직무요구와 창의적 성과의 관계

노세리(Se Ri No),김미희(Mi hee Kim),이상민(Sang Min Lee) 한국인사관리학회 2015 조직과 인사관리연구 Vol.39 No.1

본 연구는 일과 가정의 상호작용 모형(work life interaction model )과 몰입-증진 이론에 근거하여 직무요구와 창의적 성과 간의 곡선적 관계에서 나타나는 일-가정 증진의 매개효과를 검증하고자 한다. 근로자들은 직장에서 경험하는 업무량이나 시간 압박의 정도가 적정 수준일 때에 이를 최적의 자극으로 받아들이고 일에 몰입한다. 이러한 일 몰입은 일 외의 경험에도 영향을 줄 수 있는데, 구체적으로 근로자들이 일 경험을 바탕으로 가정에서 주어진 역할을 보다 잘 수행할 수 있다고 느끼게 되는 일-가정 증진에 영향을 주게 된다. 그리고 주목할 것은 근로자의 일-가정 증진이 근로자의 직장 영역에서 과업성과에도 긍정적인 영향을 준다. 근로자는 일-가정 증진을 통하여 일에 대한 긍정적인 태도를 가지기도 하지만, 무엇보다 다양한 역할을 수행하면서 발생한 긍정적 감정과 지식 및 기능의 축적으로 자원의 풍족을 경험한다. 이러한 자원의 풍족으로, 근로자는 과업을 수행하면서 발생하는 문제를 해결하는 데에 여유를 가지고 접근하게 되며 다양한 생각을 바탕으로 해결책을 제시하여 창의적 성과를 향상시킬 수 있다. 실증분석을 위하여 다양한 산업과 규모의 26개 기업에서 근무하는 244명 근로자들을 표본으로 사용하였다. 분석결과에 따르면 첫째, 직무요구와 창의적 성과 사이에 유의미한 비선형적 관계가 존재하며, 둘째, 직무요구와 일-가정 증진 역시 유의미한 비선형적 관계를 갖는 것으로 나타났다. 마지막으로, 일-가정 증진은 직무요구와 창의적 성과 간의 곡선적 관계를 완전매개(full mediation)하는 것으로 확인되었다. Individual creativity is important to organization innovation. We focus on job demands that affect the creative performance as a crucial work environment. Job demands refers to aspects of job that require sustained effort, and, as such incur certain costs as a result. Bear & Oldham (2006) argued that the relationship between job demands and creativity is inverted U-shape. When job demands are not high or low levels but moderate level, the employees recognize intermediate level of job demands as a optimal stimulation. However, the study has explained the curvilinear relationship between job demand and creativity in manufacturing industry, and in concept of job demand as time pressure for creative work performance. In addition, the study cannot demonstrate the mechanism that explain the curvilinear relationship between job demands and creative performance. How does moderate level of job demands enhance creativity? According to engagement-enrichment theory, engagement leads to enrichment. Previous studies focus on enrichment such as job satisfaction and organizational commitment that are caused by work engagement. However, work engagement can lead to non-work experience. For example, Bakker & Domerouti (2008) demonstrated that employees who experience work engagement that is characterized by vigor and absorption voluntarily participate in various activities at home. In addition, they argued because various domains such as work and family are not separate but integrate, family life affect work performance. Greenhaus & Powell (2006) insist although there is a work-family conflict which is negative role conflict, there is a work-family enrich-ment which is positive synergy role accumulation. Based on work and life integration model, especially, enrichment process, this study presents that the relationship between moderate level of job demands and creative performance. In addition, we demonstrate the effect of non-work experience such as work-family enrichment in the curvilinear relationship between job demands and creativity based on engagement-enrichment theory. Amabile(1988) has demonstrated intrinsic motivation is key factor in creativity. Job demand can be enhancer intrinsic motivation as well as hinder intrinsic motivation depend on perception of employees. Previous literature insists there are curvilinear relationship between job demand and creativity. According to optimal experience theory, the moderate level of pressure for work load and work speed or time lead to intrinsic interest. The optimal stimulation makes employees engage their work. As a result, the employees who engage the job show risk taking behavior to achieve the goal. In other word, because the employees who engage their task show experimental behavior and exploitation activities, they create outstanding new and novel performance. Furthermore, engagement of the job cause enrichment state according to engagement-enrichment theory. Work engagement, which is defined as a positive, fulfilling work-related state of mind characterized by vigor, dedication, and absorption, causes enrichment according to engagement-enrichment theory. Employees who engage their job feel vigor or absorption, as a result, they think that their job is very meaningful and helpful for their develop-ment. The feeling leads to positive affect and attitude for their job as well as their life such as family. Thus, the employees have confidence to carry out their roles as a father or mother through the positive affect accumulated by job. In addition, when the employees experience work-family enrichment, they recognize that they have abundant resource such as social capital and psychological resource. Thus, the employees feel relaxed, which make them have various alternative and show risk taking behaviors. We use 224 samples consist of various firm sizes and industry in the analysis. We conduct confirmatory factor analysis, correlation analysis and hierarchical regression to verify t

