본 연구의 목적은 비윤리적 친조직행동에 영향을 미치는 주요 심리 요인으로 일중독과 직무탈진의 관 계를 확인하고, 이 과정에서 일 의미감이 조절 변수로 작용하는지를 검증하는 것에 있다. 이에 따라 본 연구는 비윤리적 친조직행동이 일중독과 직무탈진이라는 심리적 상태에서 어떻게 촉진되는지를 확인하 고, 특히 일 의미감이라는 긍정 심리 요인이 이러한 과정에서 보일 수 있는 부정적 효과에 주목하였다. 625명의 한국 직장인을 대상으로 설문조사를 통해 데이터를 수집하였으며, PROCESS Macro를 활용하여 조절된 매개효과 분석을 실시하였다. 분석 결과, 일중독은 직무탈진을 유의미하게 예측하는 변수로 나타 났고, 직무탈진은 비윤리적 친조직행동에 영향을 미치는 요인으로 작용하였다. 또한, 일 의미감은 직무탈 진과 비윤리적 친조직행동 간의 관계에서 조절효과를 갖는 것을 확인하였으며, 일 의미감이 높은 경우 직무탈진이 비윤리적 행동을 더 강하게 나타나는 것을 확인하였다. 이는 높은 일 의미감을 가진 직원들이 자신의 업무와 조직의 목표를 중요하게 여기면서도, 조직을 위한 행동을 정당화하는 과정에서 윤리적 기 준을 타협할 가능성이 있음을 시사한다. 이와 같은 결과를 바탕으로 시사점, 한계점과 후속연구의 필요성 에 관하여 논의하였다.

This study investigates the complex relationships between workaholism, burnout, and unethical pro-organizational behavior (UPB), incorporating work meaningfulness as a key moderating variable. Workaholism, characterized by an excessive compulsion to work, is often associated with various negative psychological and behavioral outcomes. While workaholism may initially lead to enhanced performance, it can also result in burnout, which encompasses emotional and physical exhaustion due to prolonged work-related stress. Burnout has been shown to negatively impact employees' well-being and, as hypothesized in this study, may lead to an increased likelihood of engaging in unethical behaviors to benefit the organization. The purpose of this study was to demonstrate whether workaholism leads to UPB via burnout and to determine whether this relationship is further moderated by work meaningfulness. UPB refers to unethical actions taken by employees with the intention of benefiting the organization, such as distorting information, hiding unethical practices, or bending rules to secure organizational success. Although employees may believe that these actions are in the best interest of the company, such behaviors can lead to long-term harm, both ethically and legally. Work meaningfulness, typically regarded as a positive construct, reflects the extent to which employees perceive their work to have significance and purpose. Employees with high levels of work meaningfulness often exhibit greater engagement and commitment. However, this study examined the possibility that work meaningfulness, when combined with burnout, might enhance the likelihood of engaging in UPB. It was hypothesized that employees who derive a deep sense of meaning from their work might justify unethical behaviors in their minds as a means to protect or advance what they see as a vital and purposeful mission. A cross-sectional survey was conducted with a sample of 625 employees from various industries in South Korea. The participants completed measures assessing workaholism, burnout, UPB, and work meaningfulness using validated scales. PROCESS Macro was utilized to perform a moderated mediation analysis, which allowed for an examination of the mediating role of burnout between workaholism and UPB, as well as the moderating role of work meaningfulness on this relationship. The findings supported the hypothesized model. Workaholism was significantly associated with burnout, suggesting that employees who excessively engage in work are more likely to experience emotional exhaustion. In turn, burnout was linked to increased levels of UPB, although the strength of this relationship depended on the level of work meaningfulness. Specifically, for employees with higher levels of work meaningfulness, the relationship between burnout and UPB was stronger. This suggests that individuals who find deep personal meaning in their work may be more likely to justify engaging in unethical actions as a means of preserving or furthering the organization's objectives. Conversely, for individuals with lower work meaningfulness, the effect of burnout on UPB was not statistically significant. These findings have several critical implications. First, they demonstrate that workaholism significantly contributes to burnout, which in turn increases the likelihood of engaging in UPB. This underscores the importance of addressing workaholism and managing burnout as key strategies to prevent UPB in the organization. Second, the study highlights the complex role of work meaningfulness as a moderating factor, suggesting that even positive constructs can have unintended negative consequences. Specifically, high levels of work meaningfulness may intensify the link between burnout and UPB, revealing a potential dark side where meaningful work justifies unethical actions for organizational benefit. From an organizational perspective, interventions to promote work-life balance, reduce excessive workload, and encourage ethical decision-making are essential, especially for highly committed employees. Future research should include longitudinal studies to provide a deeper understanding of how workaholism and burnout influence UPB over time. Additionally, examining these dynamics across different cultural contexts and industries would enhance the generalizability of findings. Qualitative approaches could further explore how employees justify unethical actions when they perceive their work to be of high meaning, adding depth to the understanding of psychological mechanisms driving such behaviors.

국문초록
Ⅰ. 서 론
Ⅱ. 이론적 배경
    1. 비윤리적 친조직행동
    2. 일중독
    3. 직무탈진
    4. 일 의미감
Ⅲ. 연구방법
    1. 연구대상
    2. 변수의 측정
    3. 분석 절차
Ⅳ. 분석결과
    1. 기술통계
    2. 상관관계 분석
    3. 조절된 매개효과 분석
Ⅴ. 논의
참 고 문 헌

• 박용욱(경남대학교 심리학과 조교수) | Park Yong Uk