The Effects of Job Crafting on Task and Contextual Performance: Focusing on the Mediating Effect of Work Engagement

Feng JIANG,Li WANG,Lei YAN 한국유통과학회 2022 The Journal of Industrial Distribution & Business( Vol.13 No.5

Purpose: Research on job crafting has thus far focused on how alter job demand and resources behaviors relate to employee task performance. However, job crafting behaviors do not necessarily have an impact only on task performance, but also on employees’ contextual performance, a phenomenon that has little research in job crafting research. Therefore, this study aims to investigate the effect of job crafting on task performance or contextual performance and the mediating effect of work engagement between them in the Chinese context. Research design, data and methodology: In order to achieve the above research goals and test the proposed hypotheses, we used a cross-sectional design and a self-administered questionnaire to collect quantitative data from September 8, 2021 to September 27, 2021 among knowledge workers in Shandong Province various financial companies and finally analyzed 211 questionnaires. Descriptive statistics and research model analysis were performed using SPSS 25.0 Version and AMOS 27.0 Version to test the developed hypotheses. Results: The results are as follows; firstly, the study showed that job crafting of employees had a significant positive impact on task performance and contextual performance. Secondly, the higher job crafting of employees, the higher their work engagement. Thirdly, this study showed that work engagement of employees had a positive impact on task performance and contextual performance. Fourthly, we predicted and found that work engagement of employees had a positive mediating effect between job crafting and task performance and a positive mediating effect between job crafting and contextual performance. Overall, this study showed that the proactive job crafting behaviors of employees enhance their engagement for their work, which in turn improves task performance and contextual performance. Conclusions: This paper develops job crafting research by exploring the positive impact of job crafting on employees' task performance or contextual performance through their work engagement. It also proposes that both job crafting behaviors and work engagement are important approaches to improve employees' task performance or contextual performance. Practical implications for organizations, such as increasing employee' work engagement, as well as the limitations and suggestions are concluded for the future research directions.

교육복지현장 실무자의 직무에 관한 중요도-실행도 분석(IPA)