직무자원으로서의 근무시간 자율성의 완충효과: 직무요구에 따른 매칭가설 검증

박재천,하성욱 대한경영학회 2024 대한경영학회지 Vol.37 No.8

본 연구는 양적 직무요구와 질적 직무요구로 구분된 직무요구가 직무스트레스에 미치는 영향에 있어 직무자원인근무시간 자율성의 조절효과를 분석하기 위해 국내 기업 구성원 383명을 대상으로 실증하였다. 특히, DISC모델에서제시하는 매칭가설의 관점에서 근무시간 자율성이 양적 직무요구가 직무스트레스를 증가시키는 관계를 조절하는완충효과와 질적 직무요구와 직무스트레간의 관계를 조절하는 완충효과를 비교하는 데 초점을 두었다. 분석결과는다음과 같다. 첫째, 근무시간 자율성의 매칭가설을 실증하였다. 양적 직무요구가 직무스트레스를 유발하는 효과를근무시간 자율성이 완충하는 것으로 나타났고, 이 완충효과는 근무시간 자율성이 질적 직무요구인 역할모호성과역할갈등에 대해 완충하는 효과들보다 각각 유의하게 큰 것으로 나타났다. 둘째, 질적 직무요구 중 하나인역할모호성은 직무스트레스에 유의한 영향을 주지 못하였고, 다른 하나인 역할갈등은 직무스트레스를 유의하게증가시켰다. 셋째, 직무요구와 이직의도간의 관계에 있어 직무스트레스의 매개효과를 추가로 분석하였다. 직무스트레스가 양적 직무요구와 이직의도간의 관계를 부분 매개하고 또한 역할갈등과 이직의도간의 관계를 부분매개하는 것으로 나타났다. 이러한 실증결과는 다음과 같은 시사점을 가진다. 본 연구는 근무시간 자율성이직무자원으로써 가지는 완충효과를 실증함으로써 직무스트레스 관리 측면에서 시차출퇴근제, 선택적 근로시간제등 관련 제도를 도입할 필요성을 확인하였다. 다른 한편으로는 근무시간 자율성이 질적 직무요구인 역할모호성과역할갈등에 대해서는 완충효과가 없어서, 관련 제도가 모든 구성원에게 효과가 있지는 않을 수 있다. 본 연구의한계점과 후속 연구방향에 대해 논의하였다. This study empirically examined the moderating effects of the work time autonomy on the relationships between job demands and job stress with the sample of 383 followers in private companies. Job demands include quantitative job demand and qualitative job demands, and qualitative job demands include role ambiguity and role conflict. Quantitative job demand consists of workload and time pressure. This analyses are based on the matching hypothesis of DISC(demand-induced strain compensation) model, which argues that each job demand and job resource has various dimensions respectively, and the buffering effect usually exists when the dimension of job demand and the dimension of job resource are matched. This study also empirically examined the relationship between job stress and the turnover intention of the follower. First of all, the empirical examination confirmed the matching hypothesis as follows. The work time autonomy mitigated the positive relationship between quantitative job demand and job stress of the follower. The buffering effect of work time autonomy on the relationship between quantitative job demand and job stress was greater than its buffering effect on the relationship between role ambiguity and job stress of the follower, and also was greater than its buffering effect on the relationship between role conflict and job stress of the follower. Second, the role ambiguity had no relationship with the job stress of the follower. Third, the job stress induced the turnover intention of the follower. Based on the results, theoretical and practical implications are discussed, and suggestions for future research are provided.

