종업원의 자율성 증대와 조직성과의 관계에 미치는 경력몰입의 주절역할

Abstract

It is generally accepted that there is a positive relationship between organizational

autonomy and performance. However, a few researchers recently argued that the increased

autonomy may not automatically result in high performance and that the employees

personality and disposition might be the cause of the null effect of autonomy. So, this study

investigates the complexities in the relationships between organizational autonomy and

outcomes by examining the interaction effect of the employees career-oriented commitment

on that relationship. More specifically, we suggest that career-oriented commitment may

serve as a mechanism for facilitating the autonomy impact to organizational outcome

variables including job satisfaction, job performance and continuance commitment of the

members. As such, we propose moderating roles of career commitment on the relationship

between perceptions of autonomy and the work outcomes.

It was hypothesized that autonomy would enhance the organizational performance and

that the interaction between autonomy and career commitment would have effects on

organizational outcomes. The sample consisted of 280 employees from 40 enterprises near

Seoul.

Hypotheses were supported for the proposed interaction effect of career commitment with autonomy on three of the work outcomes: satisfaction(+), performance(+) and continuance

commitment(-). Implications of results and areas for future research are discussed.