현지채용인의 절차공정성 지각이 조직동일시에 미치는 영향: 문화 가치 수준의 조절효과를 중심으로

초록

As Korean firms pursued proactively during the past decades, they are now faced with the challenge of managing employees from different country origin. Understanding the host-country nationals is especially important in meeting the globalized human resource management. In this study, we examine the effect of procedural justice on organizational identification of host-country national employees in a Korean global company. Furthermore, we examine the cultural value model suggested by Hofstede (1980) and test whether cultural value dimensions affect the level of organizational identification. We also explore whether cultural value dimensions moderate the relationship between procedural justice and organizational identification. We applied HLM(Hierarchical Linear Modeling) for an analysis of cultural value at national level. The result confirmed that the procedural justice had a significant positive (+) impact on organizational identification. Second, among 4 cultural value dimensions, only uncertainly avoidance level showed positive effect on organizational identification. Power distance, masculinity, and collectivism dimensions did not have significant impact on organizational identification. Finally, collectivism dimensions moderated the relationship between procedural justice and organizational identification, but remaining cultural value dimensions did not show significant result. Current study suggests it is important to ensure procedural justice in general. but even more so in countries with low collectivism countries. We discuss the promise and limitations of Hofstede’s cultural value model in global human resource management context.

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