Work-Related Well-Being in the Zimbabwean Banking Sector: A Job Demands-Resources Perspective

Ndengu, Tarisayi,Leka, Stavroula Occupational Safety and Health Research Institute 2022 Safety and health at work Vol.13 No.2

Background: Research on the impact of psychosocial risks on well-being at work remains scarce in low- and middle-income countries, especially in the banking sector. This study sought to examine the relationships between job demands, job resources, well-being, job satisfaction, and work engagement in the Zimbabwean banking sector. Methods: An online survey was administered to 259 employees from five banks. Hierarchical multiple regression tested the relationships between job demands (quantitative demands, emotional demands, work pace, and work-family conflict), job resources (possibilities for development, social support from colleagues and supervisors, quality of leadership, and influence at work), well-being, work engagement, and job satisfaction. Interactions between all variables were tested. Results: Job demands were negatively related to well-being, work engagement, and job satisfaction. Job resources had positive relationships with the same. Work pace had positive relationships with well-being and work engagement. Influence at work moderated the relationship between emotional demands and work pace with well-being. Possibilities for development moderated the relationship between work-family conflict and well-being. Work-family conflict moderated the relationship between social support from colleagues and job satisfaction. Emotional demands, work pace, and quantitative demands moderated the relationship between influence at work with job satisfaction and work engagement. Conclusion: Job demands should be reduced where possible in order to enhance employee well-being, work engagement, and job satisfaction. The job resources that should be availed to facilitate a positive psychosocial work environment in the banking sector include social support from supervisors, influence at work, and possibilities for development.

직무요구 및 직무통제가 일-가정 갈등, 직무탈진 및 이직의도에 미치는 영향

양동민,심덕섭 한국기업경영학회 2015 기업경영연구 Vol.22 No.2

Recently, many organizations are faced with dynamic environment and intense competition. Under these situation, employees’ burnout and turnover intention are a huge problem that organizations must solve. So this study empirically investigates the effects of job demand and job control on work-family conflict, burnout and turnover intentions, a moderating effect of job control on the relationship between job demand and work-family conflict and mediating effects of work-family conflict among job demand, job control, burnout and turnover intention. To test these relationships, we collected data via a survey on data 200 employees in 8 organizations, and after excluding unanswered questionnaires, total of 177 employees data were used for analysis. Job demand was measured by scale with 12 items used by Jackson, Wall, Martin and Davids(1993). Job control was measured by 6 items from Karasek(1979). Work-family conflict was measured by scale from Carlson, Kacmar and Williams(2000) on a 6-item scale. Burnout was measured by 4-item scale from Maslach(1982) and Maslach and Jackson(1981). Turnover intention was measured by 3-item scale from Cammann, Fichman, Jenkins and Klesh(1979). Items are rated on a 7-point Likert-type scale ranging from 1 to 7. Multiple hierarchical regressions are used to test the proposed hypotheses. Sobel test is used to test the significance of the mediating effects of work-family conflict. Findings show that job demand is positively associated with work-family conflict, and job control is negatively associated with work-family conflict. Job control has a positive moderating effect on the relationship between job demand and work-family conflict contrary to the hypothesis. The results also show that work-family conflict positively relates to burnout and turnover intention. Furthermore work-family conflict has mediating effects on the relationship the job demand-control and employees’ attitude. These results indicate that job demand, control and work-family conflict are major factors for reducing employees’ burnout and turnover intention. Organizations should reduce employees' excessive task by allocating moderate task, hiring additional employees. Also organization should carry out various family-friendly policies and provide work-family balance to employees. In addition, organizations should give autonomy and empowerment on the employees. We expect that organizations can reduce employees’ burnout and turnover intention through these ways. Given the small number of samples, this study constitutes an exploratory attempt in nature. Caution must be exercised in attempting to interpret findings and to generalize the recommendations. The results proposed in this study must be validated by further research in diverse research settings. Especially, future research should consider various sample which have different workload. The results of this study are also limited by its cross-sectional design and by the use of a single method of data collection. Longitudinal and experimental designs are needed to uncover the dynamic relationships among job demand, job control, burnout and turnover intention. Additionally, for a comprehensive model of this research, future research must consider other variables that might reflect a more complex process than is depicted in our model. 최근 들어 종업원들의 직무탈진과 이직의도는 기업들이 해결해야 할 중요한 과제로 여겨지고 있다. 이에 본 연구는 종업원들의 직무탈진과 이직의도를 발생시키는 요인과 과정을 설명하고 해결방안을 제시하기 위해 수행되었다. Karasek(1979)의 직무요구-통제 모델을 바탕으로 직무요구 및 직무통제와 일-가정 갈등, 직무탈진 및 이직의도 간의 관계에 대해 검증하였다. 더불어 직무통제의 조절효과 및 일-가정 갈등의 매개효과를 검증하였다. 이를 위해 지방 소재 8개 기업 177명의 종업원을 대상으로 설문조사를 실시하였다. 실증 분석 결과, 직무요구는 일-가정 갈등에 정(+)의 유의한 영향을 주고 있는 반면, 직무통제는 일-가정 갈등에 부(-)의 유의한 영향을 주는 것으로 나타났다. 그리고 본 연구에서 설정한 가설과 달리 직무통제는 직무요구와 일-가정 갈등간의 관계에 있어 정(+)의 조절효과가 있는 것으로 나타났다. 일-가정 갈등 역시 직무탈진과 이직의도에 정(+)의 유의한 관계가 있는 것으로 나타났다. 또한, 일-가정 갈등은 직무통제와 직무탈진 간의 관계를 제외하고 본 연구에서 설정한 모든 매개가설에서 타당한 것으로 나타났다. 연구결과를 통해 종업원들의 직무탈진과 이직의도를 줄이기 위해서는, 적절한 업무배분, 인력 보강을 통해 과다한 직무요구 수준을 낮춰야 한다는 것을 시사해 주고 있다. 또한 다양한 가정 친화적 정책을 시행하여 일-가정 갈등 수준을 낮춰야 한다. 더불어 종업원들에게 직무에 대한 통제 및 자율성을 부여하는 것 역시 해결방안이 될 수 있음을 제시하고 있다. 이러한 연구결과를 토대로 연구의 한계 및 향후 연구방향을 제시하였다.

