채용비리 피해자 인권에 대한 조직원의 인식에 공정성, 정서공감, 내부고발자 부정인식이 미치는 직·간접 효과: 내부고발 처리기관의 신뢰성 조절효과를 중심으로

This study aims to examine organizational members’ perceptions of the human rights of victims of illicit hiring practices and the related influencing factors. Survey data were collected from 562 adults with diverse occupational backgrounds and were analyzed using structural equation modeling (SEM) via SPSS 25.0, AMOS 23.0, and Mplus 8.5. The findings are as follows. First, emotional empathy has a positive effect on awareness of victims’ human rights, with this effect increasing when negative perceptions of whistleblowers are lower. This pattern is found regardless of institutional trust in agencies handling whistleblower reports. Second, the positive link between perceived fairness in recruitment and awareness of victims’ human rights is evident only when institutional trust is high. Third, when institutional trust is low, perceived fairness does not directly influence awareness of victims’ human rights, but its effect is fully mediated by perceptions of whistleblowers. Fourth, individuals who perceive high fairness are more likely to hold negative views of whistleblowers only when institutional trust is low. These results confirm that the direct and indirect effects of influencing factors on human rights awareness are significantly moderated by institutional trust. Based on these findings, this study discusses ways to enhance organizational members’ perceptions of the human rights of victims of illicit hiring practices.