노동유연성이 중고령자의 직무불안정성, 조직냉소주의, 조직시민행동에 미치는 영향에 관한 연구

Abstract

본 연구는 IMF 경제위기 이후 급격한 경영환경의 변화와 인구 고령화 현상과 맞물려 노동시장의 지각변동이 예측되고 있는 현 시점에서 중고령자들을 대상으로 하여 고용환경의 변화가 이들의 심리 및 태도에 미치는 영향과 나아가 기업 성과에 미치는 영향을 실증적으로 검토하고 이에 시사점을 제공하기 위해 시도되었다. 이를 위해 문헌을 통한 이론 고찰과 선행연구 고찰을 통해 고용안정정책을 대표하는 노동유연성의 특징과 직무불안정, 조직냉소주의, 조직시민행동의 개념을 정리하고 이를 각각 변수로 도출하여 변수들 간의 관계에 대한 그 동안의 연구 성과를 정리하였다. 이를 통해 연구 모형과 가설을 설정하고 실증분석을 실시하였다. 본 연구의 주요 결과를 정리하면 다음과 같다. 첫째, 노동유연성과 직무불안정성의 관계에 대하여 먼저 기능적 유연성은 무력감과 직무상실 가능성에 모두 부(-)의 영향을 미치는 것으로 나타났으나, 직무상실 가능성에만 통계적으로 유의한 영향을 미치는 것으로 나타났다. 수량적 유연성은 직무상실 가능성에 유의한 정(+)의 영향을 미쳤고, 임금유연성은 무력감에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 즉, 종업원들은 기능적 유연성보다는 수량적 유연성과 임금유연성에 의해 직무불안정을 느끼고 있으나, 직무상실 가능성에 대한 인식은 수량적 유연성에 의해, 무력감은 임금유연성에 의해 야기된다는 것을 보여주고 있다. 둘째, 노동유연성과 조직냉소주의의 관계에 대하여 수량적 유연성은 조직냉소주의에 유의한 정(+)의 영향을 미쳤으며, 임금유연성은 유의한 부(-)의 영향을 미치는 것으로 나타났다. 즉, 수량적 유연성에 대하여는 해고가 직무불안정을 높인다는 기존의 연구결과를 지지하고 있으나, 임금유연성에 대하여는 오히려 조직냉소주의가 감소하는 결과가 나타났다. 셋째, 직무불안정성과 조직냉소주의의 관계에 대하여 직무상실 가능성이 조직냉소주의 유의한 정(+)의 영향을 미치는 것으로 나타났다. 이는 막연한 불안감만으로는 종업원들의 태도에 어떠한 영향을 주지는 못하지만, 직접적으로 직무상실의 위협을 인지하였을 때 종업원들의 부정적인 태도의 결과로 나타날 수 있다는 것을 시사해 주고 있다. 넷째, 직무불안정성과 조직시민행동과의 관계에 대하여 먼저 무력감은 이타성, 스포츠맨십, 시민정신에 유의한 정(+)의 영향을 미쳤으며 양심성에 유의한 부(-)의 영향을 미치는 것으로 나타났다. 직무상실 가능성은 스포츠맨십, 시민정신에 유의한 정(+)의 영향을 미치고, 양심성에 유의한 부(-)의 영향을 미치는 것으로 나타났다. 많은 선행연구에 의하면 직무불안정이 이직의도를 높이고 신뢰와 고용만족을 낮추지만, 일부 연구에서는 적정 수준의 직불안정성이 높은 직무완성을 이끌어낸다고 하여 본 연구의 결과는 직무불안이 조직시민행동에 부(-)의 영향을 미칠 것이라는 가설은 부분채택되었지만, 후자의 견해를 일부 지지한다고 할 수 있다. 다섯째, 조직냉소주의와 조직시민행동의 관계에 대하여 조직냉소주의는 스포츠맨십에 유의한 정(+)의 영향을 미쳤으며, 예의성과 시민정신에는 부(-)의 영향을 미치는 것으로 나타났다. 조직냉소주의가 비교적 최근에 등장한 개념이긴 하나 기존 연구에 의하면 조직냉소주의가 조직시민행동 수행의도 사이에서 부(-)적인 관계가 있다는 연구 결과가 꾸준히 등장하고 있는데 본 연구 결과는 선행연구 결과에 기초한 가설이 부분채택되긴 하였으나 다소 상이하게 나타났다. 본 연구에서는 조직시민행동을 조직 내에서의 연장자로서 중고령자의 역할외 행동에 초점을 맞추었다. 조직냉소주의가 조직시민행동 측정변수의 일부에 오히려 긍정적인 영향을 미친 연구 결과에 대해서는 이러한 개념들에 대해 좀 더 심층적인 연구가 필요하다는 시사점을 남기고 있으나, 젊은층과 구별되는 중고령자의 특성에서 기인할 가능성도 있다. 즉, 중고령자는 연장자로서 젊은 층에게 모범을 보여야 한다는 인식이 강하고 젊은 층에 비해 개인주의적 성향보다는 조직친화적인 성향이 강할 수 있다는 것이다. 만약 중고령자에게서 이러한 특성이 발견된다면 그러한 점에 초점을 둔 이들의 태도 및 행동에 관한 연구가 효율적인 인력관리방안 수립에 도움이 될 것이다. 여섯째, 노동유연성과 조직시민행동의 관계에서 직무불안정성과 조직냉소주의가 매개적 역할을 한다는 것이 확인되었으며, 특히 수량적 유연성의 영향이 가장 큰 것으로 나타났다.| This study was carried out to review that the influence of employment environment change on the mentality and attitude of middle-aged and elderly and the performance of companies further empirically and provide with its implication targeting middle-aged and elderly at current time when the diastrophism of labor market is expected together with the rapid change of business environment and the aging of population after IMF economic crisis. For that, the concept of the characteristics of labor flexibility, unstable job, organizational cynicism and organizational citizenship behavior which present employment stability policy through the study of the theories and by the literature and the study of advanced research and summarized up-to-date research performance regarding the relation between the variables by extracting them as the variable each. Through that, the research model and hypothesis were set and the empirical analysis was performed. To summarize the main results of this study, they are as follows. First, regarding labor flexibility and unstable job, it appeared that the functional flexibility affects both the helplessness and probability of losing job negatively(-) firstly, but that it affects the probability of losing job only significantly and statistically. It showed that the quantitative flexibility affects probability of losing job positively(+) and wage flexibility affects the helplessness positively(+). That is, the employees feel the unstableness of job by the quantitative flexibility and wage flexibility than the functional flexibility meaningfully, but it showed that the recognition of probability of losing job is caused by the quantitative flexibility and helplessness is caused by the wage flexibility. Second, regarding the relation between labor flexibility and organizational cynicism, the quantitative flexibility affects organizational cynicism positively(+) and wage flexibility affects that negatively(-). That is, regarding quantitative flexibility, it supports the existing research result that the layoff raises the unstableness