Title Page 2

Abstract 5

Contents 7

Ⅰ. Introduction 13

1. Research Background 13

(1) Theoretical Background 13

(2) Actual Background 15

2. Research Purpose and Significance 19

(1) Research Purpose 19

(2) Research Significance 20

3. Research Approaches 22

4. Research Content and Methods 24

(1) Research Content 24

(2) Research Methods 25

5. Research Innovations 26

Ⅱ. Literature Review and Theoretical Basis 28

1. Theoretical Background 28

(1) Social Exchange Theory 28

(2) Organizational Support Theory 31

(3) Social Identity Theory 33

2. Review of research on perceived organizational support 37

(1) Conceptual overview of perceived organizational support 37

(2) Dimensions of perceived organizational support 40

(3) Related research on perceived organizational support 44

3. Review of research on organizational identity 47

(1) Conceptual Overview of Organizational Identification 47

(2) Dimensions of organizational identification 51

(3) Related Research on Organizational Identification 56

4. Review of Research on Organizational Citizenship Behavior for the Environment 63

(1) Conceptual Overview of Organizational Citizenship Behavior for the Environment 63

(2) Dimensions of Organizational Citizenship Behavior for the Environment 67

(3) Factors Influencing Organizational Citizenship Behavior for the Environment 69

5. Literature Review 79

Ⅲ. Research Design 82

1. Proposition of Research Hypotheses 82

(1) The Relationship between Perceived Organizational Support and Organizational Citizenship Behavior for the Environment 82

(2) The Relationship between Perceived Organizational Support and Organizational Identification 85

(3) The Relationship between Organizational Identification and Organizational Citizenship Behavior for the Environment 88

(4) The Mediating Role of Organizational Identification 90

2. Construction of Research Model 92

3. Scale Determination 95

(1) Perceived Organizational Support Scale 95

(2) Organizational Citizenship Behavior for the Environment Scale 95

(3) Organizational Identification Scale 96

4. Questionnaire design 98

(1) Personal Details Segment 98

(2) Perceived Organizational Support Questionnaire 98

(3) Organizational Identification Questionnaire 99

(4) Organizational Citizenship Behavior for the Environment Questionnaire 99

5. Research Objects 99

6. Questionnaire Pre-survey 100

(1) Questionnaire Distribution and Collection 100

(2) Reliability and Validity Analysis 101

7. Formal Questionnaire Distribution and Collection 104

Ⅳ. Empirical Analysis 107

1. Descriptive Statistical Analysis 107

2. Factor analysis 108

(1) Exploratory Factor Analysis 108

(2) Confirmatory factor analysis 114

3. Regression Analysis 119

(1) Regression Analysis of Perceived Organizational Support and Organizational Citizenship Behavior for the Environment 119

(2) Regression Analysis of Perceived Organizational Support and Organizational Identification 123

4. The Mediating Role of Organizational Identification 131

5. Discussion 139

(1) Analysis of the Relationship between Perceived Organizational Support and Organizational Citizenship Behavior for the Environment 139

(2) Analysis of the Relationship between Perceived Organizational Support and Organizational Identification 141

(3) Analysis of the Relationship between Organizational Identification and Organizational Citizenship Behavior for the Environment 143

(4) Analysis of the Mediating Role of Organizational Odentification 144

6. Countermeasures and Suggestions for Improving Corporate Organizational Citizenship Behavior for the Environment 146

(1) Suggested Aspects of Perceived Organizational Support 146

(2) Suggested Aspects of Organizational Recognition 150

Ⅴ. Conclusions and Prospects 156

1. Conclusions 156

2. Limitations and Prospects 158

References 160

Appendix 175

한글초록 181

[Table 1-1] Increased Value of Wastewater Discharge in the Papermaking Industry 17

[Table 3-1] Perceived Organizational Support Scale 95

[Table 3-2] Organizational citizenship behavior for the environment Scale 96

[Table 3-3] Organizational Identification Scale 97

[Table 3-4] Reliability Analysis 101

[Table 3-5] KMO and Bartlett Test 104

[Table 3-6] Basic Personal Characteristics of the Formal Questionnaire (n＝217) 105

