보상의 공정성 지각이 조직시민행동에 미치는 영향에 관한 연구

The Effects of Fairness Awareness of the Compensation System of the Performance-based pay System and the Salary Step System on the Organizational Citizenship Behavior

The subjects of this research were the employees of Busan Gyeongnam Enterprise Ltd., and the moderating effects according to wage types (the performance-based pay system, the salary step system) in the relationships between fairness awareness (distribution fairness awareness, procedural fairness awareness) of the compensation system provided by the company and organizational trust and organizational citizenship behavior were analyzed. To achieve the purpose of this research, previous researches on fairness awareness of compensation, organizational trust, and organizational citizenship behavior were examined and the research model considered the fairness factor of compensation, organizational trust factor, organizational citizenship behavior factor, and the hypotheses were established for verification and the questionnaire survey was conducted with the established variables. To verify the hypotheses, the questionnaire survey was conducted on the employees of Busan Gyeongnam Enterprise Ltd. and of a total of 350 questionnaires, 322 questionnaires were used for the analysis. Each variable was measured using a five-point scale and the collected data went through the coding process and were analyzed using IBM SPSS statistics version 22.0 for windows and AMOS 22.0. As a result of verification of the research hypotheses, it was found that Hypothesis 1 through Hypothesis 4 were all significant, and Hypothesis 5 which examined moderating effects was partially adopted. First, in the relationship between fairness of wages and organizational trust, it was found that fairness of wages raised organizational trust, and distribution fairness and procedural fairness were found to have significantly positive (+) effects on organizational trust. This means that the fairer the superior’s treatment in the compensation given to the members of a business organization for their job performance, in the procedures and regulations, and in the establishment of such procedures and the process of practicing such procedures, the higher the organizational trust is. Second, in the relationship between organizational trust and organizational citizenship behavior (conscience, sportsmanship, civic consciousness, etiquette, altruism), it was found that the higher the organizational trust, the higher the level of organizational citizenship behavior. Third, there were partial moderating effects according to wage types. Particularly, in the case of the performance-based pay system, there were differences in sportsmanship, civic consciousness, etiquette of organizational citizenship behavior between those to whom the performance-based pay system was applied and those to whom the salary step system was applied.