조성심,홍순혜,방진희,엄경남,안정선 한국학교사회복지학회 2016 학교사회복지 Vol.0 No.33

This research aims to study the level of importance that education welfare practitioners perceive in their jobs and the level of their actual performance, and analyze the differences between the two levels by using IPA (Importance-Performance Analysis) to suggest the management strategies for balancing the performance level to the importance level. Thirty-three job tasks of 9 job areas were drawn from the related studies, and based on those job tasks, a survey on the perceived importance and performance levels was conducted among the education welfare workers in Kyoungi province and Pusan city, and the data of 184 were analyzed. The results showed that all the importance levels in 33 job tasks were higher than the performance levels, and the differences between the importance and performance levels were significant in 31 job tasks. IPA showed that the tasks such as ‘Operating education welfare office’, ‘Finding students needing intensive support and analyzing their characteristics’ and ‘Identifying community resources and searching for available resources’ have high level on both importance and performance so that the tasks must continue as before. The job task that showed high importance and low performance, which was ‘Case management’, needs the most intensive investment to improve the performance level. Other job tasks such as ‘Case Management meetings’, ‘Planning and operating joint projects’, ‘Individual counseling’, ‘ Group counseling’, ‘Family counseling’, and ‘Training personnels working in school social work office’ were grouped as the job tasks with low priority because of their low results on both importance and performance levels. The job tasks such as ‘Supporting and managing instructors and service providers’, ‘Managing safety of places and facilities’, ‘Making and processing official documents’ and ‘Writing reports and minutes’, which showed low results in the importance level but high in the performance level, were analyzed to have over-investment at present, and accordingly, their excessive investment needs to be reduced and expand to different jobs. Based on the results, the practical and political ways to balance the level of performance to that of importance in job tasks for education welfare practitioners were suggested. 본 연구는 교육복지현장 실무자가 수행해야 할 직무들에 대해 교육복지현장 실무자들이 그 중요성을 어느 정도로 인식하고 있으며 직무를 실제로 얼마나 실행하고 있는지 현황을 파악하고, 직무에 대한 중요도와 실행도 사이에 차이가 존재하는지를 중요도-실행도 분석(Importance-Performance Analysis: IPA)을 통해 살펴봄으로써 직무 중요도에 따른 수행도 균형 전략을 모색하는데 목적이 있다. 본 연구는 문헌연구를 통해 교육복지현장 실무자가 수행해야 할 9개 직무영역의 33개 세부 직무들을 도출하였으며, 경기 및 부산지역의 교육복지사 184명이 응답한 직무 중요도와 실행도를 분석하였다. 연구결과, 32개 세부직무에서 중요도가 실행도보다 높게 나타났으며, 31개 세부직무에서 중요도와 실행도 사이에 통계적으로 유의미한 차이가 있었다. IPA분석을 통해 볼 때, ‘교육복지실 운영’, ‘집중지원학생 발굴 및 특성 분석’, ‘지역자원 현황 파악 및 연계 가능 자원 발굴’ 등은 중요도와 실행도가 평균 점수보다 모두 높아 앞으로 계속 유지해 나가야할 직무들로 분류되었다. 직무의 중요도는 높지만 실행도가 낮아, 우선적으로 실행도를 높일 수 있는 방향으로 개선되어야 할 직무로는 ‘사례관리’가 가장 두드러졌다. ‘사례관리 회의’, ‘공동사업 기획 및 운영’, ‘개인상담’, ‘집단상담’, ‘가족상담’, ‘교육복지실 관련 인력교육’ 등은 중요도와 실행도 모두 낮아, 직무관리에서 우선순위가 낮으며 점진적으로 개선되어야 할 영역으로 분류되었다. 반면, ‘강사 등 서비스 제공자 지원 및 관리’, ‘장소와 시설 및 안전 관리’, ‘공문서 작성 및 처리’, ‘보고서와 회의록 작성’ 등은 중요도는 낮게 인식하는데 반해 실행도가 높게 나타나, 이 직무들에 대한 과도한 투입보다는 여기에 투입된 노력을 다른 직무들로 전환할 필요성이 제기 되었다. 이 결과들에 근거해 직무 수행을 개선시킬 수 있는 실천적, 정책적 방안들을 제시하였다.

개인-직무 적합성과 과업 및 맥락 성과

김미희(Mihee Kim),신유형(Yuhyung Shin),문철우(Chul Woo Moon) 한국인사조직학회 2012 인사조직연구 Vol.20 No.1

