해기사의 고용관계특성과 직무특성이 직무만족, 조직몰입, 조직시민행동에 미치는 영향

Abstract

This study analyzed how employment relationship characteristics and job characteristics of maritime officers influence job satisfaction, organizational commitment, and organizational citizenship behavior. The conclusions of this research can be summarized as follows. First, regarding employment relationship characteristics by age group, the 26-35 age group showed relatively higher levels in employment security, compensation fairness, participation opportunities, and colleague relationships compared to those under 26 and over 51. However, no significant differences were found in employment security, compensation fairness, participation opportunities, and colleague relationships based on sailing experience. Employment type showed no significant results for employment security, compensation fairness, and participation opportunities, but showed significant results for colleague relationships. Company type showed no significant results for compensation fairness, but significant results were found for employment security, participation opportunities, and colleague relationships. Korean flag vessels (foreign routes) and Korean flag vessels (domestic routes) showed higher average values than overseas employment vessels. Second, regarding job characteristics by age group, the 26-35 age group had higher average job characteristics in skill variety and autonomy compared to other age groups. For task identity and feedback, those under 25 and 26-35 age groups showed higher averages than other age groups. Based on sailing experience, no significant results were found for task identity, task significance, and autonomy, but for skill variety and feedback, those with 5 years or less experience showed higher average values than other sailing experience groups. Regarding employment type, regular employees scored higher than temporary employees in all areas of skill variety, task significance, autonomy, and feedback, except for task identity. For company type, significant results were found in all factors except skill variety. Korean flag vessels (foreign routes) showed higher average values in task identity, autonomy, and feedback, while Korean flag vessels (domestic routes) showed higher average values in task significance. Third, analysis of job satisfaction, organizational commitment, and organizational citizenship behavior by age group showed that those under 25 and 26-35 age groups had higher average values in job satisfaction and organizational commitment compared to other age groups. For organizational citizenship behavior, the 26-35 age group showed higher averages than other age groups. Based on sailing experience, no significant differences were found in job commitment and organizational citizenship behavior, but job satisfaction showed significant differences between those with 5 years or less sailing experience and those with 16-20 years experience. Company type showed no significant results in job satisfaction, organizational commitment, and organizational citizenship behavior. For job satisfaction based on employment type, regular employees showed higher averages than temporary employees, but no significant results were found for organizational commitment and organizational citizenship behavior. Fourth, multiple regression analysis of the impact of employment relationship characteristics on job satisfaction showed significant results in all areas: employment security, compensation fairness, participation opportunities, and colleague relationships. Analysis of the impact of employment relationship characteristics on organizational commitment showed significant results for employment security, compensation fairness, and colleague relationships, except for participation opportunities, which showed no significant results. Among maritime officers' employment relationship characteristic factors, colleague relationships appeared to be high and significantly influence job satisfaction. Analysis of the impact of employment relationship characteristics on organizational citizenship behavior showed that employment security, compensation fairness, and colleague relationships, except for participation opportunities, influenced employment relationship characteristics. Among these, colleague relationships had the greatest impact on employment relationship characteristics. Fifth, analysis of the impact of job characteristics on job satisfaction showed no significant results for task identity and feedback, but significant results were found for skill variety, task significance, and autonomy. Among these, autonomy was the highest. Analysis of the impact of maritime officers' job characteristics on organizational commitment showed no significant results for task identity and autonomy, but significant results were found for skill variety, task significance, and feedback. Particularly, feedback was found to have a significant impact on organizational commitment. Analysis of the impact of job characteristics on organizational citizenship behavior showed significant results for skill variety, task significance, and feedback among maritime officers' job characteristics, but task identity and autonomy did not have significant effects.