earticle

영어

The purpose of this study is to identify whether performance feedback has effects on organizational commitment, relating with interpersonal trust, distributive and procedural fairness and job satisfaction. The results of this study are as follows. First, performance feedback as the preceding variable had statistically significant influence upon trust, distributive fairness and job satisfaction, but was not statistically significant in procedural fairness and organizational commitment, which is the dependent variable. Second, trust, which is the independent variable, had statistically significant influence upon distributive and procedural fairness and organizational commitment, but was not significant in job satisfaction. And, distributive fairness was not significant in job satisfaction, but was significant in organizational commitment. Third, job satisfaction, which is the independent variable, had significant influence upon organizational commitment. Fourth, performance feedback was statistically significant when considering the indirect effect on organizational commitment, through the medium of trust, distributive and procedural fairness and job satisfaction. And, performance feedback was insignificant in the direct effect, but had significant influence in the total effect, thereby showing the conclusion that the higher performance feedback leads to the more organizational commitment. Fifth, all the effects of trust and distributive fairness on organizational commitment were significant, thereby having the conclusion that the higher two variables lead to the more organizational commitment. Sixth, all the indirect effects of distributive and procedural fairness and the job satisfaction on organizational commitment were insignificant, but were significant in direct and total effect, getting the conclusion that the higher fairness in procedure and job satisfaction lead to the more organizational commitment. Finally, we concluded that the higher performance feedback, trust, distributive and procedural fairness and job satisfaction lead to the more organizational commitment, and the results of prior research and this study were confirmed to be consistent almost.

한국어

본 연구에서는 성과피드백이 직원의 신뢰, 분배와 절차공정성, 직무만족과 관련하여 조직몰입에어떠한 영향을 미치는가를 파악하고자 한다. 본 연구의 결과를 요약하면, 첫째, 선행변수로서 성과피드백은 신뢰, 분배공정성, 직무만족에 통계적으로 유의한 영향을 미쳤으나 절차공정성과 종속변수인 조직몰입에는 통계적으로 유의하지 않았다. 둘째, 독립변수인 신뢰는 분배와 절차공정성, 조직몰입에 통계적으로 유의한 영향을 미치나 직무만족에 유의하지 않고, 절차공정성은 직무만족에 유의하지 않았으나 조직몰입에 유의하였다. 셋째, 독립변수인 직무만족은 조직몰입에 통계적으로 유의한 영향을 미치고 있었다. 넷째, 성과피드백이 신뢰, 분배와 절차공정성, 직무만족을 매개로 하여 조직몰입에 미치는 간접효과를 고려할 때 통계적으로 유의하였고, 직접효과는 비유의하였으나 전체효과에서 유의한 영향을 미치는 것으로 나타났으므로 성과피드백이 높을수록 조직몰입도 높다는 결론을 얻을 수 있었다. 다섯째, 신뢰와 분배공정성이 조직몰입에 미치는 모든 효과가 유의하게 나타났으므로 신뢰와분배공정성이 높을수록 조직몰입도 높다는 결론을 얻을 수 있었다. 여섯째, 절차공정성과 직무만족이 조직몰입에 미치는 간접효과는 모두 유의하지 않았으나 직접효과와 전체효과는 모두 유의하게 나타나 절차공정성과 직무만족이 높을수록 조직몰입이 높다는 결론을 얻을 수 있었다. 따라서 성과피드백, 신뢰, 분배와 절차공정성 및 직무만족이 높을수록 조직몰입도 높다는 결론을 얻었으므로, 이전연구와 본 연구의 결과와 일치한다는 것을 최종적으로 확인하였다.