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본 연구는 한국철도공사 경북본부 조직구성원들이 지니고 있는 회복탄력성, 직무만족, 조직 몰입 간의 구조적 관계를 실증분석한 것이다. 본 연구에서 밝혀진 실증분석 결과를 요약하면 다음과 같다. 첫째, 한국철도공사 경북본부 조직구성원들의 회복탄력성이 높을수록 직무 만족과 조직몰입이 높아지는 것으로 밝혀졌다. 이는 회복탄력성과 직무태도에 관한 선행연구 결과들(Youssef and Luthans, 2007; 조명숙․이성숙․김진희, 2014; 김성남․유문숙, 2014; 조일래, 2015)과 일치하는 결과이다. 이와 같은 실증분석 결과는 회복탄력성과 같은 긍정 심리 자본의 가치를 입증해 주는 것으로 한국철도공사와 같이 지속적인 노사대립과 구조조정에 시달리는 조직의 경우 회복탄력성을 높여 직무태도를 긍정적으로 만든다면 조직유효성을 높일 수 있다는 점을 시사해 주는 것이다. 특히 조직구성원들의 회복탄력성을 높이기 위하여 문제해결에 대한 자신감을 키우고 일의 의미감을 높이는 교육훈련 방안을 적극 강구할 필요성이 있다는 점을 일깨워 준다. 둘째, 직무만족이 높아질수록 조직몰입이 높아진다는 사실이 확인 되었다. 이는 직무만족은 직무성과와 조직시민행동을 높이고 고객 만족을 증대시키며 이직률과 결근률을 낮추며 조직몰입은 직무생산성을 높이고 결근률과 이직률을 떨어뜨린다는 선행연구 결과(Robbins and Judge, 2011)와 연관하여 해석할 수 있다. 즉, 한국철도공사 조직구성원들의 직무만족을 높여 조직몰입을 직접적으로 높일 수 있을 뿐만 아니라 부수적으로 직무성과, 조직시민행동 등의 변수에도 간접적으로 긍정적 영향을 미칠 수 있게 될 것이다.
With more than 100 year old history, Korean Railroad Corporation (KORAIL) is one of representative public enterprise, which was transformed from the National Railroad Administration, an government organization, on Jan. 01, 2005. The job attitude of KORAIL members is an important index to understand and predict an individual behavior in the organization. Furthermore, since the job attitude of its members may affect various performance variables of the organization in the respect of management, it shall be verified and managed. The purpose of this study is to empirically examine the effects of resilence on job satisfaction and organizational commitment. To conduct such examination, the author (i) designated resilence, job satisfaction and organizational commitment as variables and (ii) designed a research model and set up hypotheses by conducting preceding studies on the variables. To examine the hypotheses, the author conducted a survey on members of Gyeongbuk Headquarters of KORAIL and analyzed the survey based on collected 436 copies of questionnaire. Collected data were analyzed using SPSS and AMOS programs, and covariance analysis was conducted to verify the fitness of the study model and the hypotheses. The analysis results are as follows. First, there was a statistically significant relationship between the resilience of the organization members and job satisfaction, organizational commitment. And then the relevant hypothesis was adopted. Second, job satisfaction have been found to be positive effect on organizational commitment. The implications which this study are as follows. First, this study has discovered that resilience had positive effect on job satisfaction, organizational commitment. This result confirms that resilience is the important variables that affect organizational effectiveness. Second, a higher resilience was associated with a higher organizational commitment, offering practical significance in extrapolating the relationship between the positive psychological capital variables held by the individual. In terms of practical implications, first, as organizational confidence is low and conflict between management and labor is severe at KORAIL, there is a need to pay more attention to the positive psychological capital variable of organizational members such as resilience and organizational commitment. Second, the stress levels of organizational members who are swamped with constant measures for management innovation and reduction of the workforce is very high. Given this situation, various training programs and measures that can improve resilience to overcome challenges and stress would be needed and the findings of this study could be used as a rationale for such arguments. This study also has the following limitations: first, this study was conducted based on cross-sectional design of research. It is considered that the objectivity of study results shall be improved in future with interview investigation for major sample groups in order to supplement the weakness of questionnaire survey methods. Second, it is difficult to generalize the results of this study, in that the survey was conducted mainly for members of KORAIL Gyeongbuk headquarters. Thus, the results of this study shall be carefully construed. Third, the measurement scales have their own limitations. It must be noted that a single scale was used for the emotional commitment that included into the organizational commitment. It is considered that the objectivity of study results shall be improved in future with interview investigation for major sample groups in order to supplement the weakness of questionnaire survey methods.
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KORAIL, Resilience, Job Satisfaction, Organizational Commitment