직무요구-자원모형을 활용한 직업상담사의 직무소진 및 업무열의에 대한 연구

이철기,윤동열 한국기업경영학회 2015 기업경영연구 Vol.22 No.5

This study was basically focused on the applicability of the job demand-resource theory for the job counsellor served in public and private sector in Korea. More specifically, this research examined the main hypotheses – the main effect and interacting effect of job demands and resources variables on the job burnout and work engagement - based on the job demands-resources theory through an empirical test using the hierarchical regression analysis. Survey was done from April to May in 2013. The target sample of this study was mostly composed of job counsellors in the areas of both non profit and private job centers. The researcher provided the manager of job centers with information on the research problem, the research procedures, and potential risks and benefits. Questionnaires were distributed to career consultants and collected by the managers of job centers. The total number of respondents was 634 out of 900 randomly selected employees who were working as job counsellors at the time of the survey. Among 634 responses, only those with completed surveys were used. 59 respondents who did not answer demographic information and several survey items were eliminated from the data analysis. Finally 585(65%) participants were used for analysis. The independent variables used in this paper are job demands and job resources, and the dependent variables are job burnout and work engagement. The moderating effect of job demands and job resources between the other independent variable and dependent variables were investigated. The results were as followed. First, in terms of the relationship between job demands and two dependent variables, job demands(i.e. work overload and emotional labor) had a significant positive effect on job burnout, but a significant negative effect of job demands on job engagement were found. Second, a significant positive effect of job resources(i.e. superior support and opportunity for self development through working) on job engagement was found, but a significant negative effect on burnout were detected. Third, the significant interacting effect of job demands and resources on work engagement was found. But the interacting effect of job demands and resources on job burnout was not found. Finally the implications in academic and practical level and the limitation of this study were discussed and various future research directions were suggested. 본 연구는 직업상담사를 대상으로 직무요구-자원모형에 기초하여 직무요구와 자원, 직무소진과 업무열의의 관계를 분석하였다. 전문직으로서 직업상담사의 업무의 특성을 고려하여 업무과부하와 감정노동을 직무요구 변수로, 자기개발기회와 상사지원을 직무자원 변수로 포함시켜서 직무소진과 업무열의에 대한 주 효과와 상호작용 효과를 분석하였다. 공공부분과 민간부문의 585명의 직업상담사를 대상으로 실증분석을 하였다. 확인적 요인분석을 통해 변수들의 측정의 타당성을 분석하였으며 위계적 회귀분석을 통해 영향관계를 분석하였다. 실증분석 결과, 직무요구는 직무소진에 정(+)의 유의한 영향을 주었으나 업무열의에는 부(-)의 유의한 영향을 주었다. 직무자원은 업무열의에 정(+)의 유의한 영향을 주었으나 직무소진에는 부(-)의 유의한 영향을 주었다. 또한 직무요구와 직무자원은 업무열의에 대해서는 상호작용 효과가 발견되었으나 직무소진에 유의한 관계가 발견되지 않았다. 이러한 결과는 직무자원이 증대될수록 직무요구에 의해 발생하는 부정적 효과가 감소되거나, 직무요구가 증대될수록 직무자원에 의한 긍정적 효과가 감소될 수 있음을 의미한다. 마지막으로 직무요구-자원모형에 기초하여 본 실증연구의 결과가 갖는 의의와 시사점을 직업상담사의 직무설계 및 효과적인 관리방안에 초점을 맞추어 논의하였다.

