The Significant Role of Industrial Organizational Psychologists to Increase Employee Job Satisfaction

박보미,김성곤 한국유통과학회 2023 The Journal of Industrial Distribution & Business( Vol.14 No.12

Purpose: This study's primary goal is to investigate and evaluate the critical contributions made by industrial-organizational psychologists to raising worker job satisfaction. The study aims to offer insights that can enhance workplace environments, improve organizational processes, and increase employees' general well-being by looking at the particular contributions made by this field. Research design, data and methodology: The study design, data collection strategies using the literature content analysis allow for a thorough analysis and synthesis of the body of knowledge about industrial-organizational psychologists' contributions to improving worker job satisfaction. This method entails a sequential procedure that includes formulating research questions and locating pertinent studies. Results: Numerous previous works have indicated that industrial-organizational psychologists are essential in determining how an organization is run and how satisfied its workforce is with their jobs. The four major roles (Job Design, Leadership, Workplace Culture, and Employee Development) that were found after a thorough analysis of the body of current literature are presented in this section. Conclusions: In sum, the roles found in this study provide organizations with a framework for creating work environments that prioritize the well-being and overall growth of the people who make up the organization while also helping them negotiate the complexity of the modern workplace.

조직-종사원 CSR신념의 불일치성이 카지노 고객 접점 종사원의 조직시민행동 및 심리적 웰빙에 미치는 효과

강시연,김인신 한국호텔관광학회 2024 호텔관광연구 Vol.26 No.1

Corporate social responsibility(CSR) is an essential topic in modern organizations worldwide. This study aims to examine the effects of the inconsistency of CSR beliefs between organizations and their employees in the casino industry on organizational identification, organizational citizenship behavior (OCB), and employees’ psychological well-being; investigate the impact of organizational identification on OCB and psychological well-being; and whether organizational identification is a mediator of the link from inconsistency of CSR beliefs to OCB and the link from inconsistency of CSR beliefs psychological well-being. A questionnaire was distributed to casino employees to verify the conceptual model empirically, and 290 collected data were analyzed using structural equation model analysis. Analysis results revealed that inconsistency of CSR beliefs negatively affected organizational identification; however, it directly influenced neither employees’ OCB nor psychological well-being. As a mediator, organizational identification played a significant role. Specifically, it mediated the relationship between inconsistency of CSR beliefs and OCB, as well as the relationship between inconsistency of CSR beliefs and psychological well-being. Based on these research findings, we provided theoretical implications and offered practical strategies for human resource management in the casino industry.

서비스업 매장 직원이 인식하는 리더의 감정노동이 기본심리욕구 충족을 통해 조직충성도 및 이직의도에 미치는 영향

김도의,이신복 한국경영컨설팅학회 2023 경영컨설팅연구 Vol.23 No.2

It is a fact that most of us know through the media that recently, there are many stores that are experiencing a lot of difficulties in finding employees to hire at service stores unlike in the past. This may be because convenience stores in the service industry are mostly small-scale stores and provide services to customers through part-timers and staff. However, as a problem of these days, there are leaders at convenience stores with distinct problem behaviors, such as leaders who are abusing employees or talking behind the backs of employees. Even if this is not the case, it is time to discuss how the emotional expression of the leaders, that is, the emotional labor of the leaders, affects the store employees, making the employees leave the store to change jobs. Due to various leaders, various problems are becoming issues. Accordingly, in this study we investigated how the employees of the service industry affected the organizational loyalty of customers and turnover intention of the employees at service industry stores, through their own decision by the expression of the emotional labor of the store leaders. As a result, autonomy had a negative (-) effect on surface behavior, and competence and relatedness had a positive (+) effect on inner behavior. In addition, relatedness had a positive (+) effect on organizational loyalty, autonomy had a negative (-) effect on turnover intention, and competence and relatedness had a positive (+) effect on turnover intention. Through this results in our study, we plan to provide basic data to existing service industry-related companies or future service-related companies.

