CAJ | 학술논문

本文从组织行为层次探讨劳动关系氛围与员工态度之间的关系。基于60家企业1607名员工的问卷调查，本文探讨了劳资双赢、劳资对立和员工参与三种劳动关系氛围对员工内在和外在满意度的直接影响，以及员工组织承诺在上述关系中的调节作用。研究发现，劳资双赢氛围显著地提升员工的内在和外在满意度，劳资对立氛围显著地降低员工的内在和外在满意度，员工参与氛围仅能显著提升员工的内在工作满意度。同时，员工组织承诺中的情感承诺能显著增强劳资双赢氛围对内在和外在工作满意度的积极影响，但仅能显著降低劳资对立氛围对内在工作满意度的消极影响，而对员工参与氛围的影响不具有调节作用。此外，研究还发现交易承诺不存在调节效果。
본문종조직행위층차탐토노동관계분위여원공태도지간적관계。기우60가기업1607명원공적문권조사，본문탐토료로자쌍영、로자대립화원공삼여삼충노동관계분위대원공내재화외재만의도적직접영향，이급원공조직승낙재상술관계중적조절작용。연구발현，로자쌍영분위현저지제승원공적내재화외재만의도，로자대립분위현저지강저원공적내재화외재만의도，원공삼여분위부능현저제승원공적내재공작만의도。동시，원공조직승낙중적정감승낙능현저증강로자쌍영분위대내재화외재공작만의도적적겁영향，단부능현저강저로자대립분위대내재공작만의도적소겁영향，이대원공삼여분위적영향불구유조절작용。차외，연구환발현교역승낙불존재조절효과。
Most domestic researches about labor relations focus on the institutional level analysis, and pay less attention to the effects of corpo-rate labor relations practices on employee behaviors and attitudes. This study examines the relationships between labor relations climate and employee attitudes on the organizational behavior level. Based on the questionnaire survey of 1607 employees from 60 enterprises, this study examines the direct effects of three kinds of labor relations climate such as labor-management mutual regard climate, labor-management hostility climate and employee participation climate on both intrinsic job satis- faction and extrinsic job satisfaction, as well as the moderator effects of affective commitment and continuance commitment on the relationships between these three kinds of labor relations climates and two kinds of job satisfaction. The results show that, labor-management mutual regard cli- mate can significantly increase employees＇ both intrinsic job satisfaction and extrinsic job satisfaction, while labor-management hostility climate can significantly decrease employees＇ both intrinsic job satisfaction and extrinsic job satisfaction, but employee participation climate can only significantly increase employees＇ intrinsic job satisfaction. At the same time, employees＇ affective commitments can significantly enhance the positive effect of labor-management mutual regard climate on employees＇ both intrinsic job satisfaction and extrinsic job satisfaction, but only can significantly reduce the negative effect of labor-management hostility climate on employees＇ intrinsic job satisfaction. Also, employees＇ affec- tive commitments have no moderator effect on the relationships between employee participation climate and employees＇ intrinsic job satisfaction and extrinsic job satisfaction. Furthermore, the result does not show any moderator effect of employees＇ continuance commitments on the rela- tionships between three kinds of labor relations climate and two kinds of job satisfactions. This study can supply an empirical support for those companies which put effort on the building of affect linkage with em- ployees. At the same time, the study also can further the labor relations research on the organizational behavior level.