earticle

영어

Recently there are conflict among social class due to social injustice and polarization. Though many previous researchers have tried to examine these kinds of phenomenon through socioeconomic status. they have focused on objective socioeconomic status. Unlike objective socioeconomic status, approach of subjective socioeconomic status can explain more fluently employees’ attitude and performance in organization. The purpose of this research is to test the effects of subjective socioeconomic status on job performance and organizational commitment. Also, we attempt to verify the mediating effects of LMX and CWX on the relationships between subjective socioeconomic status and job performance, and between socioeconomic status and organizational commitment. Based on prior research, we derives following hypotheses. H1: Subjective socioeconomic status will be positively related to LMX. H2: Subjective socioeconomic status will be positively related to CWX. H3: LMX will be positively related to job performance. H4: LMX will be positively related to organizational commitment. H5: CWX will be positively related to job performance. H6: CWX will be positively related to organizational commitment. H7: LMX will mediate the relationship between Subjective socioeconomic status and job performance. H8: LMX will mediate the relationship between Subjective socioeconomic status and organizational commitment. H9: CWX will mediate the relationship between Subjective socioeconomic status and job performance. H10: CWX will mediate he relationship between Subjective socioeconomic status and organizational commitment. To examine the proposed hypotheses in this study, we have collected 311 data from employees in eight organizations, after process of excluding unanswered items questionnaires, 303 employees data is used for analysis finally. We examined the H1, H2, H3, H4, H5, and H6 through multiple regression analysis. And bootstrapping regression analysis is used to examine the mediating effects of Subjective socioeconomic status(H7, H8, H9, and H10). The major findings are as follows: 1) subjective socioeconomic status is positively associated with LMX. 2) subjective socioeconomic status is positively associated with CWX. 3) LMX is positively associated with job performance. 4) LMX is positively associated with organizational commitment. 5) CWX is positively associated with job performance. 6) CWX is positively associated with organizational commitment. 7) LMX fully mediates the relationship between socioeconomic status and job performance. 8) LMX fully mediates the relationship between socioeconomic status and organizational commitment. 9) CWX fully mediates the relationship between socioeconomic status and job performance. 10) CWX partially mediates the relationship between socioeconomic status and organizational commitment. Based on these results, theoretical and practical implications were provided, and direction for future research are discussed.

한국어

본 연구는 주관적 사회경제적 지위가 직무성과 및 조직몰입에 미치는 직접효과와 함께 주관적 사회경제적 지위와 직무성과, 주관적 사회경제적 지위와 조직몰입 간의 관계에서 LMX(Leader-Member Exchange)와 CWX(Coworker Exchange)의 매개효과를 검증하고자 하였다. 본 연구에서 설정한 가설 검증을 위해 국내 소재 기업 303명의 종업원 설문자료를 활용하였다. 실증연구 결과는 다음과 같다. 첫째, 주관적 사회경제적 지위는 직무성과 및 조직몰입에 정(+)의 영향을 미치고 있는 것으로 나타났다. 둘째, LMX는 사회경제적 지위와 직무 성과, 사회경제적 지위와 조직몰입 간의 관계를 완전 매개하는 것으로 나타났다. 셋째, CWX는 사회경제적 지위와 직무성과 간의 관계를 완전 매개하는 한편, 사회경제적 지위와 조직몰입 간의 관계를 부분 매개하는 것으로 나타났다. 연구결과를 토대로 연구의 의의 및 시사점, 향후 연구방향을 제시하였다.