개인-직무 적합성에 대한 연구가 오랫동안 지속되어 왔음에도 불구하고 개인-직무 적합성과 직무 성과간의 관계에서 조절효과를 미치는 변수들에 대한 규명은 최근에 와서야 이루어졌다. 본 연구에서는 팀제와 임파워먼트의 확산 등으로 대표 되는 최근의 경영 흐름에 따라 직무특성이론이 제시하는 5대 직무특성들 중 과업 중요성과 자율성에 초점을 맞추어 개인-직무 적합성과 과업 및 맥락 성과의 관계에 대한 이들 두 가지 직무특성들의 조절효과를 고찰하였다. 보다 구체적으로, 본 연구에서는 과업 중요성과 자율성이 개인-직무 적합성과 과업 및 맥락 성과간의 관계에 각각 정(+)의 조절효과를 미칠 것으로 예측하였다. 이러한 연구 가설을 검증하기 위해 층화 표집을 통해 선정된 263개 기업의 종업원 6,044명을 대상으로 설문 조사가 실시되었다. 설문 데이터에 대한 위계적 회귀분석 결과는 개인-직무 적합성과 과업 성과간의 관계는 과업 중요성과 자율성이 높은 경우에 더 강하게 나타난다는 사실을 보여주었다. 그러나, 개인-직무 적합성과 맥락 성과간의 관계에는 과업 중요성만 정의 조절효과를 미치는 것으로 나타났으며, 개인-직무 적합성과 자율성은 맥락 성과와 각각 정의 관계를 보이는 것으로 발견되었다. 본 연구의 결과는 적합성 연구에 대한 이론적 시사점과 직무 배치 및 직무 재설계에 대한 실무적 함의를 갖는다. Person-environment fit theory posits that congruence between individuals’ characteristics and those of their surrounding environments is positively associated with their work outcomes. Among various types of person-environment fit, person-job fit refers to a match between an individual’s characteristics and those of his or her job. While a vast amount of research has investigated the relationships between person-job fit and work outcomes, little attention has been paid to potential moderators between person-job fit and job performance. To fill this gap, we attempted to delineate moderators that can strengthen or weaken the relationship between person-job fit and job performance. Drawing on job characteristics theory, we identified task significance and autonomy as moderators of the linkages between perceived person-job fit and task and contextual performance. Due to the proliferation of a team-based organizational structure and empowerment, the role of task significance and autonomy in work contexts is increasingly important. In the current study, we proposed that the relationships between perceived person-job fit and task and contextual performance would be stronger when task significance and autonomy were high than when they were low. Our hypotheses were tested using large-scale survey data collected from 6,044 employees in 263 Korean companies representing diverse industries, locations, and firm sizes. The results of hierarchical regression analyses supported most of the hypotheses. As predicted, the relationship between perceived person-job fit and task performance was moderated by task significance and autonomy. More specifically, this relationship appeared stronger when task significance and autonomy were higher than when they were low. In addition, the linkage between perceived person-job fit and contextual performance was moderated by task significance. As expected, the association between perceived person-job fit and contextual performance was more pronounced when task significance was high than when it was low. However, we did not detect any moderating effect of autonomy for contextual performance. Instead, we found significant main effects of person-job fit and autonomy on contextual performance. Our findings have several theoretical and practical implications. First of all, the present study contributes to the fit literature by elucidating boundary conditions under which the relationship between person-job fit and task and contextual performance was strengthened. Our results suggest that there are important job characteristics that can intensify the effect of person-job fit, even after controlling individual characteristics such as growth need strength. Based on these findings, managers may need to increase the level of task significance and autonomy to maximize the effect of person-job fit on employee performance. Providing employees with a significant and autonomous job could be an avenue to enhance their task and contextual performance. In conclusion, the current study elaborates on the extant body of knowledge on person-job fit by exploring moderators of the fit-performance relationship using a sample with high external validity.

고용조정을 경험한 조직에서 사원들이 느끼는 고용불안과 신뢰 그리고 직무성과의 관계에 관한 연구

박상언(Sang Eon Park),이영면(Young Myon Lee) 한국경영학회 2004 經營學硏究 Vol.33 No.2

A firm generally breaks the psychological contract with its employees in the course of corporate downsizing. The employees` feelings of trust with the firm and with the managers also drastically change in that process. There has been few empirical research testing the role of trust that survivors may have with their managers after downsizing although many studies have investigated the effects of corporate downsizing on the reactions of survivors. The level of trust between the firm and the employees may moderate or mediate the relationship between job insecurity and job performance after the downsizing process. With high level of trust between them, the negative effect of job insecurity on job performance may be reduced. This paper examines the relationships among the job insecurity, trust in management, and job performance of survivors after the corporate downsizing. A data was collected from 307 respondents in five financial institutions in Korea which implemented downsizing recently. Two of dependent variables, job performance and organizational citizenship behavior, were collected from the respondents’ supervisor to avoid consistency bias and common method variance. The results show that job insecurity that survivors felt after downsizing is negatively related to their trust and organizational commitment. But contrary to the hypothesis, the relationship between the job insecurity and their job performance appeared positively. Further, trust in management moderated the relationship between the perceived job insecurity and survivors` subsequent reactions. That is. the trust moderated negatively the relationship between job insecurity and organizational commitment, but the trust moderated positively the relationship between job insecurity and job performance. The implication of these findings are discussed as follows. First, the importance of trust is confirmed again as earlier research mentioned. The level of trust positively influence job performance and organizational citizenship behavior after the downsizing process. This implies `trust management` is important factor to induce employee’s high commitment and high performance in these downsizing era. Second implication is from the positive relationship between job insecurity and job performance. This relationship was also found in earlier studies. The employees may work harder after the downsizing process because they do not have alternative jobs. Also, employees with lower trust level show relatively higher commitment and performance than employees with higher level. The absolute level of commitment and performance, however, is lower for employees with low trust level. In sum, the company needs to improve trust level of employees to have long term performance enhancement. This study has the following limitations. First, the data were collected from employees in financial institutions not in various organizations. Information on job performance is based on the memory of employee`s supervisor, not based on reliable measures. Second, information on employee`s economic dependence on the company or the possibility of job change was not collected. This information might have allowed broader interpretation of empirical results.

