An Empirical Study on Job Embracing by Mobile Platform Workers

Sung Yul Ryoo,Sang Cheol Park 한국경영정보학회 2024 Asia Pacific Journal of Information Systems Vol.34 No.2

Despite the maturity of platforms, only some studies have explored the relationships between the working conditions of platform workers and their organization-like responses to these platforms. Thus, this research utilized the Job Demands-Resources Model (JD-R Model) to analyze the effects of job demands and resources on platform workers’ job embracing. The data were collected from 182 food delivery riders in South Korea. This study utilized the PLS technique (partial least squares) to examine the research model. Regarding job demands, this study has found that work overload and physical effort significantly affect burnout. Regarding job resources, the results revealed that service technology support and training significantly affect work engagement. In alignment with the Job Demands-Resources literature, the findings offer tangible proof that burnout has a detrimental impact on job embracing, whereas work engagement has a beneficial effect on job embracing. Our findings indicate that work engagement exerts a more substantial beneficial effect on job embracing, and burnout reduces job embracing. Results also provide novel insights to scholars seeking a comprehensive research model on the impact of on-demand workplace conditions to help platforms attract and retain platform workers.

감정노동 작업장에서의 유머와 신뢰의 역할 : 직무요구-자원 모형의 확장

임창희(Im Chang Hee) 한국인사관리학회 2009 조직과 인사관리연구 Vol.33 No.2

본 논문의 주요 목적은 직무요구-자원 모형(JD-R model)에서 주장하는 소진에 대한 직무 요구의 영향과정과 소진과 몰입에 대한 직무자원의 영향과정이 전통적 주장대로 상호 독립적인지, 아니면 특정 매개변수가 개입되면 하나의 프로세스로 연결되는지를 검토하는 것이다. 따라서 본 연구에서는 직무요구의 대표적 하위요소인 감정노동이 소진의 대표적 하위요소인 정서고갈과 몰입에 신뢰라는 매개변수를 통해 어떠한 영향을 미치는지를 살펴보았고 직장의 유머사용이라는 직무자원이 역시 두 개의 결과변수에 영향을 미칠 때 신뢰의 매개작용이 존재하는지를 검토하였다. 또한 이들 변수간의 관계에 관한 구조모형을 JD-R이론 관점에서 본다면 직무요구/자원과 소진/몰입의 관계에 매개변수의 추가가 가능함을 알 수 있다. 그리고 아울러 직무요구가 소진에 미치는 부정적 영향(health impairment process)과 직무자원이 소진을 완화시키는 재활과정(energetic process)과 직무자원이 몰입에 영향을 미치는 동기화과정(motivational process)은 독립적인 관계라기보다는 신뢰라는 매개변수를 통하여 동시에 소진과 몰입에 동시에 영향을 미칠 수 있음도 밝혔다. 이로써 본 연구는 이론적으로는 JD-R모형의 확장ㆍ개선과 함께 실무적으로는 감정노동 분야에서 유머와 신뢰가 종업원의 정서고갈을 줄여주고 동시에 직장생활의 질을 높이는 자원이 된다는 사실을 입증하였다. 연구방법은 기존 연구결과들을 바탕으로 이론적 모형을 설정하고 설문 서베이 기법을 활용하여 이를 검정하는 방식에 의존하였다. 수퍼마켓 주부사원, 보건소와 병원의 간호사, 제약회사 영업사원, 사회복지사 등 고객을 상대하는 일선 직원들로부터 회수된 405개의 유효 설문응답을 토대로 구조방정식에 의한 제안모델의 우수성을 AMOS 6.0을 이용하여 확인하고 다시 Sobel test 등에 의한 추가분석을 통해 이를 입증하는 방식을 택하였다. 본 연구의 실효성과 한계점, 그리고 미래 연구시 보완할 점 등도 제언하였다. While recommendations and anecdotal evidence for reducing the negative impact of emotional pressure in the emotional workplace, there has been very little empirical work examining use of humor and trust in this field. In explaining the relationships between job characteristics, burnout, and engagement, the role of humor and trust were examined. That is, our study examined the role of trust as a mediating variable in the relationships between job demands(e.g., emotional work pressure), job resources(e.g., humor), and employees' emotional exhaustionand vigour, dedication, etc., the main components of burnout and work engagement, respectively. Influenced by dominant work psychological models, like Job