조직구성원의 경영자에 대한 신뢰의 결정요인과 효과: 직무 내·외재적 보상의 상호작용

This study aims to analyze mechanisms by which intrinsic and extrinsic rewards affect psychological performance directly and/or indirectly through the mediating effect of employees’ trust in management. This study develops a research model, which includes intrinsic and extrinsic rewards as independent variables, such as job control autonomy, task pressures, and job security, two psychological outcomes, as dependent variables, of organizational commitment and job involvement, and employees’ trust in management as a mediating variable, and three control variables of educational level, status, and company tenure. This study tests the research model employing 313 survey data from an auto plant in Korea.The result of the empirical analysis shows that task control autonomy and job security have a positive effect on trust in management, while task pressure does a negative one. Trust in management turns out to be a significant determinant of organizational commitment and job involvement. This study finds the interaction effects of the two variables, such as task control autonomy and job security, on trust in management. In addition, this study presents job security has a impact on organizational commitment and job involvement both directly and indirectly through trust in management. Task control autonomy appears as affecting job involvement both directly and indirectly through the mediating effect of trust in management. Although task pressure does not affect organizational commitment and job involvement directly, it appears to affect them indirectly through trust in management.