공공기관의 고성과작업시스템이 직무성과에 미치는 영향 : 직무만족의 매개효과와 조직지원인식의 조절효과를 중심으로

성요한 ( Yo-han Seong ),조준 ( Jun Cho ),윤동열 ( Dong-yeol Yoon ) 한국생산성학회 2021 生産性論集 Vol.35 No.4

Looking at the recent research trends related to strategic human resource management, we can see that the interests of members on High Performance Work Systems(HPWS) have started to affect the performance variables. Several researchers have discussed the possibility that individual attitudes and behaviors can systematically change the relationship between High Performance Work Systems(HPWS) and performance, but the empirical studies involved is considered to be limited. Therefore, this study examined the effects of perceived High Performance Work Systems(HPWS) organization on the employee's job performance, and the mediating effect of job satisfaction and the moderating effect of Perceived Organizational Support(POS) in this relationship. In addition, the moderated mediating effects of the High Performance Work Systems(HPWS) considering the process and situation leading to job performance were verified. Through this process, the High Performance Work Systems(HPWS) was intended to verify the improvement of job performance through which route. The analysis results of 247 individual level data in public institutions showed that High Performance Work Systems(HPWS) had a positive relationship with job performance and job satisfaction, and job satisfaction positively mediated the relationship between High Performance Work Systems(HPWS) and job performance. In addition, Perceived Organizational Support(POS) moderate between employees' job satisfaction and job performance. In particular, both internal and external factors, which are subordinate to job satisfaction, were found to affect job performance regardless of the high and low group of Perceived Organizational Support(POS). As such, this study has theoretical implications in that it has empirically identified the medial effects of job satisfaction in High Performance Work Systems(HPWS) and job performance that have not been studied systematically in previous studies, and the moderating effects of Perceived Organizational Support(POS) in relation to job satisfaction and job performance. In addition, the practical implications aexist in that the design and introduction of a personnel system with clear objectives and high relevance to job have demonstrated the importance of successful implementation of a High Performance Work Systems(HPWS).

Relationship between Job Attitude and Job Performance of Reception Staff at General Hospital in Seoul

Yeon Suk Oh,Mi Joon Lee,Bum Jeun Seo 보안공학연구지원센터 2015 International Journal of Bio-Science and Bio-Techn Vol.7 No.3

This research looked into the impacts of the individual job attitudes of reception window staffs working in general hospitals on their job performance. It was conducted to provide hospitals with effective human resource management and baseline data about hospital management. The subjects of this study were the emotional workers in charge of tasks such as payments, receipts, consultations for first medical examinations, issuance of certificates, procedures for hospitalization and discharges, medical consultations, reception window for the descriptions of examinations, outpatient reception window, industrial accidents and traffic accidents at 15 general hospitals in Seoul. Sampling was done with a total of 350 persons, and 319 copies were analyzed. Through a self-administered questionnaire survey, a five-point scale was used. This study aims to look into the impacts of the job attitudes of the reception staff on adaptive work performance and the effects of the adaptive work performance on job performance. In the results of the study, it was found that the job attitudes of the reception staff in charge of customer service encounters in hospitals had significant positive impacts on job performance with work performance as a mediating factor. As for the impacts of adaptive work performance on job performance, adaptive response performance and adaptive knowledge performance had impacts on that. As for the impacts of job attitude and work performance on job performance, customized responses, adaptive response performance and adaptive knowledge performance had impacts on that. Therefore, applying a customer-oriented disposition and the element of learning orientation to any future staff at the reception windows in hospitals in the recruitment, education and training of employees will be able to improve job performance.