demand-control model, the Job Demands - Resources (JD-R) model attributes employee well-being to the job characteristics. Previous studies have supported the underlying predictions of the model, namely that job demands are the main predictors of negative job strain, while job resources are the most important predictors of work engagement. However, studies on the JD-R model have been restricted to job characteristics and, as a result, the role of employees’ personal situations(e.g., interpersonal trust relationship), which could be important determinants of their adaptation to work environments, has been neglected. Empirical studies that uncover the processes underlying the relationships between job resources and demands and outcomes are, however, scarce. To address this void in the literature, the present study examined whether trust serves as a mediator in the relationships advanced in the JD-R. To investigate the role of trust in the JD-R model, we used insights from humor practices as a main component of social supports, which could be job resources factors. Most employees working at emotional workplace would be tired. While many people want their work to be satisfying, emotional labor reenforce workers to have smile face in front of clients. If their patience would be worn out, finally they quit easily their work. The purpose of this paper is to examine whether interpersonal trust mediate the relationship between emotional labor/humor practices and emotional exhaustion/job engagement. Structural equation modelling in a heterogeneous sample of 405 workers of the emotional workplace(employees of supermarket, employees of bank, hospital nurses, salesman of pharmaceutical company, service women in social welfare organizations) confirmed that trustful relation explained the relationships from job demands(emotional labor) to exhaustion and from job resources(humor practices) to engagement. Our study's findings provide evidence that trust fully accounted for the relationship between humor and emotional exhaustion and partially explained the relationships between emotional pressure/humor and exhaustion / engagement (vigour, dedication, absorption). This suggests that employees who are surrounded by humor practices are more likely to experience a general feeling of trustful relationship with their leaders and coworkers, which in turn explains why they feel less exhausted, and more vigorous in their jobs. These findings help to shed light on the processes underlying the relationships between job characteristics and burnout and engagement. This results aligns with the general theorizing supported by JD-R model. More specifically, it builds on the JD-R literature as it tests one of the proposed mechanisms in the relationship between job resources and work engagement However, our results also extends the JD-R li terature by suggesting that one mechanism, namely trust helps to explain the relationships between the health-impairing as well as the health-enhancing job characteristics and both employees’ ill-health (i.e. burnout) and well-being (i.e. engagement). Notably, within the JD-R literature, two different processes are assumed, that is, an energy depleting process in the development of burnout and a motivational process