직무수행 과정에서 지각된 정서적 안녕(Affective Well-Being)이 직무요구-자원 모형에서 수행하는 역할에 대한 실증연구

박상언(Sang-Eon Park) 한국인사조직학회 2012 인사조직연구 Vol.20 No.1

본 연구에서는 직무수행 과정에서 사원들이 경험하는 정서적 안녕에 영향을 미치는 선행 요인은 무엇이며, 또 이러한 정서적 안녕이 자신의 조직에 대해 갖는태도 면에는 어떠한 영향을 미치는 지를 ‘직무요구-자원 모형’의 맥락에서 실증해 보고 있다. 그간 ‘직무요구-자원 모형’을 활용하여 다양한 직무특성들과 조직구성원의 심리적 안녕간의 관계를 분석한 연구가 많이 제기되어 왔다. 하지만, 이들 연구는 대부분 직무소진 등 부정적인 차원의 심리적 안녕 변수를 결과변수로 많이 활용해 온 특징이 있다. 따라서 본 연구에서는 최근 긍정적 조직행동 논의에서 많은 관심을 끌고 있는 긍정적 정서 개념의 중요성에 착안하여, 긍정적인 차원의 심리적 안녕 변수인 사원들의 정서적 안녕 변수를 ‘직무요구-자원 모형’의 맥락에 도입해 봄으로써 그간의 연구를 보완해 보고자 시도하고 있다. 고객접점에서 근무하는 서비스직 사원 158명을 대상으로 한 설문조사 결과, 다음과 같은 분석결과를 확인할 수 있었다. 먼저, 양적인 차원의 직무요구인 업무부하는 서비스직 사원들이 직무수행과정에서 경험하는 정서적 안녕에 매우 부정적인 영향을 미치는 것을 확인하였다. 반면, 직무자율성, 분배공정성과 상호작용공정성 등 일련의 직무자원 요인들은 공히정서적 안녕과 정(+)의 영향관계에 있음이 확인되었다. 또 정서적 안녕은 조직몰입과 정(+)의 영향관계, 그리고 이직의 향과는 부(-)의 영향관계를 나타내었다. 아울러, 정서적 안녕은 업무부하로 인해 사원들이 이직의향을 갖게 되는 과정을 완전 매개하며, 분배 및 상호작용공정성 등 직무자원 요인이 조직몰입과 이직의향에 미치는 영향을 부분 매개한다는 사실이 확인되었다. 이러한 분석결과가 시사해 주는 경영관리적 함의와 향후 연구과제들이 함께 토론되었다. During past three decades, many studies which were based on the Job Demand-Control model or the Job Demands-Resources model, have shown that various job characteristics can have a profound impact on employee well-being. But the vast majority of previous studies have been restricted to a limited set of predictor variables, and have focused on negative outcome variables, including job burnout, ill health, and repetitive strain, etc. Recently, a group of positive psychologists has given special attention on the positive aspects of people, contending that an individual's positive experiences and effects are likely to have an impact not only on their personal lives but also on their work lives. On the basis of these arguments, the field of organizational behavior has started to embrace the positive psychology movement, developing a positive approach to organizational behavior: Positive Organizational Behavior(POB). Besides, the following empirical studies have continuously reported that positive effect and positive psychological well-being of employees are positively related with various types of job attitudes and performance, including job satisfaction, creativity, problem solving, organizational commitment and so forth. On the basis of these theoretical backgrounds, this study aims to investigate several possible job demand/resource variables in order to extend the Job Demands-Resources model, and to introduce the positive psychological indicator of employee well-being as an outcome variable to address the void in the previous job demands-resources researches. To achieve these research purposes, two demanding aspects of service job(e.g. workload, surface acting) and three kinds of job resources(e.g. job autonomy, distributive and interactional justice) were incorporated to build a research model of this study. This research also introduced job-related affective well-being of service employee which represents their job-related affective experiences. The scale of job-related affective well-being that is used in this study has some differences in contrast to the more commonly used attitudinal and/or affective scales. First of all, it measures pure job-related effect as opposed to belief-oriented or attitude-based scales generally used in job satisfaction researches. Second, it measures context-specific effect, in this case, specific affective states experienced in response to job conditions. In this respect, this is in contrast to scales such as PANAS that were developed to assess context-free emotions or emotional dispositions. In addition, a few attitudinal variables such as organizational commitment and turnover intention are also included in the research model as dependent variables. So, one of the aims of this study is to replicate the Job Demands-Resources model using the customer-contact employees to whom emotional labor becomes a prevalent component of their jobs. Another main research question of this study is to explore the possible mediating role that job-related affective well-being of service employee may play in the relationships between the job demand/resource variables and organizational attitudes such as organizational commitment and turnover intention. A total of 158 employees in Korean service firms participated in the study. Results showed that workload as a quantitative job demand was negatively related to job-related affective well-being of service employee, whereas three job resources influenced positively to it. But the buffering hypothesis of job resources was not supported. An employee's affective well-being was positively related to the organizational commitment, whereas it was negatively related to their intention to quit. Further, affective well-being at work mediated the relationship between workload and turnover intention of service employees.