공무원의 심리적 자본이 직무성과에 미치는 영향: 직무역량의 매개효과를 중심으로

안도희,안병국 한국직업교육학회 2015 職業 敎育 硏究 Vol.34 No.2

This study was to examine the relationships among local public officers' psychological capital, job competency, and job performance, and to identify the mediating role of job competencies in the links between psychological capital and job performance of local public officers. A total of 336 local public officers(i.e., 202 males, 133 females, and 1 unidentified) at Chungcheong province completed the questionnaire measuring their psychological capital, job competency, and job performance. Their average age was 38.84 years. Pearson's correlations indicated that all of variables(i.e., psychological capital, job competency, and job performance) were positively associated. Particularly, it was observed that the correlations between psychological capital and job performance was as high as the correlations between psychological capital and job competency, indicating that the psychological capital plays a core role in improving job performance. Structural equation modeling techniques were used to test the mediating role of job competency on the links between psychological capital and job performance. It was shown that psychological capital had a significant influence on job performance through job competency. In contrast, psychological capital's direct influence on job performance was not statistically significant. Results indicated that psychological capital of local public officials played a role to improve job performance indirectly by expanding job competency. Therefore, the program to boost up psychological capital should be included in job performance and job competency improvement program for local public officials. 본 연구에서는 지방공무원을 대상으로 이들의 심리적 자본, 직무역량 및 직무성과 간의 상호관련성을 살펴보고, 성별에 따른 이들 세 변인 간 차이를 보이는지 그리고 직무역량이 심리적 자본과 직무성과 간의 관계를 매개하는지에 대해 살펴보고자 하였다. 본 연구의 최종분석 대상은 지방자치단체 2곳(군청소재지)에 소속된 총 336명의 공무원들이며, 이들의 평균 연령은 38.86세(표준편차 8.05)였다. 본 연구 결과, 심리적 자본, 직무역량 및 직무성과는 상호 정적 상관을 보였으며, 직무성과의 ‘맥락적 성실성’ 요인을 제외한 모든 하위 요인들과 심리적 자본 및 직무역량의 모든 하위 요인들에서 남자공무원이 여자공무원에 비해 유의하게 높게 나타났다. 또한 세 변인 간의 관계모형에서 직무 역량이 심리적 자본과 직무성관 간의 관계를 매개하는 것으로 나타났다. 즉, 공무원이 지닌 심리적 자본은 직무역량을 강화시키는데 도움을 주며 이는 곧 이들의 직무성과를 증진시키는데 기여하는 것으로 나타났다. 이에, 공무원들의 직무역량 및 직무성과 향상을 위해 심리적 자본을 긍정적으로 형성하는데 도움이 되는 교육프로그램을 개발하여 도입할 필요가 있다.

