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The Korean Society for Journalism & Communication Studies (KSJCS)
[ Article ]
Korean Journal of Journalism & Communication Studies - Vol. 66, No. 6, pp.64-108
ISSN: 2586-7369 (Online)
Print publication date 31 Dec 2022
Received 07 Oct 2022 Revised 28 Nov 2022 Accepted 30 Nov 2022
DOI: https://doi.org/10.20879/kjjcs.2022.66.6.003

중간관리자의 혁신행동지향성 및 의사소통능력이 MZ세대 신입사원의 조직몰입에 미치는 영향 : 디지털조직문화의 조절효과를 중심으로

양세련* ; 김유빈** ; Shuglya Ksenia*** ; 조재희****
*서강대학교 신문방송학과 박사과정 celeste2004@naver.com
**서강대학교 신문방송학과 석사과정 orangedbls@naver.com
***서강대학교 신문방송학과 석사과정 kseniashu.press@gmail.com
****서강대학교 지식융합미디어대학 교수 jcho76@sogang.ac.kr
The Effect of Middle Manager's Innovative Behavior Orientation and Communication Ability on the Organizational Commitment of New MZ Generation Employees : Focusing on the Moderating Effect of Digital Organizational Culture
Yang Seiryun* ; Kim Yu Byn** ; Shuglya Ksenia*** ; Jaehee Cho****
*Ph. D. Student, Department of Mass Communications, Sogang University celeste2004@naver.com
**Master's Student, Department of Mass Communications, Sogang University orangedbls@naver.com
***Master's Student, Department of Mass Communications, Sogang University kseniashu.press@gmail.com
****Professor, School of Media, Arts, and Science, Sogang University, corresponding author jcho76@sogang.ac.kr

초록

본 연구는 코로나19 이후, 출근근무 및 비대면근무가 병행될 향후 근무환경 가운데 원격근무의 어려움과 MZ세대 신입사원들의 세대적 특성을 고려하여, 조직구성원들 간 의사소통 및 업무 지시의 통로를 담당하고 MZ세대 신입사원들과 직접 접촉하는 중간관리자의 역할에 주목하였다. 이에 중간관리자의 혁신행동지향성 및 의사소통능력이 MZ세대 신입사원의 조직몰입에 미치는 영향을 살펴보고, 이들 변인간 관계에서 디지털조직문화가 조절효과를 갖는지 살펴보았다. 연구가설을 분석하기 위해 온라인 전문 조사업체를 통해 국내 만 40세 미만, 근속기간 2년 미만인 신입사원을 대상으로 자기기입식 온라인 설문조사를 진행하였으며, 총 197명의 답변을 분석에 활용하였다. 중간관리자의 혁신행동지향성과 의사소통능력이 MZ세대 신입사원의 조직몰입에 미치는 영향에 대하여 알아보기 위해 다중회귀분석을 실시한 결과, 중간관리자의 혁신행동지향성과 의사소통능력은 종속변수인 MZ세대 신입사원의 정서적 몰입에 대하여 유의한 정(+)의 영향을 미치는 것으로 나타났다. 또 중간관리자의 혁신행동지향성은 MZ세대 신입사원의 규범적 몰입에 유의한 정(+)의 영향을 미쳤으나, 중간관리자의 의사소통능력은 MZ세대 신입사원의 규범적 몰입에 통계적으로 유의한 영향이 나타나지 않았다. 또한 중간관리자의 혁신행동지향성 및 의사소통능력이 MZ세대 신입사원의 정서적 몰입, 규범적 몰입에 미치는 영향관계를 디지털조직문화가 조절하는지 살펴보기 위해 Process macro 4.1 (model 1)을 사용하여 부트스트래핑 방식으로 검증한 결과, 중간관리자의 혁신행동지향성이 MZ세대 신입사원의 규범적 몰입에 미치는 영향관계에서만 디지털조직문화가 조절효과를 나타냈다. 이와 같은 연구결과를 통해, MZ세대 신입사원의 조직몰입을 높이기 위한 중간관리자 역할의 중요성을 파악할 수 있었으며, 특히 중간관리자가 혁신행동지향성을 함양하고, 기업 차원에서는 디지털조직문화를 조성함으로써 신입사원의 조직몰입을 더욱 높일 수 있음을 확인할 수 있었다. 이로써 MZ세대 신입사원들에게 심리적으로 안전한 근무환경을 제공하기 위하여 중간관리자의 역할을 통한 관계적 차원의 노력이 필요하다는 실무적인 함의를 제시하였으며, MZ세대 조직원들과 기성세대 조직원들의 세대 간극을 줄이고 조직 내 통합적 문화를 조성하기 위하여 혁신을 장려하는 디지털조직문화가 중요하다는 사회문화적 함의도 제시하였다.

Abstract

In the post-Covid working environment that expects to combine office work and online work, this study focuses on the role of middle managers who directly contact and communicate with new employees belonging to the MZ(Millennial+GenZ) generation, with consideration to the difficulties of remote work and the generational characteristics of the new employees of the MZ generation (from now on “new employees”). Accordingly, this study examined whether middle managers' innovative behavioral orientation and communication ability affect new employees’ organizational commitment and whether digital organizational culture has a moderating effect on these relationships. To test the research hypotheses, an online survey of new employees under the age of 40 with fewer than two years of service was conducted through an online survey company in the Republic of Korea, and a total of 197 answers were used for analysis. Multiple regression analysis was conducted to discover if middle managers’ innovative behavioral orientation and communication ability affect new employees’ organizational commitment. It was found that middle managers' innovative behavioral orientation and communication ability had a significantly positive (+) effect on new employees’ affective commitment. In addition, middle managers’ innovative behavior orientation had a significantly positive (+) effect on new employees’ normative commitment. However, middle managers’ communication ability did not have a statistically significant effect on new employees’ normative commitment. Additionally, the bootstrapping using Process macro 4.1 (model 1) revealed that the association between middle managers' creative behavior orientation and new employees' normative commitment was moderated by the digital organizational culture, while affective commitment was not. These findings have demonstrated the importance of middle managers' role in new employees' increased organizational commitment. In particular, it was confirmed that middle managers could further enhance organizational commitment by fostering innovative behavioral orientation and creating a digital organizational culture at the corporate level for new employees. Therefore, this study suggests the practical implications that relationship-building efforts through middle managers’ role are needed to provide a psychologically safe working environment to new employees, as well as the social and cultural implication that digital organizational culture is essential to encourage innovation to bridge generation gaps between the older generation and the new employees while fostering an integrated culture within the organization.

Keywords:

Middle manager, Innovative behavior orientation, Communication ability, Organizational commitment, Digital organizational culture

키워드:

중간관리자, 혁신행동지향성, 의사소통능력, 조직몰입, 디지털조직문화

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