중장년 근로자의 직무열의에 대한 과소직무요구, 직무자율성, 나이차별인식의 상호작용 효과

조은정,한태영,송채수 한국인적자원관리학회 2018 인적자원관리연구 Vol.25 No.5

The purpose of this study was to examine the factors affecting the work engagement of middle-aged workers by considering the phenomenon that the working environment of middle-aged workers is changing as Korean society becomes the aged society. In this study, the role of the deficiency of job demand, the job autonomy with which middle-aged workers have relatively more enjoyed than the younger generation, and perception of the age discrimination. Based on the interaction patterns suggested in the demand-control-support model, this study predicted the interaction patterns of middle-aged workers in underprivileged environments would be different, and tested the three-way interaction effect among the variables mentioned above. Data were collected from 394 middle-aged workers working in various jobs such as production and office work. The results showed that the main effect of job demand on work engagement was not significant, while significant three-way interaction among three predictors existed. The lower the perception of age discrimination, the stronger interaction between job demands and job autonomy on work engagement was found; the less job demand, the less engaged, at the higher the job autonomy. On the other hand, at the lower job autonomy, the demand deficiency increased work engagement. However, when the age discrimination perception was high, only job autonomy showed a significant effect on work engagement. Based on the results, theoretical and practical implications were discussed. 본 연구는 한국사회가 고령사회가 되면서 중장년 근로자가 직면한 근로환경이 변화하고 있다는 점에 주목하여 중장년 근로자의 직무열의에 영향을 주는 요인을 밝히고자 하였다. 본 연구에서는 중장년 근로자의 직무열의에 대한 선행변인으로서 직무의 질적 측면에서 역할이 축소된 측면으로 과소직무요구(deficiency of job demand)와, 직무자율성, 그리고 나이 때문에 승진, 교육, 평가 등에서 차별을 받는다고 지각하는 나이차별인식의 영향을 연구하였다. 직무요구-자원(job demand-resource) 모형에서 제시하는 상호작용 패턴에 입각하여, 본 연구에서는 중장년 근로자들이 직무요구가 과소한 상황과 지원적이지 못한 차별적 환경에서 상호작용 패턴은 다를 것으로 예측하고, 세 예측 변인들 간의 삼원상호작용 효과를 검증하였다. 생산직과 사무직 등 다양한 직무에 종사하는 중장년 근로자 394명으로부터 데이터를 수집하였다. 연구결과, 직무열의에 대한 예측변인들의 주효과는 유의하였으며, 세 예측변인 간 유의한 삼원상호작용이 나타났다. 나이차별인식이 낮을수록 과소직무요구와 직무자율성의 상호작용이 강하게 나타났으며, 직무자율성이 높은 경우 직무요구가 적을수록(즉, 과소직무요구) 열의는 떨어진 반면, 직무자율성이 낮은 경우 직무요구가 과소하면 오히려 열의가 높아지는 패턴이 나타났다. 그러나 나이차별인식이 높은 경우에는 직무자율성만 직무열의에 영향을 미치는 것으로 나타났다. 이러한 결과를 바탕으로 이론적, 실무적 시사점을 논의하였다.