심리적 자본이 이직의도에 미치는 영향과 조직몰입의 매개효과에 대한 연구 : 건설업 종사자를 중심으로

이수진 ( Lee Su-jin ) 한국벤처혁신학회 2024 벤처혁신연구 Vol.7 No.1

본 연구는 건설업체 종사자들을 대상으로 심리적자본과 조직몰입 그리고 이직의도와의 관계를 실증적으로 검증하고자 하며 이직의도를 낮추거나 완화시키기 위한 방안을 도출하는 것을 목적으로 한다. 주어진 환경에서 조직 구성원들의 태도나 행동이 어떠한 영향을 주는지 확인하기 위해 심리적 자본을 희망, 복원력(탄력성), 자기효능감, 낙관성의 4개 요인으로 구분하였다. 이를 위해 수도권 지역의 건설업 종사자를 대상으로 310부를 분석에 활용하였으며 심리적자본이 조직몰입과 이직의도에 영향을 미치는지, 조직몰입이 이직의도에 어떠한 영향이 있는지, 조직몰입이 심리적자본과 이직의도의 관계에서 매개효과를 나타내는지 검증하고자 하였다. 심리적자본과 이직의도의 관계를 분석한 결과, 희망과 자기효능감은 이직의도에 부(-)의 영향을 미치며, 복원력과 낙관성은 유의한 영향을 미치지 못하는 것으로 나타났다. 심리적자본과 조직몰입의 관계를 분석한 결과, 희망, 복원력, 낙관성은 조직몰입에 정(+)의 영향을 미치며, 자기효능감은 유의한 영향을 미치지 못하는 것으로 나타났다. 조직몰입 매개효과를 검증한 결과, 심리적 자본의 하위요인 중 희망과의 관계에서 이직의도에 유의한 매개효과를 나타내는 것으로 확인되었다. 기존 선행연구들은 건설업 종사자들의 이직의도에 대한 외부적인 측면을 주로 고려하였다면, 연구를 통해 심리적인 측면에 접근하여 조직몰입을 더 높이고, 이직의도를 완화시키고자 했다는 점에서 학문적 시사점이 있다. 실무적 시사점으로는 건설업 종사자들의 심리적 요인 중 자기효능감과 조직에서의 직무에 대한 희망이 높을수록 심리적 안정 속에서 직무를 이행하기 때문에 이직의도가 낮아진다는 것을 확인하였다. 따라서, 자기효능감과 희망을 향상 시킬 수 있도록 직무 자율성 부여, 유연한 근무 등과 같은 다양한 제도 정비가 마련되어야 할 필요가 있다. The global economic growth rate has been slowed due to changes in the economic and social environment related to the recent trends in the construction market and construction industry, prolonged inflation, intense tensions among countries, and increased interest rates. Since the workers in the construction industry, due to the nature of the industry, move to another site after the completion of an awarded project rather than staying for a long time while performing work at one workplace, various issues are brought out such as poor working environment resulting from unfairness in construction contracts, aging of workers, their anxiety, and job instability. The previous studies on the turnover intention of construction industry workers mainly dealt with external aspects such as leadership, job embeddedness, and organizational citizenship behavior, while the psychological impact was overlooked. The purpose of this study was to develop a measure to reduce or alleviate turnover intention of construction industry workers by verifying empirically the relationship among psychological capital, organizational commitment, and turnover intention among them. For the purpose, whether psychological capital influences organizational commitment and turnover intention, the impact of organizational commitment on turnover intention, and whether organizational commitment has a mediating effect in the relationship between psychological capital and turnover intention, among 310 construction industry workers in the metropolitan area. The results are as follows: First, hope and self-efficacy were found to have a negative (-) effect on turnover intention, while resilience and optimism from psychological capital did not have a significant effect. Second, hope, resilience, and optimism from psychological capital were found to have a positive (+) effect on organizational commitment, while self-efficacy from psychological capital had no significant effect. Third, organizational commitment was found to have a significant mediating effect on the relationship between hope from psychological capital and turnover intention. The results of this study showed that, in construction industry workers, psychological capital affects turnover intention through the mediating effect of organizational commitment. While previous studies mainly considered external influences on the turnover intention of construction industry workers, this study has academic implications in that it sought to strengthen organizational commitment and alleviate turnover intention by approaching psychological aspects. As a practical implication, it was found that higher self-efficacy and hope for work in the organization, from psychological capital, in the construction industry workers were found to lower turnover intention through job performance in a psychologically stable state. It is considered, therefore, that various systems, including job autonomy and flexible work, should be established to improve self-efficacy and hope.

