DOI QR코드

DOI QR Code

An Empirical Study on the Effects of Organizational Cynicism and EVLN Responses on Organizational Commitment and Pro-union behavioral Intentions

  • 투고 : 2011.05.27
  • 심사 : 2011.06.24
  • 발행 : 2011.06.28

초록

This paper has investigated the effects of employees' organizational cynicism on their organizational commitment and pro-union behavioral intentions in the context of repetitively implementing business innovation program. The cynical responses about the business innovation program & projects have been classified into four categories; Exit, Voice, Loyalty and Neglect. The research samples have been drawn from managers and office employees at four business sites of conglomerates in Korea. According to the analysis, business innovation program which is continuous and repetitive has made managers and office employees have highly cynical attitudes. In turn, the organizational cynicism has accelerated their Exit and Neglect responses, but shrunk Voice and Loyalty responses. As a result, it has been confirmed that the organizational cynicism has a direct effect on organizational commitment and pro-union behavioral intentions. In addition, it has been concluded that Exit and Neglect had a negative effect on organizational commitment but a positive effect on pro-union behavioral intentions. Even though Voice and Loyalty had a positive effect on organizational commitment, they had no significant effect on pro-union behavioral intentions. Furthermore, no mediating effect has been detected. Implications and suggestions for future research were then discussed.

키워드

참고문헌

  1. C.R. Carlson, and W.W. Wilmot, "Innovation", Gimm-young Publishers. Inc, 2008, pp.23-43.
  2. S.K. Piderit, "Rethinking resistance and recognizing ambivalence: A multidimensional view of attitudes toward an organizational change", Academy of Management Review, 25(4), 2000, pp.783-794.
  3. T.N. Gilmore, G.P. Shea, & M. Useem, "Side effort of corporate transformations", Journal of Applied Behavioral Science, 33, 1997, pp.174-189. https://doi.org/10.1177/0021886397332007
  4. H.S. Seol, and S.G. Ji, "An Exploratory Study on Antecedents of Cynicism about Organizational Innovation", The Korean Academic Association of Business Administration, Vol. 18, No. 3, 2005, pp.1349-1367.
  5. D.A. Yousef, "Organizational commitment and job satisfaction as predictors of attitudes toward organizational change in a non-western setting", Personal Review, 29(5), 2000, pp.568-592.
  6. D. Farrell, "Exit, Voice, Loyalty and Neglect as responses to job dissatisfaction: A multidimensional scaling study", Academy of Management Journal, 26, 1983, pp. 596-607. https://doi.org/10.2307/255909
  7. M.J. Withey, and W.H. Cooper, "Predicting Exit, Voice, Loyalty and Neglect" Administrative Science Quarterly, 34, 1989, pp.521-539. https://doi.org/10.2307/2393565
  8. D. Bunce, & M. West, "Stress Management and Innovation Interventions at work", Human Relation, 49 (2), 1996, pp.209-232. https://doi.org/10.1177/001872679604900205
  9. G.W. Downs Jr., & L.B. Mohr, "Conceptual Issues in the Study of Innovation", Administrative Science Quarterly, 21, 1980, pp.700-714.
  10. S.H. Song, and K.J. Hwang, "The Effect of Employees' Dissatisfaction for Business Innovation and Their Job Alienation on Organizational Effectiveness", Korean Management Review, Vol. 14, No 1, pp.105-134.
  11. J.M. Lee and D.Y. Shin, "Dual Commitment and Its Antecedents and Mediator: The Case of a Workplace Implementing New Management Practices", Korean Journal of Management, Vol. 11, No. 2, 2003, pp.1-39.
  12. G.J. Borjas, "Job satisfaction, wages, and unions", Journal of Human Resources, 14, 1979, pp.21-39 https://doi.org/10.2307/145536
  13. J.H. Jung, "Relationship between employees' to firm satisfaction and Trade Union commitments", Seoul University, Doctoral Dissertation, 1992
  14. J.W. Dean, P. Brandes, & R. Dharwadkar, "Organizational cynicism", Academy of Management Review, 23, 1998, pp.341-352.
  15. R.T. Mowday, R.M. Steers, & L.W. Porter, The measurement of organizational commitment, Journal of Vocational Behavior, 14, 1979, pp.224-247. https://doi.org/10.1016/0001-8791(79)90072-1
  16. K. Lee, N.J. Allen, & J.P. Meyer& K.Y. Rhee, "The three component model of organizational commitment: An application to South Korea", Applied Psychology: An International Review, 50, 2001, pp.596-614. https://doi.org/10.1111/1464-0597.00075
  17. K. Kelloway, V. Catano, & R. Southwell, The Construct validity of Union Commitment: Development and dimensionality of a Shorter Scale. Journal of Occupational and Organizational Psychology, 65, 1992, pp.197-211. https://doi.org/10.1111/j.2044-8325.1992.tb00498.x