호텔종사원의 직무요구와 직무스트레스가 프리젠티즘에 미치는 영향 연구: 직무자원의 매개효과를 중심으로

조봉기 (사)한국관광레저학회 2019 관광레저연구 Vol.31 No.6

This study was empirically analyzed by setting up a research theory on the job resources mediated effect on the job demand/work stress of hotel employees, the effect of job resources on presenteeism, and the relationship between job demand/job stress and presenteeism. The two factors of job demands (work overload, emotional demand) and job stress (psychological stress and physiological stress) were both shown to have a significant positive effect on presenteeism. This implies that there exists more presenteeism when the job is more demanding and/or creating more job stress. The three factors of job resources (autonomy, peer support, and feedback on job performance) were found to have a significant negative effect on presenteeism. That means that the stronger the job resources, the less presenteeism. The verification of the mediated effects of job resources on the relationship between job demands / job stress and presenteeism resulted in significant mediated effects. That is, job demands and job stress mean that their influence is reduced through job resources.

직무요구가 내재적 동기부여에 미치는 영향 : 상사와 동료의 정서적 및 수단적 지원의 삼원조절효과

조영삼,홍가혜 대한경영학회 2019 大韓經營學會誌 Vol.32 No.1

This study investigated the effects of job demand and social support on employees’ intrinsic motivation based on the job demand-resource model. Although many researchers have examined the antecedents of intrinsic motivation, a study of the relationship between job demand and intrinsic motivation was overlooked. Futhermore, there has been a limitation that the existing studies investigated the social support from the dichotomous or integrative perspective (i.e. supervisor and colleague or emotional and instrumental supports). Thus, we examined the relationship between job demand and intrinsic motivation first, and then the respective effects of the four types of social support on intrinsic motivation. Especially, unlike previous literature, the remarkable difference in this study is considering the supports of both supervisor and colleague between them, simultaneously. Drawing upon the conservation of resource theory, we expected that employees would be selectively dependent on the social support they needed in the situation of high job demand. Hypothesis 1: Job demand will be negatively related to intrinsic motivation. Hypothesis 2: Supervisor’s emotional support (2a) and instrumental support (2b) will be positively related to intrinsic motivation. Hypothesis 3: Colleague’s emotional support (3a) and instrumental support (3b) will be positively related to intrinsic motivation. Hypothesis 4: Social supports will positively moderate the relationship between job demand and intrinsic motivation. In the situation of high job demand, the positive moderating effect will be stronger when selectively depending on the support by either supervisor or colleague than when depending on the supports by both supervisor and colleague. Especially, the positive moderating effect will be the strongest when depending on supervisor’s instrumental support. The result indicated that job demand was negatively related to employees’ intrinsic motivation. Contrary to our expectation, only emotional supports of supervisor and colleague were positively related to their intrinsic motivation. The results of the three-way interaction effects showed that job demand and intrinsic motivation was positively related only when supervisor’s instrumental support was stronger and colleagues’ emotional or instrumental support was weaker. Based on these research finding, we discussed theoretical and managerial implications. 