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심리적 계약과 조직지향성에 관한 연구 - 전문직과 비전문직 집단간 비교를 중심으로
| DC Field | Value | Language |
|---|---|---|
| dc.contributor.advisor | 윤정구 | - |
| dc.contributor.author | 정소영 | - |
| dc.date.accessioned | 2019-10-21T06:48:19Z | - |
| dc.date.available | 2019-10-21T06:48:19Z | - |
| dc.date.issued | 2006-08 | - |
| dc.identifier.other | 1574 | - |
| dc.identifier.uri | https://dspace.ajou.ac.kr/handle/2018.oak/16923 | - |
| dc.description | 학위논문(석사)--아주대학교 일반대학원 :경영학과,2006. 8 | - |
| dc.description.tableofcontents | <TABLE OF CONTENTS> <LIST OF TABLES> ii <LIST OF FIGURES> ii <ABSTRACT> iii CHAPTER 1: INTRODUCTION 1 A. Study Statement 1 B. Study Goal 2 C. Scope Condition 3 CHAPTER 2: LITERATURE REVIEW 4 A. Boundaryless Career & Psychological Contract 4 B. Professionals and Nonprofessionals 5 C. Internal Labor Market and External Labor Market 7 D. Internal Labor Market and Occupational Labor Market 7 E. Institutionalization: Normative Pressure 8 F. Psychological Contract & Employment Relationships 10 CHAPTER 3: STUDY DESIGN 12 A. Hypotheses 12 B. Operational Definition of Study Variables 17 C. Method and Sample 22 D. Analysis 25 CHAPTER 4: RESULTS & FINDINGS 26 A. Confirmatory Factor Analysis 26 B. Reliability Test 30 C. Descriptive Statistics and Correlations 30 D. Test of Hypotheses 32 1. Differences between Professionals and Nonprofessionals 32 2. Moderation Effect of Occupation Type on Marketability 33 3. Moderation Effect of Occupation Type on Psychological Contract Breach 38 CHAPTER 5: DISCUSSION AND CONCLUSION 43 REFERENCES 46 Appendix I: ISCO88(COM) 51 Appendix II: Questionnaire 56 Appendix III: Occupation Table for Respondents 60 <LIST OF TABLES> <Table I> Demographic Composition of Sample 23 <Table II> Confirmatory Factor Analysis Results 27 <Table III> Factor Loadings Based on Estimating Six-Factor Model 28 <Table IV> Means, Standard Deviations, Reliability Coefficients, and Pearson Correlations 31 <Table V> T-test Result 33 <Table VI> Coefficients for Regressions on Intent to Turnover 36 <Table VII> Coefficients for Regressions on Organizational Commitment 40 <LIST OF FIGURES> <Figure I> Interaction Pattern with Internal Marketability 37 <Figure II> Interaction Pattern with External Marketability 37 <Figure III> Interaction Pattern with Organizational Breach 41 <Figure IV> Interaction Pattern with Self Breach | - |
| dc.language.iso | eng | - |
| dc.publisher | The Graduate School, Ajou University | - |
| dc.rights | 아주대학교 논문은 저작권에 의해 보호받습니다. | - |
| dc.title | 심리적 계약과 조직지향성에 관한 연구 - 전문직과 비전문직 집단간 비교를 중심으로 | - |
| dc.title.alternative | So Young Jeong | - |
| dc.type | Thesis | - |
| dc.contributor.affiliation | 아주대학교 일반대학원 | - |
| dc.contributor.alternativeName | So Young Jeong | - |
| dc.contributor.department | 일반대학원 경영학과 | - |
| dc.date.awarded | 2006. 8 | - |
| dc.description.degree | Master | - |
| dc.identifier.localId | 565348 | - |
| dc.identifier.url | http://dcoll.ajou.ac.kr:9080/dcollection/jsp/common/DcLoOrgPer.jsp?sItemId=000000001574 | - |
| dc.subject.keyword | 심리적 계약 | - |
| dc.subject.keyword | 전문직 | - |
| dc.description.alternativeAbstract | <ABSTRACT> Building upon the research of psychological contract and marketability in the boundaryless career, this study examines how psychological contract and perceived marketability affect work orientations (i.e., commitment and intent to turnover) differentially among professionals and nonprofessionals in Korea. Specifically, defining perceived marketability as the degree to which employees believe they have labor market leverage in terms of human capital values for either the current employer or others in the external market (Eby, Butts, & Lockwood, 2003), we predict that professionals have more resilience than nonprofessionals in terms of marketability and changes in perceived marketability affect professionals’ intent to turnover more significantly than nonprofessionals’. In turn, conceptualizing psychological contract as employees’ beliefs about what they and their employers are entitled to receive and obligated to give in exchange of each other’s contribution (Levinson, Price, Munden, Mandl, & Solley, 1962), we predict that perceptions of psychological contract breach decrease organizational commitment more substantially among professionals than nonprofessionals. The rationale is that professionals have higher expectations on the fulfillment and obligation of psychological contract than nonprofessionals. The hypotheses were tested with the sample of 138 professionals and 396 nonprofessionals in Korea. The results provided overall support for Hypothesis 1 and partial support for Hypothesis 2. | - |
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