헤어 디자이너의 심리적 자본이 직무동기와 직무성과에 미치는 융·복합적 영향 연구

김경인(Kim, Kyoung In) 한국전시산업융합연구원 2020 한국과학예술융합학회 Vol.38 No.5

본 연구는 헤어미용 서비스 종사자들의 직무성과 향상요인을 파악하고자 시작되었으며, 연구의 목적은 해당 종사자들의 심리적 자본(자기효능감, 낙관주의, 적응 유연성, 희망)이 직무성과(과업성과, 관계성과)에 미치는 영향과 직무 동기가 심리적 자본과 직무성과 간의 직무 동기(내재적 동기, 외재적 동기)의 매개 효과를 파악하는 것이다. 본 논문은 2020년 8월 15일부터 9월 15일까지 온라인 설문조사와 서면 설문조사를 동시에 진행하였으며, 426부의 자료가 최종분석에 사용되었다. 분석방법은 SPSS 18.0을 이용하여 빈도분석과 탐색적 요인분석, 심리적 자본과 직무성과, 직무동기간의 영향 관계를 검증하기 위해 계층적 회귀분석을 이행하였다. 연구결과 및 내용은 다음과 같다. 첫째, 심리적 자본과 조직성과의 하위요인인 과업성과 간에 자기효능감의 영향력이 가장 높게 나타났으며, 희망, 낙관주의, 적응 유연성과도 유의한 영향 관계가 나타났다. 둘째, 심리적 자본과 조직성과의 하위요인인 관계성과 간에는 희망의 영향력이 가장 높게 나타났으며, 적응 유연성에서는 유의한 영향 관계가 나타나지 않았다. 셋째, 직무 동기의 매개 효과를 검증한 결과 심리적 자본의 자기효능감과 희망요인에서 내재적 동기가 직무성과(과업성과, 관계성과)를 향상시키는 매개 효과가 확인되었다. 외재적 동기는 자기효능감과 관계성과만을 매개하는 것으로 확인되었다. 이러한 연구결과를 바탕으로 미용 직무 분야에 심리적으로 미치는 융·복합적 영향을 파악할 수 있었으며, 미용 분야 종사자들의 호감, 성취감, 안정감, 승진, 인정이나 성장 등과 같이 개인의 자존감 및 자아실현과 관련되어 있는 심리적 요인과 미용 분야 직무의 융·복합적인 결합을 통해 미용 산업의 융·복합적 직무성과의 특성을 분석할 수 있었다. 본 연구는 향후 미용 산업 분야에 효과적인 과업 수행과 성공적인 미용경영을 위해 미용업계의 조직 차원의 다양한 지원과 직무성과 개발관리에 대한 융·복합적 연구에 도움이 되기를 기대한다. This study began with the identification of factors for improving job performance of hair beauty service workers, and the purpose of the study was to determine the effect of the psychological capital (self-efficacy, optimism, adaptability, hope) of the workers on job performance (task performance, relational performance) and job motivation between psychological capital and job performance (intrinsic motivation, etc.). It is to understand the mediating effect of re-adoptment motivation. In this paper, online and written surveys were conducted simultaneously from August 15 to September 15, 2020, and 426 data were used for the final analysis. As for the analysis method, using SPSS 18.0, a hierarchical regression analysis was performed to verify the influence relationship between frequency analysis, exploratory factor analysis, psychological capital, job performance, and job motivation. The research results and contents are as follows. First, the influence of self-efficacy was the highest between psychological capital and task performance, which is a sub-factor of organizational performance, and there was also a significant influence relationship with hope, optimism, and adaptability. Second, between psychological capital and relational performance, which is a sub-factor of organizational performance, the influence of hope was the highest, and no significant influence was found in adaptability. Third, as a result of verifying the mediating effect of job motivation, it was confirmed that intrinsic motivation improves job performance (task performance, relationship performance) in the self-efficacy and hope factors of psychological capital. It was confirmed that extrinsic motivation only mediated self-efficacy and relationship performance. Based on this results, we were able to identify the psychological effects of convergence on the beauty job field, and analyze the characteristics of convergence job performance in the beauty industry through the fusion combination of psychological factors related to individual self-esteem, such as favorability, fulfillment, stability, promotion, recognition or growth of beauty workers. This study is expected to help various support at the organizational level of the beauty industry and convergence research on job performance and development management for effective task performance and successful beauty management in the future.

