CAJ | 학술논문

本文旨在考察工作不安全感对组织承诺的影响过程中的心理契约破坏感的中介机制。本文对来自企业的398个有效调查样本，采用层级回归法和中介效应检验程序，获得了如下研究结果：（1）在工作不安全感的五个分维度中，工作丧失不安全感、薪酬晋升不安全感、人际关系不安全感均对组织承诺不具有显著影响，但工作执行不安全感对组织承诺具有负向影响，过度竞争不安全感对组织承诺则具有正向影响；（2）心理契约破坏感对组织承诺具有负向影响；（3）心理契约破坏感在工作执行不安全感和组织承诺问起到部分中介作用，而在过度竞争不安全感和组织承诺间则起到完全中介作用。最后，研究结合以上研究结果和心理契约理论与可雇佣性理论阐发了相关管理启示。
본문지재고찰공작불안전감대조직승낙적영향과정중적심리계약파배감적중개궤제。본문대래자기업적398개유효조사양본，채용층급회귀법화중개효응검험정서，획득료여하연구결과：（1）재공작불안전감적오개분유도중，공작상실불안전감、신수진승불안전감、인제관계불안전감균대조직승낙불구유현저영향，단공작집행불안전감대조직승낙구유부향영향，과도경쟁불안전감대조직승낙칙구유정향영향；（2）심리계약파배감대조직승낙구유부향영향；（3）심리계약파배감재공작집행불안전감화조직승낙문기도부분중개작용，이재과도경쟁불안전감화조직승낙간칙기도완전중개작용。최후，연구결합이상연구결과화심리계약이론여가고용성이론천발료상관관리계시。
With fast technological change and accelerated global competition, working life has been subject to dramatic change over the past three decades. These changes tend to produce increased feelings of insecurity among the workers, not only pertaining to their jobs but also about the future in general. In this context, a growing number of organizational behavior and occupational health scholars and practitioners are addressing the issue of job insecurity. While most definition of the construct also share the view that job insecurity is a subjectively experienced stressor about the threats of imminent job loss, a number of commentators have argued that the definition and measurement of job insecurity would benefit from including concerns about deteriorated employment conditions and career opportunities. Under this guidance, some multidimensional measurement tools of job insecurity had been developed. In an attempt to clearing the unique effects of different dimensions of job insecurity on organizational outcomes, this research was carried out with a domestic job insecurity multidimensional measurement tool. A growing body of research also suggests that job insecurity have negative consequences for employees＇ attitudes toward the organization. For example, empirical research offers consistent support for a negative relationship between job insecurity and organizational commitment. According to the intrinsic mechanism between the above mentioned, scholars prefer to use the psychological contract theory to explain. Job insecurity, which is often viewed as a serious violation of an employer＇ s obligation to its employees, triggers a redefinition of a relational contract toward one that is more transactional in nature, leading employees to psychologically withdraw from the organization. Therefore, the social exchange model of job insecurity predicts that job insecurity will be negatively related to organizational commitment. Although the psychological contract theory has been well-documented in this filed, few empirical researches truly verified the mediating effect of psychological contract breach. Hence, the second purpose of this research was to investigate the mediating mechanism between different dimensions of job insecurity and organizational commitment, during which psychological contract breach was playing role of mediator. The present research carried out an empirical analysis by using 398 effective samples from companies and using the hierarchical regression analysis and the inspection procedure of mediator. The main conclusions are as the following ：（ 1 ） Insecurity of job loss, insecurity of payment and insecurity of interpersonal relationship have no significant positive effect on organizational commitment, while insecurity of job execution has a significant negative effect on organizational commitment, and insecurity of excessive competition has a significant positive effect on organizational commitment. Therefore, different dimensions of job insecurity indeed have unique influence on organizational commitment, or say, job insecurity may act as a double-edged sword role. Hence, managers need to propose targeted measures toward the effects of different dimensions of job insecurity. （ 2 ） Psychological contract breach has a significant negative effect on organizational commitment. This result is similar with previous research results. （3） Through the partially mediating effect of psychological contract breach, Insecurity of job execution not only had negative effect on organizational commitment, and it also had direct positive effect on organizational commitment. While through the holly mediating effect of psychological contract breach, insecurity of excessive competition had positive effect on organizational commitment. In the discussion section, we argued that the key points to understand the above two mediating effects was the changed psychological contract based on employee＇s employability.