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1 :, *,,,,,,,. 498.,,.,.,. * 2012 ( ) (NRF-2012S1A3A ).. :,, ,

2 (Enron) (Sherron Watkins), (Oppel, 2002)., (Milliken, Morrison, & Hewlin, 2003).,.,., (Brinsfield, 2009).,, (Van Dyne, Ang, & Botero, 2003).,., (,,, 2010; Brinsfield, 2009; Milliken & Morrison, 2003; Milliken et al., 2003; Morrison & Milliken, 2000)... (Milliken & Morrison, 2003), (Milliken et al., 2003) (,, 2013), (Milliken & Morrison, 2003; Morrison & Milliken, 2000; Pinder & Harlos, 2001).,.

3 ,.., (Knoll & van Dick, 2013),.,...,, (, 2010; Brinsfield, 2009; Milliken & Morrison, 2003; Milliken et al., 2003; Morrison & Milliken, 2000)..,,. Milliken (2003). Milliken (2003).,,,..,. Milliken (2003),,.,.,,,,,,.,

4 (Knoll & van Dick, 2013).., (social exchange theory) (organizational support theory). (social exchange theory) (equity theory)., (learned helplessness),., (context favorability),,.,,,,,,,.. (,, 2013)., (Brinsfield, 2009).,. (,, 2013).,,. Pinder Harlos(2001) (employee silence).. Brinsfield(2009),,.,

5 (employee silence behavior),. (perceived supervisor support) (Eisenberger, Stinglhamber, Vandenberghe, Sucharski, & Rhoades, 2002; Shanock & Eisenberger, 2006). (Hutchison, Sowa, Eisenberger, & Huntington, 1986; DeConinck & Johnson, 2009)., (Hutchison et al., 1986).,., (Settoon, Bennett, & Liden, 1996).. Bowen Blackmon(2003),. Milliken (2003)..,., ,.,, (Van Dyne et al., 2003).

6 , (Brinsfield, 2009).,,.. (acquiescent silence motivation), (Knoll & van Dick, 2013; Pinder & Harlos, 2001; Van Dyne et al., 2003). (, 2013)...,, (,,,,,, 2013, pp )., (,, 2009, p.263).,.,.,. Malatesta(1995),.,..,.,.,.,

7 (defensive silence motivation) (Knoll & van Dick, 2013; Van Dyne et al., 2003). (, 2013).,.,.. Dutton, Ashford, O neill, Hayes Wierba(1997),,., (Ashford, Rothbard, Piderit, & Dutton, 1998).,..,.,. Brinsfield(2009). (Settoon et al., 1996),,. Brinsfield(2009),.,.,,.

8 , (procedural justice) (Leventhal, 1980; Thibaut & Walker, 1975)., (, 2012). (Aryee, Budhwar & Chen, 2002).,.,. (equity theory).,.,.. Pinder Harlos(2001). Tangirala Ramanujam(2008), Brinsfield(2009). Duan, Lam, Chen Zhong(2010),..,.,.,..,,,

9 ,.. 4..,..,.,.,. Brinsfield(2009), (2013).,.,..,., (opportunistic silence motivation) (Knoll & van Dick, 2013)..,.

10 ., (Edmondson, 1996)., John(1984),,,... Aryee (2002),,,., (2004),.,.,,..,..,.

11 , , , (63.1%), 184 (36.9%) (39.6%), (21.3%), (26.1%), (13.0%). 328 (65.9%), 54 (10.8%), 82 (16.5%), 34 (6.8%). 131 (26.3%), 126 (25.3%), 85 (17.1%), / 81 (16.3%), / 48 (9.6%), 27 (5.4%). 178 (35.7%), 154 (30.9%),, 88 (17.7%), 62 (12.4%), 16 (3.2%). 1 ~36 3, 10 1 ( 8 10 ). (2013). 8,.,.. Likert 5, 8 (Cronbach s ).94., Knoll van Dick(2013) Brinsfield(2009)., %.

