GWP 조직문화 인식이 직무만족에 미치는 영향과 고용불안정성의조절효과 분석: 몽골 광산 기업 Erdenet 사례를 중심으로

This study began with the perspective that organizational cultures have a strong impact on organizational effectiveness such as job satisfaction from the aspect that it affects relationships and environments of individuals and members, and that this is an inseparable relationship with the history of an organization formed through efforts and management over a long period of time. Such organizational culture plays a key role in management as the business environment and complexity of a corporate organization increases. Furthermore, management of corporate culture is very important due to the fact that it affects the decision-making process of major business strategies. In particular, amidst the increasing job instability due to the international economic recession that has continued even until recently, the formation of an organizational culture that can enhance the performance of an organization is significant. From this perspective, GWP, which represents the trust of members of an organization for the executive board and bosses, pride in one's job and organization, and a fun workplace among colleagues, has been attracting a lot of attention both domestically and internationally. The main purpose of this study is to analyze the impact of GWP organization culture on job satisfaction and the moderating effect of employment instability in a Mongolian conglomerate. For this, a research model and hypothesis was made through theoretical reviews on relevant factors such as the GWP movement awareness, employment instability, and job satisfaction. To be more detailed, trust, pride and fun for GWP movement awareness was set as the independent variables, while job satisfaction was set as the dependent variable and employment instability as the moderating variable. In addition, the cause-effect relationship of GWP movement awareness and job satisfaction, as well as its moderating effect on employment instability were analyzed through surveys on employees of Erdenet mining conglomerate in Mongolia. Through such analyses, implications on management of the GWP organization culture in Mongolian conglomerates, and the meaning of employment instability were discussed. Upon making empirical analysis, it was found that the pride and fun factors of GWP organization cultures had a significant positive impact on job satisfaction, but the moderating effect for employment instability from such relationship was not significant. The major implication of this study presented through such empirical analyses was that organization management can improve job satisfaction of the members of the organization and result in better performance by implementing the GWP organization culture in Mongolian conglomerates. In particular, when considering that pride and fun for GWP movement awareness affect job satisfaction and that it has no moderating effect on employment instability, it implies the need to management an organization culture so that members can feel fairness and trust in the process, and higher satisfaction while doing their jobs, rather than diversifying employment types for the organizational management of Mongolian conglomerates. Moreover, it represents that Mongolian corporations should make various efforts in its organizational management to recognize the importance of GWP organization culture and be trusted more by its constituents. For this, management for the GWP organization culture should not only be made in the aspect of introducing systems or benefits according to specific organizational management, but also efforts from an organizational behavior theory perspective that can be formed based on unofficial relationships of members or from a personal aspect of members.