of job, but regarding wage flexibility, it appeared that organizational cynicism is reduced. Third, regarding the relation between unstableness of job and organizational cynicism, it showed that the probability of losing job affects the organizational cynicism positively(+). It means the vague unstableness only cannot affect the attitude of employees at all, but it can be shown as the result of negative attitude of employees when they recognize the threat of losing their jobs. Fourth, regarding the relation between unstableness of job and organizational citizenship behavior, it showed that the helplessness affects the altruism, sportsmanship and civic consciousness positively(+) and does the consciousness negatively(-). It showed also the probability of losing job affects sportsmanship and civic consciousness positively(+) and does the consciousness negatively(-). According to numerous advanced researches, the unstableness of job raises turnover intention and lowers the reliability and satisfaction of employment, but in some studies, the unstableness of job at proper level induces high completeness of job, so the results of this study adopted the hypothesis that the unstableness of job affects the organizational citizenship behavior negatively(-) but supports the opinion of the latter partially. Fifth, regarding the relation between organizational cynicism and organizational citizenship behavior, it showed that organizational cynicism affects sportsmanship positively(+) and it affects courtesy and civic consciousness negatively(-). Though organizational cynicism is the recently-shown concept, according to the existing researches, the research results which says organizational cynicism has the negative(-) relation between organizational cynicism and performance intention appear steadily, however, the results of this study adopted the hypothesis based on the results of the advanced researches partially but it appeared a little differently. This study focused on the behavior of middle-aged and elderly other than their roles as the elderly in the organization regarding organizational cynicism. Regarding the results of research which organizational cynicism rather affects some of the measurement variables of organizational citizenship behavior, it leaves the implication that the research in more depth is required, but there may be also possibility which it is caused by the characteristics of middle-aged and elderly that is differentiated from the young generation. That is, it means that the middle-aged and elderly are willing to show themselves as good examples to the younger generation and they are more inclined toward organization-friendliness rather than individualism-friendliness comparing with the young generation. If such characteristics is found from middle-aged and elderly, the study of their attitude and behavior focused on such respect would be helpful for the establishment of efficient personnel management plan. Sixth, regarding the relation between labor flexibility and organizational citizenship behavior, it was recognized that the unstableness of job and organizational cynicism play the mediating role and it appeared that quantitative flexibility affects the biggest especially.; This study was carried out to review that the influence of employment environment change on the mentality and attitude of middle-aged and elderly and the performance of companies further empirically and provide with its implication targeting middle-aged and elderly at current time when the diastrophism of labor market is expected together with the rapid change of business environment and the aging of population after IMF economic crisis. For that, the concept of the characteristics of labor flexibility, unstable job, organizational cynicism and organizational citizenship behavior which present employment stability policy through the study of the theories and by the literature and the study of advanced research and summarized up-to-date research performance regarding the relation between the variables by extracting them as the variable each. Through that, the research model and hypothesis were set and the empirical analysis was performed. To summarize the main results of this study, they are as follows. First, regarding labor