본 연구는 조직시민행동의 선행변수로 조직문화, 리더십, 조직몰입, 직무만족을 상정하여 이들 변수들 간의 직･간접적인 인과관계를 탐색적으로 살펴보고자 하는데 목적이 있다. 자료는 공공기관 선진화 추진대상인 7개 기관 365부를 대상으로 하였다. 분석결과는 첫째, 합리문화가 조직시민행동에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 위계문화는 조직시민행동에 부정적인 영향을 미치는 것으로 나타났다. 셋째, 개발문화와 거래적 리더십 그리고 조직시민행동 간의 관계에서 직무만족과 조직몰입의 긍정적인 매개 작용을 하는 것으로 나타났다. 특히 직무만족은 조직몰입을 통해 조직시민행동에 영향을 미친다는 것이다. 본 연구의 시사점은 공공기관이 외부의 환경변화 적응과 구조개혁을 위해서는 조직문화와 리더십의 유연성을 갖추어야 한다는 것이다. 또한 구성원의 직무만족과 조직몰입을 향상할 수 있는 방안을 실행해야 한다. 마지막으로 구성원의 육성체계와 연계하여 체계적인 교육훈련이 실행되어야 한다.

This study aims to examine causal relationships, both direct and indirect, by positing organizational culture, leader styles, organizational commitment, and job satisfaction as antecedents of organizational citizenship behavior(OCB). Data for analysis were collected through questionnaire instruments from 365 employees from March to May 2009 in seven public institutions. The results of the research are summarized as follows. First, it appears that rational culture has a significant and positive effect on OCB. Second, hierarchical culture has a significant and negative effect on OCB. Third, job satisfaction and organizational commitment work as positive media for the relationship between development culture, transactional leadership, and OCB. Job satisfaction also acts as an effective antecedent for organization commitment This study concludes that it is important for corporations to have flexible organizational culture and leadership in order to react and adapt to outside changes in the environment. Public institutions need to develop and implement education programs.

This study aims to examine causal relationships, both direct and indirect, by positing organizational culture, leader styles, organizational commitment, and job satisfaction as antecedents of organizational citizenship behavior(OCB). Data for analysis were collected through questionnaire instruments from 365 employees from March to May 2009 in seven public institutions. The results of the research are summarized as follows. First, it appears that rational culture has a significant and positive effect on OCB. Second, hierarchical culture has a significant and negative effect on OCB. Third, job satisfaction and organizational commitment work as positive media for the relationship between development culture, transactional leadership, and OCB. Job satisfaction also acts as an effective antecedent for organization commitment This study concludes that it is important for corporations to have flexible organizational culture and leadership in order to react and adapt to outside changes in the environment. Public institutions need to develop and implement education programs.

Organization Citizenship Behavior (OCB), OrganizationalCulture, Leadership, Job Satisfaction, Organizational Commitment