참여적 리더십이 직무성과에 미치는 영향 : 조직동일시와 직무열의의 순차적 직렬다중매개효과

박봉제 ( Bong-je Park ),신제구 ( Je-goo Shin ) 한국생산성학회 2021 生産性論集 Vol.35 No.2

The purpose of this study is to validate the mechanism in which participative leadership affects job performance in order to obtain implications for the mechanism driving job performance, a change in the paradigm for performance management, and the newly required leadership role in a business environment with increasing uncetainty. To this end, it was intended to identify the direct effect between participative leadership and job performance, the indirect effect through each of organizational identification and job engagement, and the sequential serial multiple mediating effect through organizational identification and job engagement. This study attempts to explain the mechanism by which participative leadership influences employee’s job performance through the Social Exchange Theory. This study proposed a research model in which a leader exerts participative leadership, leading to changes in the attitudes and thinking of members through psychological motivation for the members, and ultimately affecting job performance. Since each member's inner psychology is different, the same leadership behavior of a leader can generate different mediating effects for each member. Therefore, this study attempts to verify the mediating effect of organizational identification and job engagement to clarify the mechanism by which participative leadership influences employee's job performance through parameters. The survey was conducted on employees working in various industries and analyzed using PROCESS macro (Hayes, 2013). The reliability and validity of the measurement tools were enhanced through preliminary survey, and the timing of the measurement of dependent variables was separated to overcome the common method bias. In addition, position, positive emotions, and negative emotions were applied as control variables. As a result of the study, direct effect was not significant between participative leadership and job performance. Second, participative leadership reinforces organizational identification and confirmed the indirect effect of improving job performance. Third, it was confirmed that participative leadership reinforces job engagement and improves job performance. Fourth, it was confirmed that the serial multiple mediating effect of participative leadership on job performance through organizational identification and job engagement sequentially was significant. In other words, it was found that participative leadership reinforces organizational identification, which in turn reinforces job engagement and has a positive effect on job performance. This work contributes to the expansion of existing leadership research by empirically identifying the mechanism between participative leadership and job performance. In the future study, it is possible to expand participative leadership research by expanding the application of various mediating and moderating variables, and it will be possible to contribute to enhancing the effectiveness of participative leadership through comparative studies between each variable. The theoretical and practical implications for the research results, limitations of the research, and future research tasks were presented.

조리사의 직무스트레스 관리가 직무성과와 경영성과에 미치는 영향에 관한 연구

이무형(Lee Mu Houng) 한국외식경영학회 2017 외식경영연구 Vol.20 No.4

The purpose of this study is to examine and verify the effects of job stress management on job performance and business performance with cooks working in food service companies. first, among the factors of job stress management, role-orientedness influences job performance’s subfactor, job satisfaction, in a significantly positive way. Second, among the factors of job stress management, role-orientedness and response-orientedness influence job performance’s subfactor, work quality, in a significantly positive way. Third, job satisfaction and work quality out of job performance influence business performance’s subfactor,financial performance, in a significantly positive way. Job satisfaction and work quality have significant effects on business performance’s subfactor, non-financial performance. Fourth, among the factors of job stress management, roles-orientedness has significantly negative effects on business performance’s subfactor, financialperformance.Factor-orientedness influences financial performance in a significant positive way. Lastly, among the factors of job stress management, role-orientedness has significantly negative effects on business performance’s subfactor, non-financia lperformance. 연구는 외식기업에 근무하는 조리사를 대상으로 스트레스 관리가 직무성과 및 경영성과에 미치는 영향관계를 파악하고 검증하였다. 첫째, 직무스트레스의 역할 지향적 요인은 직무성과의 하위차원인 직무만족에 유의한 정(+)의 영향을 미치는 것으로 분석되었다. 둘째, 직무스트레스의 역할 지향적 요인, 반응 지향적 요인은 직무성과의 하위차원인 업무의 질에 유의한 정(+)의 영향을 미치는 것으로 분석되었다 셋째, 직무성과의 직무만족, 업무의 질은 경영성과의 하위차원인 재무적 성과에 유의한 정(+)의 영향을 미치는 것으로 분석되었다. 직무만족, 업무의 질은 경영성과의 하위차원인 비재무적 성과에 유의적인 영향을 미치는 것으로 나타났다. 넷째, 직무스트레스의 역할 지향적 요인은 경영성과의 하위차원인 재무적 성과에 유의한 부(-)의 영향을 미치는 것으로 분석되었으며, 요인 지향적 요인은 재무적 성과에 유의한 정(+)의 영향을 미치는 것으로 분석되었다. 마지막으로, 직무스트레스의 역할 지향적 요인은 경영성과의 하위차원인 배재무적 성과에 유의한 부(-)의 영향을 미치는 것으로 분석되었다.