Journal of the Korea Academia-Industrial cooperation Society (한국산학기술학회논문지)

The Korea Academia-Industrial cooperation Society (한국산학기술학회)
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Positive Psychological Capital and Turnover Intention: The Mediating Effect of Perceived Work Overload and the Moderating Effect of Trust in Supervisor

긍정심리자본이 이직의도에 미치는 영향: 인지된 직무과부하의 매개효과와 상사신뢰의 조절효과

  • 최광우 (유한회사 에이치피티 컨설팅) ;
  • 이승윤 (홍익대학교 경영대학)
  • Received : 2017.08.23
  • Accepted : 2017.10.13
  • Published : 2017.10.31
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Abstract

This study analyzed the effect of an employee's psychological capacity(positive psychological capital), on perceived work overload, and explored how trust in supervisor moderated this relationship. In addition, we examined how positive psychological capital and perceived work overload influenced turnover intention. In doing so, we identified the antecedents of perceived work overload, and suggested ways to nurture positive psychological capital in organizations. Using survey data from 214 employees in the manufacturing industry in Korea, we found that positive psychological capital was negatively related to perceived work overload, and that the relationship was moderated by trust in supervisors. In addition, positive psychological capital was negatively associated while perceived work overload was positively associated with turnover intention. Results suggest the importance of understanding positive psychological capital given its crucial relationship with perceived work overload and turnover intention. The result also emphasizes the role that trust in supervisor plays, and the need to nurture employees' positive psychological capital in organizations.

본 연구의 목적은 종업원 개인의 심리적 역량인 긍정심리자본이 인지된 직무과부하에 미치는 영향을 알아보고, 상사에 대한 신뢰가 긍정심리자본과 상호작용하여 인지된 직무과부하에 미치는 영향에 대해 검증하는 것이다. 더 나아가 긍정심리자본과 인지된 직무과부하가 이직의도에 미치는 영향을 검증함으로써, 상대적으로 연구가 미흡했던 인지된 직무과부하의 선행요인을 밝히고 궁극적으로 직무만족과 성과를 향상시킬 수 있는 긍정심리자본 구축방안과 시사점을 제시하는 데 그 목적이 있다. 214명의 국내 제조업 근로자들로부터 설문자료를 수집하였고, 상관관계분석과 위계적 회귀분석, 조절회귀분석을 실시하였다. 가설검증 결과, 종업원 개인의 긍정심리자본은 인지된 직무과부하와 부(-)의 관계를 나타냈고, 상사에 대한 신뢰가 강한 종업원일수록 동일 수준의 긍정심리자본 하에서 직무과부하 정도를 더 낮게 인식하는 것으로 나타났다. 또한, 긍정심리자본은 이직의도와 부(-)의 관계를, 인지된 직무과부하는 이직의도와 정(+)의 관계를 나타냈다. 이러한 결과는 인지된 직무과부하 정도와 이직의도에 영향을 미치는 선행요인으로서 긍정심리자본이라는 개인의 심리적 강점 및 역량에 대한 이론적, 실증적 고찰이 중요하다는 것을 시사한다. 또한 종업원 개인의 심리적 역량과 함께 상사에 대한 신뢰라는 관계적 차원의 역량을 구축하는 것이 필요함을 보여준다.

Keywords

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