직무자원, 공공봉사동기, 조직몰입, 그리고 삶의 질 인식 간 구조적 영향관계 분석: 직무요구-자원(JD-R) 모델의 동기부여 과정을 중심으로

고명철 한국정부학회 2023 한국행정논집 Vol.35 No.4

Drawing on the job demands-resources (JD-R) model, this study explores the structural relationship between job resources, measured by job autonomy and communication within the organization, and perceived quality of life(QoL). In analyzing the relationship between the job resources and perceived QoL, PSM was included in the research model as a mediating variable to figure out whether PSM functions as a personal resource presented in the JD-R model. Using the "Public Employee Perception Survey" conducted by the Korea Institute of Public Administration in 2021, the proposed hypotheses are tested. This study finds that job resources are positively associated with organizational commitment and QoL. Also, PSM is positively and indirectly related to QoL via its influence on organizational commitment. The findings verifies the motivational process of job resources. It implies that through positive spillover effects, job resources can generate greater organizational outcomes and better employee wellbeing. based on these findings, theoretical and policy implications are suggested for higher employee wellbeing. 본 연구는 직무요구-자원(job demands-resources; JD-R)의 시각에서, 직무자율성과 조직 내 의사소통을 직무자원으로 인식하고, 이들 직무자원이 조직몰입 및 삶의 질 인식에 미치는 영향을 분석하였다. 그리고 직무자원과 삶의질 인식 간 영향관계에 분석에 있어, 공공봉사동기(public service motivation; PSM)이 JD-R 모형에서 제시하는개인적 자원(person resource)으로서 성격을 지니는지를 규명하기 위해, PSM이 매개변인으로 연구모형에 포함하였다. 2021년 한국행정연구원에서 수집한 「공직생활실태조사」를 활용한 구조모형 분석결과, 직무자원은 조직몰입과 삶의 질 인식에 긍정적 영향을 미치는 것으로 나타났으며, PSM과 조직몰입을 매개로 구성원들의 삶의 질 인식에 직·간접적으로 긍정적 영향을 미치는 것으로 나타났다. 그러나 기대와 달리 PSM이 JD-R 모형의 개인적 자원으로서의 기능은수행하지 않는 것으로 나타났다. 이러한 결과는 직무자원의 동기부여 기능을 나타내는 것으로, 조직구성원들의 삶의질 제고와 관련한 시사점을 제시하였다.

코치의 직무자원과 업무만족도의 관계: 직무요구를 통한 직무열의의 조절된 매개효과

이강헌 ( Kanghun Lee ),이근철 ( Keunchul Lee ),김용세 ( Yongse Kim ) 한국스포츠심리학회 2020 한국스포츠심리학회지 Vol.31 No.4

목적: 본 연구는 운동선수 코치의 업무와 관련된 긍정적인 변인을 밝히려는 연구의 일환이다. 이를 위해 직무요구-자원(JD-R) 모델에서 직무열의를 통해 업무와 관련된 긍정적 측면을 밝히려는 동기적 과정을 적용해 관련변인을 선정하고 분석을 실시하였다. 구체적으로 코치들이 지각하는 직무자원과 업무만족도의 관계에서 직무열의의 매개효과를 검증하고, 최종적으로 직무자원과 직무요구의 상호작용효과를 검증하였다. 방법: 학원스포츠 현장에서 선수를 지도하는 코치 156명을 대상으로 자료를 수집하였다. 측정도구는 코칭업무에 부합되게 수정된 직무자원, 직무열의, 직무요구, 업무만족도 등 4가지 검사지를 사용하였다. 수집된 자료는 기술통계 분석을 시작으로 신뢰도 분석, 구성타당도 분석, 상관관계 분석을 실시하였으며, 최종적인 연구문제를 검증하기 위해 단순매개모형 분석과 조건부 분석을 실시하여 결과를 도출하였다. 결과: 첫째, 코치의 직무자원은 직무열의를 경유하여 업무만족도를 긍정적으로 예측할 수 있는 것으로 나타났다. 둘째, 코치의 직무자원이 직무열의를 통해 업무만족도에 미치는 간접효과가 직무요구의 수준이 높을수록 감소하는 것으로 나타났다. 결론: 스포츠 현장의 코치들이 지각하는 직무열의는 코치업무의 긍정적인 측면을 설명하는 주요한 변인이라는 것이 확인되었지만, 과도한 직무요구가 발생하면 업무에 부정적 영향을 미칠 수 있는 것으로 나타났다. Purpose: The purpose of this study was to examine the positive variables related to the work of coaches. Therefore, relevant variables were selected and analyzed by applying the motivational aspect, which is a positive process described in the job demands-resources model. Specifically, the mediating effect of job engagement was verified in the relationship between job resources and job satisfaction perceived by coaches, and finally, the interaction effect between job resources and job demands was verified. Methods: Data were collected from 156 coaches through questionnaires that assessed the job resources, job engagement, job demands, and job satisfaction. Collected data were analyzed using descriptive statistics, construct validity, correlation analysis, mediation effect test, and conditional process analysis. Results: The results showed that the job resources mediated the job satisfaction through job engagement. This relationship was reduced by higher levels of the job demands. Conclusion: It was confirmed that the job engagement perceived by coaches in the sports field is a major variable explaining the positive aspects of coaching. However, it was found that excessive job demands can have a negative impact on work.

