고용조정을 경험한 조직에서 사원들의 고용불안감 및 신뢰감 지각과 직무성과와의 관계에 관한 연구

A firm generally breaks the psychological contract with its employees in the course of corporate downsizing. The employees' feelings of trust with the firm and with the managers also drastically change in that process. There has been few empirical research testing the role of trust that survivors may have with their managers after downsizing although many studies have investigated the effects of corporate downsizing on the reactions of survivors. The level of trust between the firm and the employees may moderate or mediate the relationship between job insecurity and job performance after the downsizing process. With high level of trust between them, the negative effect of job insecurity on job performance may be reduced. This paper examines the relationships among the job insecurity, trust in management, and job performance of survivors after the corporate downsizing. A data was collected from 307 respondents in five financial institutions in Korea which implemented downsizing recently.Two of dependent variables, job performance and organizational citizenship behavior, were collected from the respondents' supervisor to avoid consistency bias and common method variance.The results show that job insecurity that survivors felt after downsizing is negatively related to their trust and organizational commitment. But contrary to the hypothesis, the* Associate Professor, School of Business, Chungbuk National University.