개인평가제도 디커플링과 조직구성원 태도의 탐색적 연구

Decoupling is a strategic response to an organization's survival. Organizations can satisfy external stakeholder by acquiring social justice, but emotional conflicts may occur internally with organizational members. This paper argues that decoupling between the introduction and use of MBO and competency evaluation reduces the motivation of organizational members and the quality of psychological contracts and social exchange relations according to the fairness theory. This is a test of a model that has a negative impact on the environment. The academic implications of this paper based on this argument are as follows. First, it attempts to expand to the micro level from the scope of existing organizational level decoupling research. Second, it explains the pathological phenomenon of decoupling based on fairness theory, psychological contract theory, and social exchange theory. As a result of multi-level analysis, it was found that decoupling negatively affects the fairness, organizational commitment, and job satisfaction, and the fairness mediates decoupling, organizational commitment, and job satisfaction. This paper presents practical implications for the decoupling strategy based on these analysis results.