직무요구-자원과 혁신행동의 관계에서 직무열의의 매개효과에 관한 연구

국문 초록 (Abstract)

기업은 생존을 비롯하여 지속가능한 경영을 위해 우수한 인적자원을 확보해야할 뿐만 아니라 이들의 열의와 몰입을 증대시켜서 창조적이고혁신적인 업무성과를 달성하도록 관리해야 할 것이다. 이를 위해 조직구성원의 직무열의를 증대시키기 위한 전략적인 관리방안이 마련되어야하겠다. 조직구성원의 직무열의와 관련하여 본 연구에서는 직무요구-자원 모형을 바탕으로 직무열의를 유발하는 직무요구 및 직무자원 요인들을 살펴보았다. 또한 직무담당자의 직무열의가 이들의 혁신행동에 미치는 영향에 대해 검증하는 동시에 직무열의의 선행요인(직무요구, 직무자원)과 직무담당자의 혁신행동 간의 관계에서 직무열의의 매개역할을 밝히고자 하였다. 본 연구의 자료는 기업체에서 팀장과 그의 팀원을 쌍(dyad)으로 선정하여 324쌍을 수집하였으며, 분석결과는 다음과 같다. 직무열의의 선행요인인 직무요구 중에서 양적요구는 직무열의와 역U형의 관계를, 직무자원 중에서 직무특성자원과 상사지원은 직무열의와 정(+)의 관계를 가지는 것으로 나타났다. 즉 직무담당자가 지각하는 양적요구는 이들의 직무열의에 역U형의 형태로 영향을 미친다는 것을 알 수 있으며, 직무관련자원인 직무특성자원의 보유 정도와 직무수행 상황에서대인관계적인 자원인 상사지원의 지각 정도가 높을수록 직무열의가 증가하는 것으로 나타났다. 직무담당자의 직무열의는 이들의 혁신행동과정(+)적인 관계를 가지는 것으로 나타났으며, 직무열의는 직무특성자원과 혁신행동 간의 관계를 완전매개하고, 상사지원과 혁신행동 간의 관계는 부분적으로 매개하였다. 본 연구는 직무담당자의 직무요구 및 직무자원 요인이 이들의 직무열의에 미치는 영향력을 검증함으로써 구성원 직무열의 증대를 위한 직무설계 및 관리 방안이 무엇인지 이에 대한 다양한 이론적 그리고 실무적 시사점을 제공한다.

다국어 초록 (Multilingual Abstract)

This study investigates the preceding factors of job engagement, as well as the effects that job engagement may take on innovative behavior. Furthermore, we attempt to verify the how mediating effects by job engagement take place between preceding factors of job engagement and innovative behavior. The purpose of this study is to verify; (1) that job demand (quantitative demand and qualitative demand) and job resources (job characteristics resource and supervisor support) are preceding factors of job engagement by attempting to identify factors that lead to employee job engagement; (2) on how employee job engagement has influence over employee innovative behavior; (3) and whether job engagement is in fact a mediating factor between the preceding factors before job engagement, and the eventual innovative behavior. To achieve the purpose of this study, a survey was conducted each from a pair of one employee and their supervisor (a dyad) for empirical analysis, and a total of 648 survey responses from 324 pairs were gathered. The results were as follows; (1) quantitative demand and job engagement were in fact related to the reverse U-shape. Moreover, job-characteristics resource and supervisor support have a positive relationship to job engagement if and when the two factors are identified as preceding factors to job engagement. The relationship between qualitative demand and job engagement, however, was not statistically significant; (2) job engagement has been shown to be positively correlated to innovative behavior; (3) job engagement has the mediating effect between its preceding factors and innovative behavior. More specifically, job engagement fully mediated the relationship between job characteristics resource and innovative behavior, and partially mediated the relationship between supervisor support and innovative behavior.

목차 (Table of Contents)

• 요약
• I. 서론
• II. 이론적 배경 및 연구가설
• 1. 직무열의의 개념과 관련 이론
• 2. 연구가설의 설정
• III. 연구 방법론
• 1. 조사방법 및 표본구성
• 2. 변수의 조작적 정의와 측정
• IV. 분석결과
• 1. 신뢰성 및 타당성 분석결과
• 3. 가설검증
• V. 결론
• 1. 연구결과의 요약 및 시사점
• 2. 시사점
• 3. 한계점 및 제언
• 참고문헌
• Abstract

참고문헌 (Reference)

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4 박상언, "직무수행 과정에서 지각된 정서적 안녕(Affective Well-Being)이 직무요구-자원 모형에서 수행하는 역할에 대한 실증연구" 한국인사조직학회 20 (20): 177-220, 2012

5 김현욱, "직무관련 변인이 일-가정 갈등에 미치는 영향과 조직몰입 및 직무열의에 대한 일-가정 갈등의 효과" 한국산업및조직심리학회 22 (22): 155-182, 2009

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