[Table 4-1] Overall Distribution of the Research Sample 107

[Table 4-2] Reliability Analysis 108

[Table 4-3] KMO and Bartlett Test 109

[Table 4-4] Total Variance Explained for Perceived Organizational Support 110

[Table 4-5] Factor Loadings Statistics 110

[Table 4-6] Total Variance Explained 111

[Table 4-7] Factor Loading Statistics Table 112

[Table 4-8] Total Variance Explained 113

[Table 4-9] Factor Loadings Statistics 113

[Table 4-10] Fit Index 114

[Table 4-11] Convergent Validity of Perceived Organizational Support 115

[Table 4-12] Convergent Validity of Perceived Organizational Identification 116

[Table 4-13] Convergent Validity of Organizational Citizenship Behavior for... 117

[Table 4-14] Discriminant Validity 118

[Table 4-15] Regression Analysis of Perceived Organizational Support and... 120

[Table 4-16] Regression Analysis of Perceived Organizational Support and... 121

[Table 4-17] Regression Analysis of Perceived Organizational Support and... 123

[Table 4-18] Regression Analysis of Perceived Organizational Support and... 124

[Table 4-19] Regression Analysis of Perceived Organizational Support and... 125

[Table 4-20] Regression Analysis of Perceived Organizational Support and... 126

[Table 4-21] Regression Analysis of Employees' Organizational Identification and... 128

[Table 4-22] Regression Analysis of Employees' Organizational Identification and... 129

[Table 4-23] Regression Analysis of Employees' Organizational Identification... 130

[Table 4-24] Regression Analysis of Survival Identification Dimension as Mediator 133

[Table 4-25] Regression Analysis of Success Identification Dimension as Mediator 133

[Table 4-26] Regression Analysis of Affiliation Identification Dimension as Mediator 134

[Table 4-27] Summary of Research Hypothesis Verification Results 135

 환경 보호에 대한 인식이 높아짐에 따라 기업의 지속 가능한 발전을 추구해야하는 제지산업에 있어서 직원의 역할이 점점 더 중요해지고 있다. 본 연구는 제지산업을 중심으로, 소기업의 경우 환경보호 관리능력이 취약하고 폐수처리 기준에 부합하기 어려운 문제를 고려하여 기업의 내부 환경보호정책 개선, 특히 직원의 환경보호에 대한 행동을 강화해야 할 필요성을 모색하였다.

본 연구는 기업조직의 지원이 환경보호조직의 시민행위에 미치는 영향과 조직 정체성이 이 관계에서 어떻게 중개 역할을 발휘하는지를 탐구하기 위하여. 문헌연구법, 설문조사법과 통계분석법을 종합적으로 활용하였다. 본 연구는 이론 모델을 구축하여 직원들의 실제 데이터를 수집하여 심층 분석을 진행한 결과, 제지기업 직원들의 조직 정체성이 조직 지지와 환경조직 시민행동 간에 부분매개역할을 하는 것으로 나타났다. 구체적으로, 직원들이 강한 조직 정체성을 느낄 때 더 높은 수준의 업무 자율성과 효율성을 경험하게 되며, 이는 직원의 업무중요성에 대한 이해를 심화하고 조직 내 위치 평가를 향상하는 것으로 확인되었다. 따라서 직원들은 기업의 환경 목표 달성을 위해 자발적으로 추가 시간과 노력을 투입하게 되며, 동료 지원 및 추가 업무 수행 등 환경 조직시민행동을 통해 제지 기업의 지속가능성 제고에 기여하게 된다.

본 연구는 제지 기업뿐만 아니라 다른 산업 분야의 인적자원 관리에 새로운 이론적 지원과 실무적 지침을 제공하고 있다. 첫째, 기업은 직원들의 조직적 지원 향상과 좋은 근무 환경과 경력 개발 기회 등을 제공함으로써 직원들의 소속감과 직무 만족도를 높일 수 있다. 둘째, 기업은 조직 문화 구축과 가치관 형성 등을 통해 직원들의 조직 정체성을 강화하여 이를 통해 직원들의 환경 의식과 환경친화적 행동을 촉발할 수 있다.