사회적기업 직원들의 개인-조직 가치일치성과 불일치가 직무 관련 태도에 미치는 영향

초록

This paper examines the effects of person-organization value congruence and incongruence on job satisfaction, organizational commitment, and turnover intention, analyzing the survey from 181 employees of 40 social enterprises. The results from polynomial regressions with response surface methodology are three-fold. First, person-organization value congruence showed positive and statistically significant associations with job satisfaction, organizational commitment, and statistically significant and positive associations with turnover intention to both other social enterprises and for-profit organizations. Second, person-organization value congruence that occurred on a higher level in the congruence surface showed positive and statistically significant associations with job satisfaction and organizational commitment, and showed statistically significant and negative associations with turnover intention to both other social enterprises and for-profit organizations. Finally, person-organization value incongruence that occurred where value pursued by employees is higher than value pursued by their social enterprise showed statistically significant and negative associations with job satisfaction and organizational commitment. The results show that among the four value dimensions of social enterprises, person-organization value congruence in social contribution showed statistically significant associations with job satisfaction, organizational commitment, and turnover intention, which implies that social contribution as an intrinsic motivation factor would be important to social enterprise employees.

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