본 연구는 직무요구-자원 모형을 기반으로 직무요구와 사회적 지원이 조직구성원들의 내재적 동기부여에미치는 영향을 고찰하였다. 많은 연구자들이 내재적 동기부여의 중요성을 인지하며 그 선행변수를 살펴본실증연구가 상당히 진행되어 왔음에도 불구하고, 직무요구와의 직접적인 관계를 고찰한 연구는 상대적으로간과되어 왔다. 더불어 사회적 지원에 대한 연구 역시도 상사 및 동료의 지원 또는 정서적 및 수단적 지원등의 이분법적이거나 하나의 변수로 통합한 관점에서만 살펴보았다는 한계점이 존재한다. 이에 본 연구는먼저 직무요구와 내재적 동기부여 간의 관계에 주목하고, 사회적 지원을 네 가지 유형 즉, 상사의 정서적지원, 상사의 수단적 지원, 동료의 정서적 지원, 동료의 수단적 지원으로 구분하여 그 원천과 유형에 따른개별적인 직접효과를 조명하였다. 특히, 기존연구와는 달리 본 연구가 가지는 가장 큰 차별점은 직무요구와내재적 동기부여 간의 관계에서 삼원조절효과를 통해 사회적 지원의 핵심적인 두 축으로서 상사와 동료의지원을 동시에 고려하였다는 점이다. 실제로 조직에서 상사와 동료의 지원을 분리하여 이해하는 것보다는공존하는 관계 속에서 차별적인 역할을 규명하는 것이 좀 더 현실적인 접근이라 할 수 있겠다. 본 연구는자원보존이론을 토대로 직무요구가 높은 상황에서 조직구성원들은 자신에게 필요한 사회적 지원에 선택적으로 의존할 것이라고 예상하였다. 연구결과, 직무요구는 내재적 동기부여와 부의 관계를 나타냈다. 네 가지유형의 사회적 지원과 내재적 동기부여 간의 정의 관계는 예상과는 달리 상사의 정서적 지원과 동료의 정서적지원만이 유의한 것으로 나타났다. 삼원조절효과의 결과는 직무요구가 높은 상황에서 상사와 동료의 지원모두에 의존하기 보다는 상사의 수단적 지원에 선택적으로 의존할 때 내재적 동기부여에 대한 긍정적인 조절효과가 가장 큰 것으로 나타났다. 결론에서는 이러한 결과를 바탕으로 이론적 및 실무적 시사점을 논의하였다

The Effects of Job Demand-control-support Profiles on Presenteeism: Evidence from the Sixth Korean Working Condition Survey

민아리,Hong Hye Chong 한국산업안전보건공단 산업안전보건연구원 2023 Safety and health at work Vol.14 No.1

Background: Presenteeism is closely related to work performance, work quality and quantity, and productivity at work. According to the job demand-control-support model, job demand, job control, and support play important roles in presenteeism. The present study investigated job characteristics profiles based on the job demand-control-support model and identify the association between job characteristics profiles and presenteeism. Methods: This secondary data analysis used the Sixth Korean Working Condition Survey, a nationwide cross-sectional dataset. The study included 25,361 Korean wage workers employed in the workplace with two or more workers. Participants were classified into four job characteristics profiles based on the job demand-control-support model, using latent profile analysis, and logistic regression was performed to examine the association between study variables. Results: Overall, 11.0 % of study participants reported experience of presenteeism in the past 12 months. Age, sex, location, monthly income, shift work, work hours, health problems, and sleep disturbances were significantly associated with presenteeism. The rate of presenteeism was the highest in the passive isolate group. The passive collective, active collective, and low-stain collective groups had a 23.0%, 21.0%, and 29.0% lower likelihood of experiencing presenteeism, respectively, than the passive isolate group. Conclusions: The job demand-control-support profiles and the risk of presenteeism were significantly associated. The most significant group that lowered the experience of presenteeism was the low-strain collective group, which had a low level of demand and high levels of control and support. Therefore, we need a policy to reduce job demand and increase job control and support at the organizational and national levels.