12 ., Knoll van Dick(2013) 3 Brinsfield(2009) 2. 5,.,.. Likert 5, 5 (Cronbach s ).90., Knoll van Dick(2013) 3 Brinsfield (2009) 3. 6,.,.. Likert 5, 6 (Cronbach s ).93., Knoll van Dick(2013) 3 Brinsfield(2009) 2. 5,.,.. Likert 5, 5 (Cronbach s ).88., Hutchison (1986) Survey of Perceived Organization Support(SPOS) Eisenberger, Cummings, Armeli Lynch(1997).,. (Rhoades & Eisenberger, 2002). 8,.,,.. Likert 5, 8 (Cronbach s ).92. Colquitt (2001). 7,.,.. Likert 5, 7

13 (Cronbach s ).93.., (Cronbach`s ), SPSS 18.0., AMOS 18.0, (item-parceling).,..,, RMSEA, GFI NFI, CFI, TLI. p.05,. RMSEA.05,.08,.10,. GFI NFI, CFI, TLI.90 (, 2010;, 2013;,, 2011)., Bias-corrected bootstrap.,,, 1., (r=-.52, p<.01), (r=-.54, p<.01). (r=.65, p<.01), (r=.62, p<.01), (r=.44, p<.01). (r=-.56, p<.01), (r=-.43, p<.01), (r=-.68, p<.01), (r=-.23, p<.01). AMOS 18.0.,

14 ** * -.28** **.51**.17** **.85** -.25**.56** * * (.92) ** *.61** (.93) 8.15** ** -.68** (.90) * -.43** -.39**.57** (.93) * -.32** -.23**.39**.51** (.88) 11.18** * -.11* -.52** -.54**.65**.62**.44** (.94) (M) (SD) ( ). 2. =1, =2; =1, =2, 4 =3, =4, =5; =1, =2, =3, =4, =5 ;. N=498, *p<.05, **p<.01. ( =-.332, p<.001), ( =-.349, p<.001). =128.40(df=51, p<.001), RMSEA =.06, GFI=.96, NFI=.98, CFI=.99, TLI=.98, RMSEA , , 2-(a), 2-(b), 2-(c) 2, (a).,. 2, = (df=340, p<.001), RMSEA=.07, GFI=.84, NFI=.90, CFI=.92, TLI

15 =.91, RMSEA (b) 2,. 2, = (df=341, p<.001), RMSEA=.07, GFI=.84, NFI=.90, CFI =.92, TLI=.91, RMSEA ,. 2-(c),

16 df RMSEA GFI NFI CFI TLI ECVI *** *** *** N=498, ***p< , = (df=342, p<.001), RMSEA=.07, GFI =.84, NFI=.89, CFI=.92, TLI=.91, RMSEA , 3. (nested model),. (ECVI; expected cross-validation index), 1, 2., 3., 1., =11.16( df=2, p<.01). 1., 1

17 df N=498 2., =2.38( df=1, p>.05) ,. 2-(b),. Bias-corrected bootstrap, 4. Sobel, (Cheung & Lau, 2008)., (, 2010)., ( =-.264, p<.001). ( =-.274, p<.001)., Bootstrap, 2, 3, Estimate SE 95% > -.264***.04 [-.348, -.194] > -.274***.05 [-.374, -.186] N=498, ***p<.001

18 5, 6., ( =-.257, p<.001) ( =-.469, p<.001). ( =-.274, p<.001) ( =-.573, p<.001).., , ( =-.244, p<.001) ( =-.417, p<.001).,. ( =-.222, p<.001) ( =-.519, p<.001).,..163*** *.034** * -.110* *** -.417***.469***.171*** -.519*** -.222***.048*** N=498, *p<.05, **p<.01, ***p<.001

19 .,,.,,.,..,. (Hutchison et al., 1986; DeConinck & Johnson, 2009).,,.,.,.,,,.,.,.,,., ( =-.257, p<.001) ( =-.469, p<.001)..,. (Brinsfield, 2009; Duan et al., 2010; Tangirala & Ramanujam, 2008),

20 .,.,.,.,,.,.,.,,., ( =-.274, p<.001) ( =-.573, p<.001)...,,.,.,.,.,,.

21 , Knoll Van Dick(2013).,..,.,.,,,....,...,.., (common method bias).. (Brinsfield, 2009),..,..

22 .,.,..,,, (,, 2009).,,..,,.,,,.,,,,, (2013). (10 ). :. (2010). AMOS :., (2009).,,. (3), , (2009).. :. (2013)... (2013). :. (2012). (10 ). :., (2004).,,. (1), , (2011). 18.0/19.0. :. (2013). :. (1), 1-17., (2013). :. (1), ,, (2010). :

