본 연구는 대학에 재직 중인 교직원들을 대상으로 직무요구-자원과 조직냉소주의 간 관계를 살펴보고, 개인주의 성향과 집단주의 성향 두 변수가 이들 관계에 미치는 조절효과를 파악하고자 시도되었다. 조직냉소주의에 영향을 미치는 요인으로 선정한 직무요구-자원 모형 가운데에서, 역할갈등은 조직냉소주의와 정의 관계를, 직무 자율성과 사회적 지원은 조직냉소주의와 각각 부의 관련성을 보여주었다. 이는 역할의 과다와는 상관없이 수행하는 직무에 자율성이 없고 갈등이 내재되어 있는 경우, 그리고 사회적 지원이 부족한 경우 조직냉소주의가 증가할 것임을 말해 준다. 한편 조절변수로 선정한 개인주의 성향과 집단주의 성향은 변수 간 관계에 높은 조절효과를 나타냈다. 다만 사회적 지원과 조직변화냉소주의 간 관계에 있어서 개인주의 성향의 조절효과, 그리고 사회적 지원과 제도관리 냉소주의 관계에서 집단주의 성향의 조절효과는 확인되지 않았다. 그러나 대부분의 직무요구-자원과 근로자들의 조직 냉소주의 간 관계에서, 개인주의 및 집단주의 성향의 조절효과가 밝혀짐으로써, 앞으로의 조직 냉소주의 연구 및 관리에 도움이 될 것으로 기대한다.

This study examined the relationships between the job demands-resources and cynicism, and the moderating roles of employees’ individualism and collectivism in those relationships. The data was collected from 272 workers in 5 universities. This study measured the moderating effect of employees’ individualism, and employees’ collectivism using the hierarchic regression approach and one-way anova. The results of this study are summarized as followings. First, regression analysis showed that the role conflict in the job demands was related to organizational cynicism, but the role overload was not related to organizational cynicism. Second, all of the job resource(job autonomy, social support) were related to organizational cynicism. Third, employees’ individualism showed that it had moderating effects in the job demands-resources and cynicism except by the social support and the institutional management cynicism. Employees’ collectivism also showed that it had moderating effects in the job demands-resources and cynicism except by the social support and the organizational change cynicism.

This study examined the relationships between the job demands-resources and cynicism, and the moderating roles of employees’ individualism and collectivism in those relationships. The data was collected from 272 workers in 5 universities. This study measured the moderating effect of employees’ individualism, and employees’ collectivism using the hierarchic regression approach and one-way anova. The results of this study are summarized as followings. First, regression analysis showed that the role conflict in the job demands was related to organizational cynicism, but the role overload was not related to organizational cynicism. Second, all of the job resource(job autonomy, social support) were related to organizational cynicism. Third, employees’ individualism showed that it had moderating effects in the job demands-resources and cynicism except by the social support and the institutional management cynicism. Employees’ collectivism also showed that it had moderating effects in the job demands-resources and cynicism except by the social support and the organizational change cynicism.

job demands-resources, individualism, collectivism, cynicism