심리적 자본이 이직의도에 미치는 영향과 조직몰입의 매개효과에 대한 연구 : 건설업 종사자를 중심으로

이수진 사단법인 한국벤처혁신학회 2024 벤처혁신연구 Vol.7 No.1

본 연구는 건설업체 종사자들을 대상으로 심리적자본과 조직몰입 그리고 이직의도와의 관계를 실증적으로 검증하고자 하며 이직의도를 낮추거나 완화시키기 위한 방안을 도출하는 것을 목적으로 한다. 주어진 환경에서 조직 구성원들의태도나 행동이 어떠한 영향을 주는지 확인하기 위해 심리적 자본을 희망, 복원력(탄력성), 자기효능감, 낙관성의 4개요인으로 구분하였다. 이를 위해 수도권 지역의 건설업 종사자를 대상으로 310부를 분석에 활용하였으며 심리적자본이조직몰입과 이직의도에 영향을 미치는지, 조직몰입이 이직의도에 어떠한 영향이 있는지, 조직몰입이 심리적자본과 이직의도의 관계에서 매개효과를 나타내는지 검증하고자 하였다. 심리적자본과 이직의도의 관계를 분석한 결과, 희망과자기효능감은 이직의도에 부(-)의 영향을 미치며, 복원력과 낙관성은 유의한 영향을 미치지 못하는 것으로 나타났다. 심리적자본과 조직몰입의 관계를 분석한 결과, 희망, 복원력, 낙관성은 조직몰입에 정(+)의 영향을 미치며, 자기효능감은 유의한 영향을 미치지 못하는 것으로 나타났다. 조직몰입 매개효과를 검증한 결과, 심리적 자본의 하위요인 중 희망과의 관계에서 이직의도에 유의한 매개효과를 나타내는 것으로 확인되었다. 기존 선행연구들은 건설업 종사자들의 이직의도에 대한 외부적인 측면을 주로 고려하였다면, 연구를 통해 심리적인 측면에 접근하여 조직몰입을 더 높이고, 이직의도를 완화시키고자 했다는 점에서 학문적 시사점이 있다. 실무적 시사점으로는 건설업 종사자들의 심리적 요인중 자기효능감과 조직에서의 직무에 대한 희망이 높을수록 심리적 안정 속에서 직무를 이행하기 때문에 이직의도가낮아진다는 것을 확인하였다. 따라서, 자기효능감과 희망을 향상 시킬 수 있도록 직무 자율성 부여, 유연한 근무 등과같은 다양한 제도 정비가 마련되어야 할 필요가 있다. The global economic growth rate has been slowed due to changes in the economic and social environment related to the recent trends in the construction market and construction industry, prolonged inflation, intense tensions among countries, and increased interest rates. Since the workers in the construction industry , due to the nature of the industry, move to another site after the completion of an awarded project rather than staying for a long time while performing work at one workplace, various issues are brought out such as poor working environment resulting from unfairness in construction contracts, aging of workers, their anxiety, and job instability. The previous studies on the turnover intention of construction industry workers mainly dealt with external aspects such as leadership, job embeddedness, and organizational citizenship behavior, while the psychological impact was overlooked. The purpose of this study was to develop a measure to reduce or alleviate turnover intention of construction industry workers by verifying empirically the relationship among psychological capital, organizational commitment, and turnover intention among them. For the purpose, whether psychological capital influences organizational commitment and turnover intention, the impact of organizational commitment on turnover intention, and whether organizational commitment has a mediating effect in the relationship between psychological capital and turnover intention, among 310 construction industry workers in the metropolitan area. The results are as follows: First, hope and self-efficacy were found to have a negative (-) effect on turnover intention, while resilience and optimism from psychological capital did not have a significant effect. Second, hope, resilience, and optimism from psychological capital were found to have a positive (+) effect on organizational commitment, while self-efficacy from psychological capital had no significant effect. Third, organizational commitment was found to have a significant mediating effect on the relationship between hope from psychological capital and turnover intention. The results of this study showed that, in construction industry workers, psychological capital affects turnover intention through the mediating effect of organizational commitment. While previous studies mainly considered external influences on the turnover intention of construction industry workers, this study has academic implications in that it sought to strengthen organizational commitment and alleviate turnover intention by approaching psychological aspects. As a practical implication, it was found that higher self-efficacy and hope for work in the organization, from psychological capital, in the construction industry workers were found to lower turnover intention through job performance in a psychologically stable state. It is considered, therefore, that various systems, including job autonomy and flexible work, should be established to improve self-efficacy and hope.

