組織市民行動과 組織 公正性 및 리더-構成員 交換關係의 관계에 관한 연구

Abstract

To achieve the goal of an organization effectively, the cooperation among individuals and groups that make up the organization is essential and the drive of its members who strive and cooperate voluntarily for the organization is essential factor that works for organizational efficiency. In short, the organization is rightly said to be some kind of group that is made up of at least 2 members that have common goals which interacts for such common goals. Recently researchers on the organizational behavior such as Organ found organizational citizenship behavior as a kind of conception included in the achievements of contentment and argument, and they do have studies from various angles. Organizational citizenship behavior is the one that contributes to the effectiveness of an organization, but because it is a factor that as a voluntary behavior of an organization with no official rewards not only makes it easy to do manager's duty but it also enhance the chance of success on the side of its members themselves, it is an important factor that should be managed with careful consideration. This study focused, among preceding factors of organizational citizenship behavior, on the theory on the impartiality that has been brought up since 1990 and the quality of the mutual relationship and also gave the overall view about whether the same result can be applied to the present Korean situation. Accordingly, the concrete aim of this study can be describes as follows; First, it is studied by applying the results of organizational citizenship behavior to the present Korean situation whether this organizational impartiality and exchangeability between leader and its members that have been found to be very important factors of organizational citizenship behavior have deep relationship under Korean situation. Second, on the basis of the result of the study, the importance of the efficiency of personnel management in our company and its consequential increase of effectiveness are presented as an issue. Through the experimental analysis of these items of this study, following results are set forth: First, the impartial viewpoints of the members have positive relation with organizational citizenship behavior, and that organizational citizenship behavior is to be influenced by more perception about the procedural impartiality than distributional impartiality. Second, besides perception of the impartiality between the members which is established as an independent factor of organizational citizenship behavior, exchangeability between leader and its members influences organizational citizenship behavior. Third, it is testified that among organizational impartiality - distributional and procedural impartiality - and exchangeable relationship between leader and its members, the latter has more influence on the organizational citizenship behavior, and thus among others exchangeability between leader and its members are of much importance to the motivation of organizational citizenship behavior. As a result of this study, it is shown that how important the conception of impartiality on the management of an organization - wage, promotion and so on - are. That is, on the side of a company's personnel management the impartial administration is very essential to the achievement of a company's goal and improvement of the efficiency. To do their only shared work or to exercise their best over the shared work depends on the company's impartial administration. Thus a company is to manage its organization with the conception of impartiality. And the leadership is another problem. Recently it is emphasized that leadership should make its members act voluntarily. But the leader's behavior is always preceded by the relationship with its members. That is, all leaders are to show the credibility for its members to obey them with confidence and to give feedback to its members about the procedure and achievement. With the realization of these factors the relationship between the leader and its members gets closer, and thus the organizational citizenship behavior of its members gets more frequent. Consequently the managers or administrators are to have more close relationship with its members.