earticle

영어

In modern business, organization members that influence the organization performance are a key resource and create core competency and competitive advantage. In other words, Human resources of organization are the principal resources to operate material and capital resources. Also that is driving force of business and key success factor. Thus, the enterprises need to transfer the loyalty through growing owner’s mind and a sense of unity over the enterprise and brand and to make the organizational revitalization for the employees who have self-confidence and pride as a member of organization. Many companies are getting interested in the organizational identification and the organizational reputation as a tool which may enhance the competitive value of a company. Organizational identification is defined as perceptions of common fate between the individual and the organization, as suggested by the social identity theory. This study based on the conceptual discrimination of organizational identification from both organizational internalization and organizational commitment. Organizational reputation is defined as the attraction of company which express toward employees, customers, investors and journalists. And reputation is described as the rational and emotional attachment. Organizational reputation is related to image, and involves an outsider’s subjective judgement. The purpose of this study is to investigate the relations of perceived organization reputation, organizational identification, and job satisfaction. Perceived organization reputation was categorized into perceived company reputation and division reputation, and we investigate the effects of each variables on job satisfaction. Also, organization identification was categorized into perceived company identification and division identification. In order to attain the objectives of this study, a conceptual model and hypotheses (H1: perceived company reputation will be positively related to company identification, H2: perceived company reputation will be positively related to perceived division reputation, H3: perceived division reputation will be positively related to division identification, H4: division identification will be positively related to company identification, H5: organization identification will be positively related to job satisfaction) were established on the basis of preceding studies. Data were collected by using a set of questionnaires. This study were collected from 296 employees (mostly engineers) for an empirical study. Structural equation modeling was used to analyze this relationship. This study conducted construct reliability and average variance extracted for the reliability test. and convergent validity and discriminant validity for the validity test through confirmatory factor analysis. Moreover, structural equation modeling (SEM) was used to analyze the hypothesized relationships in the conceptual model. This study showed that the proposed model was reasonably fit to the actual data. The result of the overall model analysis is as follows: χ² = 67.162 (df = 38, p = .002), GFI = .961, AGFI = .932, NFI = .974, CFI = .988, RMR = .067. The results from empirical analysis are as follows. First, perceived company reputation seemed to have effects on organizational identification. Second, perceived company reputation seemed to have effects on perceived division reputation. Third, it showed perceived division reputation seemed to have effects on division identification. Fourth, division identification seemed to have effects on company identification. Fifth, company identification seemed to have effects on job satisfaction. Sixth, division identification seemed to have effects on job satisfaction. These results indicate that not only the affective attachment, objective condition of job, and objective situation of job effect on job satisfaction, but also the organizational reputation as social relationship effect on job satisfaction. Theoretical and practical implications were discussed and future research directions were outlined.

한국어

본 연구의 목적은 지각된 조직평판과 조직동일시가 직무만족에 미치는 영향을 살펴보는 것에 있다. 특히, 조직구조에 따라 조직평판을 기업평판과 부서평판으로, 조직동일시를 기업동일시와 부서동일시로 구분하고 직무만족에 미치는 영향을 살펴보고자 한다. 실증연구를 위해 건설엔지니어링 기업의 ‘엔지니어’ 296명으로부터 자료를 수집하고 기업평판, 부서평판, 기업동일시, 부서동일시 그리고 직무만족의 관계에 대하여 구조방정식모형을 실시하였다. 실증분석 결과를 요약하면 다음과 같다. 첫째, 기업평판은 기업동일시에 정(+)의 영향을 주는 것으로 나타났다. 둘째, 기업평판은 부서평판에 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 부서평판은 부서동일시에 정(+)의 영향을 미치는 것으로 나타났다. 넷째, 부서동일시는 기업동일시에 정(+)의 영향을 미치는 것으로 나타났다. 다섯째, 기업동일시는 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 여섯째, 부서동일시는 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 이러한 연구 결과들은 지각된 조직평판이 기업평판과 부서평판으로, 조직동일시가 기업동일시와 부서동일시로 구분될 수 있다는 것을 보여주고 있는 것이다. 또한 조직평판(기업평판과 부서평판)은 조직동일시(기업동일시와 부서동일시)를 매개로 직무만족에 차별적인 영향을 미치기 때문에 조직은 조직 외부이해관계자에 대한 평판관리를 통해 구성원들의 조직동일시를 유도하여 직무만족을 높일 수 있을 것이다.