직무요구-자원모형을 활용한 소방공무원의 직무 영향요인과 직무만족 간 관계구조 분석

이재무 ( Lee Jae-moo ) 한국행정연구원 2017 韓國行政硏究 Vol.26 No.1

본 연구는 소방공무원의 직무관련 영향요인들과 직무만족에 대한 정보를 취득하고자 수행되었다. 분석을 위해 직무요구-자원모형을 활용하여 각 요인별 영향력 여부를 파악하였으며, 직무만족과의 영향관계를 함께 확인하였다. 그리고 기존 모형에서는 확인하지 않았던 직무열의와 다른 요인들 간 영향관계에 대해서도 재검증하였다. 분석결과, 소방공무원의 직무분석에도 직무요구-자원모형의 영향경로가 유의하게 적용되는 것으로 판명되었으며, 기존 직무요구-자원모형이 제시하지 않았던 직무요구와 직무열의의 부적(-) 영향관계, 직무열의와 건강문제의 부적(-) 영향관계가 새롭게 규명되었다. 또한 소방공무원의 직무만족에 대하여, 직무소진과 직무열의가 직무만족에 각각 부적(-) 영향력과 정적(+) 영향력을 미치고, 건강문제와 이직의도와는 상호 부적(-) 영향관계를 맺고 있는 것이 확인되었다. 이러한 연구결과를 통해 직무관리 차원의 시사점을 제언하였으며, 특히 역할모호성이라는 직무요구와 자기개발기회라는 직무자원이 모든 직무 영향 요인 중 중요함이 파악되었으므로 그에 대한 전략적 관리가 필요하다고 기술하였다. This study was carried out to obtain the information about the factors affecting the tasks of fire officials and their job satisfaction. For the analysis, the job demands-resources model grasped whether each factor had affection, and the impact relation with the job satisfaction was identified. The study re-examined the impact relation between other factors and the job engagement which the existing model hadn`t identified. The analysis showed the job demands-resources model had a significant impact on the task analysis of fire officials, and newly identified the negative impact relations between the job demands and the job engagement and between the job engagement and health problem, which the existing job demands-resources model had not suggested. The research investigated about the job satisfaction of fire officials and identified the negative impact relation between the task exhaustion and the job satisfaction, the positive impact relation between the task engagement and the job satisfaction, and the negative impact relation between the health problem and the turnover intention. The result of this study offered suggestions regarding the task management. As a job demand of role ambiguity and a job resource of opportunities to learn and to develop particularly became clear to be important among all the factors affecting the tasks, the research reported the need of strategic management about them.