23 . (1), Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23(3), Ashford, S. J., Rothbard, N. P., Piderit, S. K., & Dutton, J. E. (1998). Out on a limb: The role of context and impression management in selling gender-equity issues. Administrative Science Quarterly, 43, Bowen, F., & Blackmon, K. (2003). Spirals of silence: The dynamic effects of diversity on organizational voice. Journal of Management Studies, 40(6), Brinsfield, C. (2009). Employee silence: Investigation of dimensionality, development of measure, and examination of related factors. Unpublished doctoral dissertation, The Ohio State University, Columbus, Ohio. Cheung, G. W., & Lau, R. S. (2008). Testing mediation and suppression effects of latent variables bootstrapping with structural equation models. Organizational Research Methods, 11(2), Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386. DeConinck, J. B., & Johnson, J. T. (2009). The effects of perceived supervisor support, perceived organizational support, and organizational justice on turnover among salespeople. Journal of Personal Selling and Sales Management, 29(4), Duan, J., Lam, W., Chen, Z., & Zhong, J. A. (2010). Leadership justice, negative organizational behaviors, and the mediating effect of affective commitment. Social Behavior and Personality: An International Journal, 38(9), Dutton, J. E., Ashford, S. J., O'neill, R. M., Hayes, E., & Wierba, E. E. (1997). Reading the wind: How middle managers assess the context for selling issues to top managers. Strategic Management Journal, 18(5), Edmondson, A. C. (1996). Learning from mistakes is easier said than done: Group and organizational influences on the detection and correction of human error. Journal of Applied Behavioral Science, 32(1), Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), Hutchison, S., Sowa, D., Eisenberger, R., & Huntington, R. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), John, G. (1984). An empirical investigation of

24 some antecedents of opportunism in a marketing channel. Journal of Marketing Research, Knoll, M., & van Dick, R. (2013). Do I hear the whistle? A first attempt to measure four forms of employee silence and their correlates. Journal of Business Ethics, 113(2), Leventhal, G. S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. In K. Gergen, M., M. Greenberg, & R. Wills(Eds.), Social exchange: Advances in theory and research(pp.27-55). New York: Plenum. Malatesta, R. M. (1995). Understanding the dynamics of organizational and supervisory commitment using a social exchange framework. UMI Dissertation Services. Milliken, F. J., & Morrison, E. W. (2003). Shades of silence: Emerging themes and future directions for research on silence in organizations. Journal of Management Studies, 40(6), Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don t communicate upward and why. Journal of Management Studies, 40(6), Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), Oppel Jr, R. A. (2002). Enron official says many knew about shaky company finances. New York Times nytimes.com. Pinder, C. C., & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. Research in Personnel and Human Resources Management, 20, Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader- member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), Tangirala, S., & Ramanujam, R. (2008). Employee silence on critical work issues: The cross level effects of procedural justice climate. Personnel Psychology, 61(1), Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale: L. Erlbaum Associates. Van Dyne, L., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), : : :

25 : The Mediating Effect of Silence Motivation on the Relationships among Employee Silence Behavior, Perceived Supervisor Support, and Perceived Procedural Justice A-Reum Jo Tae-Yong Yoo Kwangwoon University The purposes of this study were to investigate the relationship between perceived supervisor support and employee silence behavior, the mediating roles of acquiescent silence motivation and defensive silence motivation in the relationship between perceived supervisor support and employee silence behavior, the relationship between perceived procedural justice and employee silence behavior, and the mediating roles of acquiescent silence motivation and opportunistic silence motivation in the relationship between perceived procedural justice and employee silence behavior. Using the survey research method, data were collected from 498 employees who were working in a variety of organizations in Korea. The results of this study showed that perceived supervisor support is negatively related with employee silence behavior. And the relationship between perceived supervisor support and employee silence behavior is partially mediated by acquiescent silence motivation and defensive silence motivation. Also, perceived procedural justice is negatively related with employee silence behavior. The relationship between perceived procedural justice and employee silence behavior is fully mediated by acquiescent silence motivation and opportunistic silence motivation. Based on these results, we discussed the implications of study, limitations, and the suggestions for future research. Key words : employee silence behavior, silence motivation, perceived supervisor support, erceived procedural justice

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지난 2009년 11월 애플의 아이폰 출시로 대중화에 접어든 국내 스마트폰의 역사는 4년 만에 ‘1인 1스마트폰 시대’를 눈앞에 두면서 모바일 최강국의 꿈을 실현해 가고 있다 : * 30~40.,, 30~40 646.,..,.,.,,,.. * (2014) 30~40. :,, (120-728) 34 Tel : 02-300-0899, E-mail : hyhong@mju.ac.kr 2009 11 4 1 1, (2014) 2014 8 4,000. (, 2012).. (2013) 77.4%, 53.9%. 61.6%, 11.5%, 1% (,

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