flexibility and unstable job, it appeared that the functional flexibility affects both the helplessness and probability of losing job negatively(-) firstly, but that it affects the probability of losing job only significantly and statistically. It showed that the quantitative flexibility affects probability of losing job positively(+) and wage flexibility affects the helplessness positively(+). That is, the employees feel the unstableness of job by the quantitative flexibility and wage flexibility than the functional flexibility meaningfully, but it showed that the recognition of probability of losing job is caused by the quantitative flexibility and helplessness is caused by the wage flexibility. Second, regarding the relation between labor flexibility and organizational cynicism, the quantitative flexibility affects organizational cynicism positively(+) and wage flexibility affects that negatively(-). That is, regarding quantitative flexibility, it supports the existing research result that the layoff raises the unstableness of job, but regarding wage flexibility, it appeared that organizational cynicism is reduced. Third, regarding the relation between unstableness of job and organizational cynicism, it showed that the probability of losing job affects the organizational cynicism positively(+). It means the vague unstableness only cannot affect the attitude of employees at all, but it can be shown as the result of negative attitude of employees when they recognize the threat of losing their jobs. Fourth, regarding the relation between unstableness of job and organizational citizenship behavior, it showed that the helplessness affects the altruism, sportsmanship and civic consciousness positively(+) and does the consciousness negatively(-). It showed also the probability of losing job affects sportsmanship and civic consciousness positively(+) and does the consciousness negatively(-). According to numerous advanced researches, the unstableness of job raises turnover intention and lowers the reliability and satisfaction of employment, but in some studies, the unstableness of job at proper level induces high completeness of job, so the results of this study adopted the hypothesis that the unstableness of job affects the organizational citizenship behavior negatively(-) but supports the opinion of the latter partially. Fifth, regarding the relation between organizational cynicism and organizational citizenship behavior, it showed that organizational cynicism affects sportsmanship positively(+) and it affects courtesy and civic consciousness negatively(-). Though organizational cynicism is the recently-shown concept, according to the existing researches, the research results which says organizational cynicism has the negative(-) relation between organizational cynicism and performance intention appear steadily, however, the results of this study adopted the hypothesis based on the results of the advanced researches partially but it appeared a little differently. This study focused on the behavior of middle-aged and elderly other than their roles as the elderly in the organization regarding organizational cynicism. Regarding the results of research which organizational cynicism rather affects some of the measurement variables of organizational citizenship behavior, it leaves the implication that the research in more depth is required, but there may be also possibility which it is caused by the characteristics of middle-aged and elderly that is differentiated from the young generation. That is, it means that the middle-aged and elderly are willing to show themselves as good examples to the younger generation and they are more inclined toward organization-friendliness rather than individualism-friendliness comparing with the young generation. If such characteristics is found from middle-aged and elderly, the study of their attitude and behavior focused on such respect would be helpful for the establishment of efficient personnel management plan. Sixth, regarding the relation between labor flexibility and organizational citizenship behavior, it was recognized that the unstableness of job and organizational cynicism play the mediating role and it appeared that quantitative flexibility affects the biggest especially.