기업 내 사회적 자본과 조직몰입의 관계에서 집단효능감의 매개효과

Abstract

본 연구의 목적은 상호연결성, 신뢰, 비전 및 가치 공유로 구성된 기업 내 사회적 자본이 조직몰입과 집단효능감에 미치는 영향과 사회적 자본과 조직몰입의 관계에서 집단효능감의 매개효과를 알아보는 것이었다. 이를 통해 기업 내 사회적 자본이 구성원들의 집단효능감과 조직몰입으로 이어지는 매커니즘을 실증적으로 규명하고자 하였다. 연구목적을 바탕으로 수립한 구체적인 연구문제는 다음과 같다. 연구문제 1. 기업 내 사회적 자본은 조직몰입에 어떠한 영향을 미치는가? 연구문제 2. 기업 내 사회적 자본은 집단효능감에 어떠한 영향을 미치는가? 연구문제 3. 기업 내 사회적 자본과 조직몰입의 관계에서 집단효능감의 매개효과는 어떠한가? 연구문제 검증을 위해 국내 6개 대기업 구성원들을 대상으로 설문조사를 실시하였고 총 233부를 유효 자료로 분석에 사용하였다. 수집된 자료의 분석을 위해 SPSS 21.0과 AMOS 21.0을 사용하였으며 통계적 유의수준의 검증은 .05를 기준으로 하였다. 본 연구에서는 먼저 조사도구의 타당도와 신뢰도 확보를 위해 각 변수별로 확인적 요인분석(confirmatory factor analysis)과 Cronbach’s α값을 기준으로 신뢰도 분석을 실시하였다. 연구문제 검증을 위해 2단계 접근법(two-step approach)에 따른 구조방정식 모형(structural equation modeling) 분석을 실시하였으며 최대우도법(maximum likelihood estimation)을 통해 모수를 추정하였다. 또한 부트스트랩핑(bootstrapping)을 실시하여 간접효과의 유의성을 살펴봄으로써 매개효과를 검증하였다. 본 연구의 주요한 결과는 다음과 같다. 첫째, 사회적 자본과 조직몰입의 관계에서 신뢰와 비전 및 가치 공유가 조직몰입에 유의한 영향을 주는 것으로 나타났으며, 상호연결성은 유의한 영향을 미치지 않는 것으로 나타났다. 또한 비전 및 가치 공유가 신뢰에 비해 조직몰입에 미치는 영향력이 큰 것으로 나타났다. 둘째, 사회적 자본과 집단효능감의 관계에서 비전 및 가치 공유가 집단효능감에 유의한 영향을 미치는 것으로 나타났으며, 신뢰와 상호연결성은 유의한 영향을 미치지 않는 것으로 나타났다. 셋째, 사회적 자본의 인지적 차원인 비전 및 가치 공유와 조직몰입의 관계에서 집단효능감의 부분매개효과가 있는 것이 확인되었다. 본 연구의 결론을 종합하여 다음과 같은 시사점을 도출할 수 있다. 첫째, 사회적 자본에 대한 이해를 바탕으로 조직 내에서 네트워크, 신뢰, 공유가치가 잘 활용할 수 있는 환경을 구축해야 한다. 둘째, 구성원들의 조직몰입과 집단효능감 향상을 위해 핵심가치와 비전과 같은 공유가치의 중요성을 인식해야 한다. 셋째, 조직 차원에서 핵심가치와 비전을 구성원들에게 효과적으로 전파하기 위한 전략이 필요하다.|The purpose of this study was to examine the influence of social capital on organizational commitment and collective-efficacy, and also to verify the mediating effect of collective-efficacy on the relationship between social capital and organizational commitment. Research questions are as follows. Question 1. How does social capital have an effect on employee’s organizational commitment? Question 2. How does social capital have an effect on employee’s collective-efficacy? Question 3. What is the mediating effect of collective-efficacy on the relationship between social capital and organizational commitment? A total number of 233 questionnaires from 6 Korean large firms were used for data analysis. Data analysis was accomplished using SPSS 21.0 and AMOS 21.0 program. An alpha level of .05 was established prior for determining significance. In order to verify the validity and reliability of measuring instruments, confirmatory factor analysis and reliability analysis ware carried out. To verify research questions, structural equation modeling(SEM) analysis with maximum likelihood(ML) estimation were used applying two-step approach. In addition, bootstrapping was used to verify significance of mediating effect of collective-efficacy. The results of this study are as follows. First, sharing vision and value had a statistically significant effect on organizational commitment. Also, trust had a statistically significant effect on organizational commitment. However, network had no significant effect on organizational commitment. Second, sharing vision and value had a statistically significant effect on collective-efficacy. However, network and trust had no significant effect on collective-efficacy. Third, collective-efficacy had a partial mediating effect on the relationship between sharing vision and value and organizational commitment. In conclusion, three major implications can be drawn from the findings of this study. First, it is important to set up a favorable environment to utilize network, trust and shared values in the organization. Second, companies should recognize the importance of shared values such as vision and core value to enhance employee’s organizational commitment and collective-efficacy. Third, companies should make an effort to spread their vision and core value to employees.; The purpose of this study was to examine the influence of social capital on organizational commitment and collective-efficacy, and also to verify the mediating effect of collective-efficacy on the relationship between social capital and organizational commitment. Research questions are as follows. Question 1. How does social capital have an effect on employee’s organizational commitment? Question 2. How does social capital have an effect on employee’s collective-efficacy? Question 3. What is the mediating effect of collective-efficacy on the relationship between social capital and organizational commitment? A total number of 233 questionnaires from 6 Korean large firms were used for data analysis. Data analysis was accomplished using SPSS 21.0 and AMOS 21.0 program. An alpha level of .05 was established prior for determining significance. In order to verify the validity and reliability of measuring instruments, confirmatory factor analysis and reliability analysis ware carried out. To verify research questions, structural equation modeling(SEM) analysis with maximum likelihood(ML) estimation were used applying two-step approach. In addition, bootstrapping was used to verify significance of mediating effect of collective-efficacy. The results of this study are as follows. First, sharing vision and value had a statistically significant effect on organizational commitment. Also, trust had a statistically significant effect on organizational commitment. However, network had no significant effect on organizational commitment. Second, sharing vision and value had a statistically significant effect on collective-efficacy. However, network and trust had no significant effect on collective-efficacy. Third, collective-efficacy had a partial mediating effect on the relationship between sharing vision and value and organizational commitment. In conclusion, three major implications can be drawn from the findings of this study. First, it is important to set up a favorable environment to utilize network, trust and shared values in the organization. Second, companies should recognize the importance of shared values such as vision and core value to enhance employee’s organizational commitment and collective-efficacy. Third, companies should make an effort to spread their vision and core value to employees.