DOI QR코드

DOI QR Code

탈북민들이 경험하는 컴페션이 직무성과와 조직시민행동에 미치는 영향: 심층행동의 매개효과

The Effects of Compassion experienced by defectors on Job Performance and organizational citizenship behavior : Mediating Effect of Deep Acting

  • 고성훈 (경북대학교 경상대학 경영학부)
  • Ko, Sung-Hoon (Dept. of Business, Kyungpook National University)
  • 투고 : 2018.08.17
  • 심사 : 2018.11.20
  • 발행 : 2018.11.28

초록

본 연구의 목적은 첫째, 조직 내에서 탈북민들이 경험하는 컴페션이 심층행동에 미치는 영향을 검증하는 것이고, 둘째는 컴페션을 통하여 형성한 심층행동이 직무성과에 미치는 영향을 실증하는 것이다. 셋째, 본 연구의 목적은 심층행동이 조직시민행동에 미치는 영향을 검증하고자 하며 넷째, 컴페션과 직무성과의 관계에서 심층행동의 매개효과를 검증하고자 한다. 마지막으로 컴페션과 조직시민행동의 관계에서 심층행동의 매개효과를 실증하고자 한다. 본 연구 결과 탈북민들이 경험하는 컴페션이 심층행동에 정(+)의 영향을 미치는 것으로 실증되었고, 심층행동이 직무성과와 조직시민행동에 유의한 정(+)의 영향을 미치는 것으로 검증되었다. 또한 컴페션과 직무성과, 그리고 컴페션과 조직시민행동의 관계에서 심층행동의 매개효과에 대한 연구결과 역시 유의한 것으로 검증되어 모든 가설이 지지되었다. 따라서 본 연구는 조직 내에서 컴페션을 필요로 하는 탈북민들이 진정성 있는 심층행동을 통하여 직무성과를 향상시키고 조직시민행동을 증가시킨다는 의의를 지니게 된다.

The purpose of this study is to examine the effects of compassion experienced by defectors on deep acting in organization and secondly to demonstrate the effect of deep acting through compassion on job performance. Third, the purpose of this study is to examine the effects of deep acting on organizational citizenship behavior. Fourth, we examine the mediating effect of deep acting in the relationship between compassion and job performance. Finally, we try to demonstrate the mediating effect of deep acting in the relationship between compassion and organizational citizenship behavior. As a result of this study, it was proved that compassion experienced by defectors has a positive effect on deep acting and that deep acting has a positive effect on job performance and organizational citizenship behavior. In addition, all hypotheses were supported by the findings of research on the mediating effect of deep acting in the relationship between compassion and job performance, and compassion and organizational citizenship behavior. Thus, this study implies that the defectors who need compassion in the organization improve their job performance and increase organizational citizenship behavior through deep acting.