수면부족이 직무소진과 웰빙에 미치는 영향

임창희(Im, Chang-Hee),이승윤(Rhee, Seung-Yoon) 한국인사관리학회 2013 조직과 인사관리연구 Vol.37 No.3

그간 수면부족은 경영학이 아닌 의학, 보건학 등 타분야에서 교대근무자나 야간 작업자들만 대상으로, 그것도 제조업 근로자나 육체노동자들에만 한정하여 연구가 진행되어 왔다. 본 연구는 일반 사무직 근로자를 대상으로 수면부족이 직무소진이나 근로자의 웰빙에 미치는 영향을 직무환경 변수와의 관계 속에서 종합적으로 파악해보려는 것이었다. 이를 위한 도구로써 그동안 직무환경과 종업원의 심리적 반응의 관계를 다룬 직무요구-자원(JD-R) 모형을 기반으로 하였다. 즉 발전된 JD-R 모형에서는 직무요구와 직무자원이 개인의 자아효능감, 낙천성, 자존심 등의 개인적 성격변수를 매개로 직무소진과 웰빙에 미치는 영향과정을 다루어 왔다. 그러나 본 연구에서는 직무환경이 근로자의 심리적 건강과 웰빙에 미치는 영향과정에서 수면부족이 어느 정도 매개역할을 한다고 판단함과 동시에 그 영향은 남녀간에 차이를 보일 것이라는 이론적 연구들을 바탕으로 가설을 설정하고 설문조사에서 얻어진 자료를 토대로 변수간의 관계를 설명하는 구조방정식 모형을 검토하였다. 연구결과 JD-R모형에서 주장하듯 직무요구는 소진에만 직무자원은 웰빙에만 서로 독립적으로 영향을 미치는 과정이 아니라 수면과 직무만족은 소진을 통해 복합적으로 웰빙에 영향을 미침을 확인하였다. 동시에 수면부족의 부분적 매개역할과 남녀간의 영향력 차이도 다중 집단분석으로 확인되었다. 끝으로 본 연구의 발전적 확장과 개선을 위한 제언과 실무적 활용방안이 논의되었다. Job burnout, job dissatisfaction, and poor mental health among workers have been found to be major reasons for job failure. Research focus, therefore, has been on elucidating the factors that cause work-related burnout and poor quality of life in organizations. Among the many causes, poor working conditions is considered as likely main causes of burnout and poor well-being. Thus, it becomes critical to understand the relationships among working conditions, job satisfaction, burnout, and workers' well-being. The Job Demands-Resources(JD-R) model suggests that job characteristics have impact on employee well-being. More specifically, the model proposes that job demands are the main predictors of job strain while job resources are the most important pre야ctors of work engagement. Drawing from the JD-R model, we propose that job demands and job resources influence employee well-being. In particular, we suggest sleep deprivation as a key mechanism that can explain the relationship between job characteristics and employee well-being. Our path equation model indicates that excessive job demands and enough job resources are directly associated with job dissatisfaction and sleep deprivation, and indirectly associated with burnout and poor mental well-being. Using a heterogeneous sample of 471 workers at diverse organizations, we conducted a structural equations modeling. Our finding confirms the relationships from job demands to sleep deprivation and satisfaction, and from job resources to satisfaction. We further found strong effects of sleep deprivation and satisfaction on burnout and well-being. Job resources and job satisfaction seemed stronger factors predicting burnout than job demands and sleep deprivation were. In addition, we conducted a multi-group path analysis to generate separate subgroup models of male and female group. The results show that the amount of sleeping hours is related to job satisfaction to a greater extent for female workers than for male workers. These findings shed light on the mechanisms underlying the relationships among job characteristics, sleep deprivation, burnout, and workers' mental well-being. Theoretical, practical implications as well as future directions and limitations are discussed.

직장인의 직무소진에 대한 남녀 차이 분석

김유선,김명소,한영석 한국여성심리학회 2013 한국심리학회지 여성 Vol.18 No.2

Present study explored gender differences on job burnout among 441 South Korean employees. According to job demands-resources model, job characteristics were divided into two categories as job demands(workload, role conflict, emotional demands) and job resources(autonomy, social support, opportunities to learn). Demographic variables were also included in regression analyses to test influences on burnout among predictors. Results show that male employees reported rather higher levels of job demands and resources than female employees, and the levels of emotional demands and overall job demands were significantly different. Male and female employees showed no significant differences on burnout levels. This supports the earlier finding of Maslach & Jackson(1985) that gender itself is not a strong predictor of employee burnout. Regression analyses indicated that the importance of predictors on three burnout constructs was different between male and female employees. Based on the results, implications, limitations, and suggestions for further researches were discussed.

