.
첫째, 조직윤리풍토는 직무만족에 정(+)적인 영향을 미치는 것으로 나타났다. 즉, 조직
윤리풍토는 상급자, 직장동료, 급여, 현재직무 및 승진기회 등에 긍정적으로 작용한다고
해석할 수 있다.
둘째, 직무만족은 조직시민행동에 유의한 영향을 미치지 않는 것으로 나타났다.
셋째, 조직윤리풍토는 조직시민행동에 정(+)적인 영향을 미치는 것으로 나타났다.
넷째, 조직윤리풍토와 조직시민의 관계에서 직무만족의 간접효과를 규명하기 위하여 부
트스트래핑(bootstrapping) 추정 결과 간접효과는 없는 것으로 나타났다.

영어 초록

The purpose of this study is to establish the structural relationship among organizational
ethical climate, job satisfaction, and organizational citizenship behavior. It was intended for
the private security guards who work in the security companies in Seoul and Gyeonggi from
Jan. 1st, 2014 to Apr. 1st, 2014 to achieve the purpose like this. Purposive sampling was
used as the sampling method according to this and sampling of 400 persons was done.
However, the samples of 372 persons were finally used in the analysis through the process
to check faithless answers, double answers, and abnormal data.
The collected data was analyzed according to the purpose of the study by utilizing STATA
13.0 and AMOS 17.0. And for statistic techniques, frequency analysis, descriptive analysis,
multivariate normality, confirmatory factor analysis(CFA), Pearson's correlation analysis, and
structural equation model analysis were carried out.
The conclusion gotten from this study through the data analyses according to the methods
and procedure like this is as follow:
First, organizational ethical climate has found to have the positive effect on job
satisfaction(Non-standard B=1.427***). That is, it can be interpreted that organizational
ethical climate positively affects superiors, fellow employees, pay, current duties, and chances
of promotion.
Second, job satisfaction has found not to have the significant effect on organizational
citizenship behavior. That is, it can be interpreted that job satisfaction does not affect
altruism, conscience, and participation behavior.
Third, organizational ethical climate has found to have the positive effect on organizational
citizenship behavior (Non-standard B=.361***). That is, it can be interpreted that
organizational ethical climate positively affects altruism, conscience, and participation
behavior.
Fourth, the relationship between organizational ethical climate and organizational citizens
has found that there is no any indirect effect in the bootstrapping estimation result to
establish the indirect effect of job satisfaction.
Fifth, the relationship between organizational ethical climate and job satisfaction has found
that there are the moderating effects in the analytical result of the moderating effects of
person-organization fit. That is, the effects of organizational ethical climate on job
satisfaction have found that the groups with higher person-organization fit are more positive
than those with lower person-organization fit.
Sixth, the relationship between job satisfaction and organizational citizenship behavior has
found that there are moderating effects in the analytical result of person-organization fit. That
is, the effects of job satisfaction on organizational citizenship behavior have found that the
groups with higher person-organization fit are more positive than those with lower
person-organization fit.

참고 자료

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