뷰티 산업 종사자의 욕구가 긍정심리자본과 조직몰입에 미치는 영향

김미현(Mi-Hyun Kim) 한국화장품미용학회 2018 한국화장품미용학회지 Vol.8 No.2

This study aims at empirically analyzing the effect of beauty industry workers’ needs on positive psychological capital and organizational commitment. To werify the correlation between these factors, First Beauty industry workers’ needs would have a positive effect on positive psychological capital . Second, Beauty industry workers’ positive psychological capital would have a positive effect on organizational commitment. First, as a result of regression analysis on the effect of beauty industry workers’ needs on positive psychological capital, growth needs among the sub-variables of needs – existence needs, relatedness needs, and growth needs – was found to have a positive effect on all of the positive psychological capital variables – hope, optimism, self-efficacy and resilience. Second, the regression analysis on the effect of beauty industry workers’ positive psychological capital on organizational commitment found that only self-efficacy had a positive effect on job engagement. Third, the regression analysis on the effect of beauty industry workers’ needs on organizational commitment found that all of the existence needs, relatedness needs and growth needs had an effect on organizational commitment.

긍정심리자본이 행복과 고객지향성에 미치는 영향 – 사회복지전담공무원 조직문화의 조절효과를 중심으로 -

전선영 한국사회복지학회 2019 한국사회복지학 Vol.71 No.3

The purpose of this study is to examine the relationship between positive psychological capital, happiness and customer orientation, and organizational culture as a mediating role in relation to these relationships. First, positive psychological capital and organizational culture have positive effects on both happiness and customer orientation. Second, as a result of verifying the moderating effects of organizational culture, relationship culture, hierarchical culture and rational culture showed positive effects in the relationship between positive psychological capital and happiness. In addition, hierarchical culture showed a moderating effect in relation to positive psychological and customer orientation. In particular, relationship culture and rational culture have positive (+) control on positive psychological capital and happiness, and hierarchical culture has negative (-) control on happiness and customer orientation. Therefore, it is necessary to concentrate on the importance of positive psychological capital that can enhance both individual pursuit of happiness and client 's customer orientation in delivering public welfare services. In addition, it is necessary to strengthen the relationship culture and rational culture that emphasizes efficient performance and achievement of a reasonable goal, and to change the hierarchical culture that is passive to change and control members. 본 연구는 서울시 사회복지전담공무원을 대상으로 긍정심리자본과 행복 및 고객지향성의 관계, 그리고 이들의 관계에 조직문화가 조절역할을 하는지를 검증하였다. 연구결과, 첫째, 긍정심리자본과 조직문화는 행복과 고객지향성에 모두 긍정적인 영향을 미쳤다. 둘째, 조직문화의 조절효과를 검증한 결과, 긍정심리자본과 행복 간의 관계에 있어서는 조직문화 가운데 관계문화, 위계문화, 합리문화가 조절효과를 나타냈다. 또한 긍정심리와 고객지향성의 관계에서는 위계문화가 조절효과를 나타났다. 특히 관계문화와 합리문화는 긍정심리자본과 행복에 정(+)적인 조절을 하였고, 위계문화는 행복과 고객지향성에 부(-)적인 조절을 하였다. 따라서 공공복지서비스를 전달함에 있어서 개인의 행복추구와 클라이언트에 대한 고객지향성을 동시에 높일 수 있는 긍정심리자본의 중요성에 집중할 필요가 있겠다. 또한 효율적인 수행과 합리적인 목표달성을 강조하는 관계문화와 합리문화는 강화하고, 변화에 소극적이며 구성원들을 통제하려는 위계문화는 변화시킬 필요가 있겠다.

Effect of Authentic Leadership on Organizational Citizenship Behaviors through Mediating Roles of Followers’ Self-awareness and Psychological Ownership

Hyo-Sung Oh,탁진국 한국유통과학회 2016 유통과학연구 Vol.14 No.3

Purpose – This study empirically validates the theoretical argument of the effect of authentic leadership on organizational citizenship behavior, and the mediating roles of followers’ self-awareness and psychological ownership between authentic leadership and followers’ organizational citizenship behavior. Research design, data, and methodology – A total of 380 office workers in Korea were surveyed through on-line, and the result was analyzed using confirmatory factor analysis and structural equational modeling. Results – The authentic leadership was shown to be related positively to followers’ self-awareness and psychological ownership, both of which were associated positively with their organizational citizenship behavior. The complete mediating effects of followers’ self-awareness and psychological ownership were verified between authentic leadership and follower’s organizational citizenship behavior. Conclusions – While followers’ self-awareness was rarely studied in the authentic leadership study to date, it was found to play a role in the authentic leadership process into organizational outcome. It is argued that the followers’ self-awareness as a mediating role between authentic leadership and organizational outcome seems to be more appropriate than the leader’ s identification of previous thesis in explaining the authentic leadership effect.

