earticle

영어

This paper examines the relationship between perceived organizational support, teamwork, organizational commitment, and organizational cynicism. Organizational cynicism is a negative attitude characterized by frustration, hopelessness, and disillusionment toward one's employing organizations. It has been suggested that internalization of practice and organizational cynicism be key elements of organizational effectiveness in a few previous papers. Therefore this paper has attempted to empirical test on the relationships between POS, organizational commitment, and teamwork. The research model was developed on the basis of job demand-resource model. Data were collected through questionnaire instruments from 1,338 employees of Employment Center. To test the hypotheses, structural equation modeling employed. The model showed adequate fit to the data. Research findings are summarized as follows. First, perceived organizational support, and teamwork has a positive and significant effect on organizational commitment. Second, it was found that organizational commitment. has a negative effect on organizational cynicism. And the final model from supplementary analysis showed that perceived organizational support and teamwork has a indirect effect on organizational cynicism through organizational commitment. The results offer several implications. First, organizations empower employee to control evaluation and rewards for working mechanism. Second, in the team structure, leaders are used as a means of ensuring flexible supporting, which requires a highly trained team leader and team member. finally, the research led to the conclusion that organizational commitment is a critical job-resource. It is also found that teamwork and organizational commitment are a critical predictor of organizational cynicism.

한국어

본 연구는 조직 구성원이 경험하는 부정적 태도인 정서적 소진과 관련된 조직 냉소주의를 종속변수로 하여 관련 변수들과의 관계를 분석하였다. 조직 냉소주의를 줄이는 직접적인 요인으로 조직몰입의향상을 설정하였고, 조직이 구성원의 개인적 가치를 존중하고 관심을 보여줌으로써 형성되는 조직지원인식과 동료 간의 원활한 의사소통과 협력적 관계인 팀웍이 조직몰입에 긍정적인 영향을 줄 것으로 가정하였다. 연구의 자료는 전국 고용센터 종사자 1,338명으로부터 얻은 설문조사 결과를 활용하였다. 연구모형의 분석은 공분산 구조방정식 분석을 사용하였다. 분석 결과에 따르면 조직지원인식은 팀웍과 조직몰입을 높이는긍정적인 효과가 있는 것으로 나타났으며, 팀웍은 조직몰입 향상에도 긍정적인 것으로 확인되었다. 또한 조직몰입의 향상은 조직 냉소주의를 줄이는 효과가 있었고, 추가 분석을 통해 조직지원인식 역시 조직 냉소주의를 줄이는 직접 효과가 있는 것으로 밝혀졌다. 마지막으로 팀웍과 조직몰입은 조직지원인식과 조직 냉소주의와의 관계에 대한 매개효과가 있다는 점도 확인하였다.