키워드

DJTJBT_2018_v16n11_177_f0001.png 이미지

Fig. 1. Research Model

Table 1. Correlation Analysis Result

DJTJBT_2018_v16n11_177_t0001.png 이미지

Table 2. Path analysis of research model

DJTJBT_2018_v16n11_177_t0002.png 이미지

Table 3. Mediating Effect of Deep Acting on Job Performance

DJTJBT_2018_v16n11_177_t0003.png 이미지

Table 4. Mediating Effect of Deep Acting on Job OCB

DJTJBT_2018_v16n11_177_t0004.png 이미지

참고문헌

  1. J. M. Lilius, M. C. Worline, S. Maitlis, J. Kanov, J. E. Dutton & P. Frost. (2008). The contours and consequences of compassion at work, Journal of Organizational Behavior, 29(2), 193-218. https://doi.org/10.1002/job.508
  2. W. A. Kahn. (1993). Caring for the care givers: Patterns of organizational care giving, Administrative Science Quarterly, 38, 539-563. https://doi.org/10.2307/2393336
  3. J. M. Kanov, S. Maitlis, M. C. Worline, J. E. Dutton, P. J. Frost & J. M. Lilius. (2004). Compassion in organizational life, American Behavioral Scientist, 47(6), 808-827. https://doi.org/10.1177/0002764203260211
  4. A. A. Grandey. (2003). Surface acting and deep acting as determinants of emotional exhaustion and peer-rated service delivery, Academy of Management Journal, 46(1), 86-96.
  5. D. K. John, L. R. Alex, M. L. David, A. O, Michael, R. B. Brooke, Y. Zang & D. K. Marie. (2013). A meta-analytic structural model of dispositional affectivity and emotional labor, Personnel Psychology, 66(1), 47-90. https://doi.org/10.1111/peps.12009
  6. A. Grandey. (2000). Emotion regulation in the workplace: A new way to conceptualized emotional labor, Journal of Occupational Health Psychology, 5(1), 95-110. https://doi.org/10.1037/1076-8998.5.1.95
  7. C. B. Brotheridge & R. T. Lee. (2003). Development and validation of the emotional labor scale, Journal of Occupational and Organizational Psychology, 76(3), 365-379. https://doi.org/10.1348/096317903769647229
  8. C. M. Brotheridge & A. A. Grandy. (2002). Emotional labour and burnout: Comparing two perspectives of people at work, Journal of Vocational Behavior, 60(1), 17-39. https://doi.org/10.1006/jvbe.2001.1815
  9. B. E. Ashforth & R. H. Humphrey. (1993). Emotional labor in service roles: The influence of identity, Academy of Management Review, 19(1), 88-115.
  10. J. E. Dutton, J. M. Dukerich & C. V. Harquail. (1994). Organizational images and member identification, Administrative Science Quarterly, 39(2), 239-263. https://doi.org/10.2307/2393235
  11. P. J. Frost. (1999). Why compassion counts, Journal of Management Inquiry, 8(2), 127-133. https://doi.org/10.1177/105649269982004
  12. J. E. Dutton, M. C. Worline, P. J. Frost & J. M. Lilius. (2006). Explaining compassion organizing, Administrative Science Quarterly, 51(1), 59-96. https://doi.org/10.2189/asqu.51.1.59
  13. J. M. Richards & J. J.Gross. (2000). Emotion regulation and memory: the cognitive costs of keeping on1e's cool, Journal of Personality and Social Psychology, 79(3), 410-424. https://doi.org/10.1037/0022-3514.79.3.410
  14. J. M. Diefendorff, M. H. Croyle & R. H. Gosser. (2005). The dimensionality and antecedents of emotional labor strategies, Journal of Vocational Behavior, 66(2), 339-357. https://doi.org/10.1016/j.jvb.2004.02.001
  15. L. J. Williams & S. E. Anderson. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors, Journal of management, 17(3), 601-617. https://doi.org/10.1177/014920639101700305
  16. D. W. Organ. (1988). Organizational citizenship behavior: The good soldier syndrome, Lexington, MA: Lxington.
  17. K. J. Preacher & A. F. Hayes. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models, Behavior Research Methods, Instruments, and Computers, 36(4), 717.731. https://doi.org/10.3758/BF03206553
  18. S. H. Ko & T. W. Moon. (2014). Relationship between organizational virtue perceived by organizational members and job performance: focusing on the mediating effect of positive psychological capital, Management & Information Systems Review, 35(5), 81-108.
  19. S. H. Ko & T. W. Moon. (2015).The Influence of Internal And External Virtuous Behaviors on Job Performance: Focusing on the creating research model for the virtuous behaviors through qualitative research, Management & Information Systems Review, 34(4), 31-66. https://doi.org/10.29214/damis.2015.34.4.003
  20. S. H. Ko & T. W. Moon. (2012). The Effect of Compassion within Organizations on Intention to Leave:Focusing on the Double Mediation Effect of Positive Identity and Organizational Commitment, Korean Journal of Management, 20(3), 29-76.
  21. J. E. Dutton, L. M. Roberts & J. Bednar. (2010). Pathways for positive identity construction at work: Four types of positive identity and the building of social resources, Academy of Management Review, 35(2), 265-293. https://doi.org/10.5465/AMR.2010.48463334
  22. C. K. Lee, Y. S. Park, H. K.Lee & K. J. Lee. (2015). The Effect of a Convergence Multi-cultural Nursing Education Program on Cultural Competence and Empathy for Nursing Students, Journal of Digital Convergence, 13(12), 337-346. https://doi.org/10.14400/JDC.2015.13.12.337
  23. J. H. Kim, K. J. Kwon & S. H. Lee. (2017). Factors Influencing Problem Solving Abilities of Nursing Students, Journal of Digital Convergence, 15(4), 295-307. https://doi.org/10.14400/JDC.2017.15.4.295