인적자원관리 연구에서 빅데이터의 활용

구소희,조영일,박수진 인문사회 21 2020 인문사회 21 Vol.11 No.5

Big data has been mainly used in the fields of computer science and business where data-driven approaches are performed, but big data has also emerged in psychological research that conducts empirical research. This paper is a review paper discussing the possibility and implications for the use of big data in psychological research in the era of the 4th industrial revolution. In particular, it describes AI interviews that use artificial intelligence when hiring human resources and assigning jobs in the industrial and organizational psychology scene, and discusses the advantages and disadvantages of this. AI interviews can prevent social desirability and can achieve efficiency and fairness by reducing prejudice in human resource management and recruitment processes. However, it is necessary to evaluate the accuracy of the data and consider the justification for the result, taking in mind that there is a risk of reproducing the unconscious biases of humans in the algorithm results. 빅데이터는 주로 자료주도적 접근이 수행되는 컴퓨터 공학 및 비즈니스 분야에서 활용되어 왔지만 경험적 연구를 하는 심리학 연구에서도 빅데이터가 언급되기 시작했다. 이에 따라 본 논문은 4차 산업혁명 시대에 심리학 연구에서 빅데이터가 활용될 수 있는 가능성과 시사점에 대해 논의하는 개관논문이다. 특히 산업 및 조직 심리 장면에서 인적자원을 채용하고 직무를 배치할 때 인공지능을 사용하는 AI면접에 대해 설명하고 이에 대한 장점과 단점에 대해 논의한다. AI면접은 사회적 바람직성이 나타나는 것을 방지하고 인사관리와 채용에서 인간의 편견을 줄여 효율성과 공정성을 얻을 수 있다. 본 논문은 알고리즘 결과에서 인간이 가진 무의식적 편견이 재현될 위험과 편견이 재현된 것을 찾아낼 수도 없는 상황을 염두하여 데이터의 정확성을 평가하고 결과물에 대한 당위성에 대해 고민해보아야 한다는 시사점을 갖는다.

창간 30주년 ‘한국심리학회지: 산업 및 조직’ 내용분석 및 제언

유태용,이현준,고윤진,최효임,김민경,명민재,이민선,조은강,황순필,김미소,서진형,손희정,이의현 한국산업및조직심리학회 2019 한국심리학회지 산업 및 조직 Vol.32 No.3

본 연구는 2018년에 창간 30주년이 된 ‘한국심리학회지: 산업 및 조직’에 게재된 논문들의 내용을 체계적으로 분석하였다. 1988년 창간호부터 2018년까지 30년 동안 총 85권의 학회지에 게재된 627편의 논문 중 625편을 대상으로 논문저자 특성, 연구주제, 연구장면, 연구방법, 연구참가자 유형, 논문에 사용된 통계분석 등을 기준으로 분류하고 내용을 분석하였다. 분석 결과, 저자 소속은 심리학과 및 산업심리학과가 전체 저자 수인 1,401명 중 1,027명(83.9%)으로 가장 많았고, 대학에 속한 저자가 1,265명(90.3%)으로 가장 많았다. 또한 초기 10년에는 15명에 불과했던 여성 저자의 비율이 최근 10년 들어 293명(36.0%)으로 늘어난 것을 확인할 수 있었다. 연구 주제별로 논문을 분류한 결과, 조직심리 논문이 376편(60.2%)으로 가장 많았고, 연구가 수행된 물리적 장소를 분석한 결과, 실제 현장에서 이루어진 연구가 471편(75.4%)으로 가장 많았다. 연구방법은 설문지에 의한 조사연구가 전체의 74.1%(463편)로 가장 많았으며, 실제 산업 현장의 현직자 집단을 대상으로 수행한 연구가 전체의 66.4%(415편)로 가장 많았다. 그 외에도 최근 10년 전부터 온라인 설문지를 활용한 조사연구가 확대되고 있으며, 통계분석은 초기 10년과 유사하게 요인분석, 상관분석, 회귀분석이 가장 널리 활용되었다. 최근 10년 들어 통계분석 종류는 더욱 다양해졌는데 다수준분석, 생존분석, 비선형분석 등 새로운 분석기법을 적극 활용하기 시작하였다. 끝으로 지난 30년 동안 게재된 논문을 주제별로 개관하였으며, 이러한 내용분석을 토대로 앞으로 ‘한국심리학회지: 산업 및 조직’이 추구해야 할 지향점과 부가적인 과제에 대해 논의하였다.