태권도심판 조직공정성이 조직몰입 및 조직시민행동에 미치는 영향

This study is intended to investigate the effect of Taekwondo referee organization fairness on organizational commitment and organizational citizenship behaviors; investigate the effect of organizational commitment on organizational citizenship behaviors; and seek the plans to improve the satisfaction of Taekwondo referee organization members so they can be committed to the organization and, through, this provide the base data which can be used for seeking the plans to improve the organizational citizenship behaviors. To achieve the objectives, this study was based on the previous researches and hypothetical models and investigated the effect of Taekwondo referee organization fairness on organizational commitment and organizational citizenship behaviors. The Taekwondo referees belonging to the Taekwondo Associations in cities and provinces were targeted and 126 referees were selected, through using convenience sampling. For processing data, frequency analysis, exploratory factor analysis, and correlation analysis were performed by using SPSS 19.0 program, and structural equation model analysis was performed by using AMOS 18.0 program. Based on the research methods and data analysis as above, the conclusions have been derived as follows: First, as a result of the empirical analysis of hypothesis 1, the value of path coefficient between two factors was .485 (t = 5.368) and the hypothesis ‘Taekwondo referee organization fairness has a significant effect on organizational commitment.’ was adopted. Second, as a result of the empirical analysis of hypothesis 2, the value of path coefficient between two factors was .030(t=.248) and the hypothesis ‘Taekwondo referee organization fairness has a significant effect on organizational citizenship behaviors.’ was rejected. However, the indirect effect on organizational citizenship behaviors using organizational commitment as a parameter appeared very high as .423. Third, as a result of the empirical analysis of hypothesis 3, the value of path coefficient between two factors was .940 (t = 4.549) and the hypothesis ‘Organizational commitment has a significant effect on organizational citizenship behaviors.’ was adopted.