직무탈진과 직무열의의 직무요구-자원모델에서 직무자원활용성의 조절효과: 호텔기업 종사원을 대상으로

김준영,이형룡 (사)한국관광레저학회 2016 관광레저연구 Vol.28 No.8

The purpose of this study is to define the job demand-resource model with burnout and engagement in Hotel. It also investigated the moderating effect of Job Resourcefulness on the relationship between the job resource and engagement. Data were collected from 307 employees working at five-star hotels in Seoul from late October to late November in 2012 Results of hierarchical regression analysis indicated that the respondents' job demand and job-resource significantly influenced burnout and engagement respectively. Results also showed that the effect of job resource on engagement was moderated by Job Resourcefulness. Managerial implications and academic were discussed. Limitations and future research directions of the study were also discussed.

유튜버(YouTuber)의 직무요구와 직무소진의 관계: 직무통제와 사회적 지지의 조절효과

김지은,유금란 한국엔터테인먼트산업학회 2023 한국엔터테인먼트산업학회논문지 Vol.17 No.4

This study is a basic study to understand the burnout of YouTubers, an emerging occupational group related to the entertainment industry. The relationship between job demand and job burnout of YouTubers was examined, and the moderating effects of job control and social support were verified in the relationship between job demand and job burnout based on the 'Job Demand-Control Model' and 'Job Demand-Resource Model'. The results of the study, which analyzed data collected from 219 adult YouTubers using correlation analysis, hierarchical regression analysis, and PROCESS macro, are as follows. First, the effect of job demand on job burnout was positively significant. Second, the moderating effect of job control in the relationship between job demand and job burnout was not significant. Lastly, social support for job burnout showed a positive moderating effect. Finally, the results of this study were discussed, and the academic significance and limitations of the study were included.

다단계 판매원의 직무 열의 및 소진에 대한 선행요인과 결과

정강옥(Ok, Jung Gang),권항구(Gu, Kwon Hang),지성구(Goo, Ji Seing) 한국서비스경영학회 2014 서비스경영학회지 Vol.15 No.3

The purpose of this study is to analyze antecedents that affect multilevel marketing distributors` job engagement and burnout based on the Job Demands-Resources Model. The study also examines relationship between customer-orientation and sales performance which are marketing outcome variables of multilevel marketing distributors` job engagement and burnout. The specific goals are as follows. First, it divides job demands into challenge stressors and hindrance stressors and analyze their influences on job engagement and burnout of multilevel marketing distributors. Second, it analyzes the impact of job resources on job engagement and burnout. Third, it analyzes the influences of job engagement and burnout on customer-orientation and sales performance. Fourth, it analyzes the impact of customer-orientation on sales performance. In order to accomplish the goals of the study, theoretical backgrounds were investigated, and the research model was developed, and several hypotheses were set up on the basis of the variables drawn from the previous studies. To test the hypotheses, in-depth interviews and questionnaires were carried out to the multilevel marketing distributors. Specifically, in-depth interviews of the incumbent multilevel marketing distributors were done to develop and elaborate the items of the variable measures in the questionnaires. The results of the interviews showed the possibility that there are various variables of stressors and job resources that would affect job engagement and burnout of multilevel marketing distributors. The questionnaires were given out to the current multilevel marketing distributors to obtain the data. Statistical methods and techniques such as factor analysis, structural equation modeling were used to testify the hypotheses. The results of the study can be summarized as follows. First, challenge stressors and hindrance stressors as sources of job demands affect job engagement and burnout differently. Challenge stressors such as job complexity and business responsibility increases job engagement and decreases job burnout. But, hindrance stressors such as interpersonal conflict and business insecurity decreases job engagement and increases job burnout. Second, job resources such as business autonomy and performance feedback increases job engagement and decreases job burnout. Third, job engagement affects customer-orientation positively, but does not have significant impact on sales performance. Fourth, unlike the hypotheses, job burnout has no casual impact on customer-orientation and sales performance significantly. Fifth, customer-orientation affects sales performance positively. The theoretical and managerial implications are discussed and the avenues for the future study are also suggested on the basis of the results.