DOI QR코드

DOI QR Code

Proactive Personality, Knowledge Sharing Behavior, Job Characteristics, and Organizational Recognition: An Application of Costly Signaling Theory

주도적 성격과 지식 공유행위, 직무 특성, 그리고 조직의 인정 간 관계에 관한 연구: 비싼 신호보내기 이론을 중심으로

  • Park, Jisung (School of Business, Chungnam National University) ;
  • Chae, Heesun (Institute of Industrial Relations, Seoul National University)
  • Received : 2018.08.28
  • Accepted : 2018.12.07
  • Published : 2018.12.31

Abstract

Drawing on costly signaling theory and self-enhancement motive, this study examines the relationships among proactive personality, knowledge sharing behavior, and organizational recognition. In addition to the individual characteristic, this study considers job characteristics as conditional factors, and especially proposes the moderated mediation model in which job complexity and variety moderate the relationships among proactive personality, knowledge sharing behavior, and organizational recognition. To prove these hypotheses, empirical analyses are conducted with 166 dyad samples collected from various industries. As predicted, individuals with high proactive personality are more likely to become involved in knowledge sharing behavior, and this behavior increases organizational recognition rated by their supervisors. Moreover, job complexity and variety moderate the positive relationship between proactive personality and organizational recognition is mediated by knowledge sharing behavior. These results reveal the motive in knowledge sharing and the boundary condition that is necessary to increase such behavior. The study findings will ultimately contribute theoretical and empirical implications to the knowledge management literature.

본 논문은 비싼 신호보내기 이론과 자기향상동기를 중심으로 주도적 성격과 지식 공유 행위 간 관계, 그리고 더 나아가 조직의 인정 간 관계를 검증하였다. 개인의 성격적 특질에 더하여, 상황적 요인으로 직무 특성을 고려하였는데, 본 논문에서는 직무 복잡성과 다양성이 주도적 성격과 지식 공유 행위, 조직 인정 간 정(+)의 관계를 조절할 것이라는 조절된 매개모형을 제안하였다. 한국 기업들을 대상으로 상사-부하 쌍(dyad) 설문을 실시하여 총 166쌍의 응답을 실증 분석한 결과, 예측한대로 주도적 성격을 가진 구성원일수록 지식 공유 행위를 보다 많이 보이는 것으로 나타났으며, 이러한 지식 공유 행위는 조직 내 상사가 평가한 조직 인정을 궁극적으로 높이는 것으로 나타났다. 뿐만 아니라, 직무 복잡성과 다양성이 높을 때가 낮을 때보다 지식 공유 행위에 의해 매개된 주도적 성격과 조직 인정 간 정(+)의 관계를 보다 강화하는 것으로 나타나 예측한대로 조절변수 관련 가설들도 지지되었다. 이러한 결과들은 조직 공유의 동기가 무엇이고, 이를 활성화시키는 경계조건들이 무엇인지를 밝힘으로써 지식경영 분야에 이론적 실무적 함의를 제공한다고 할 수 있다.

Keywords

SHGSCZ_2018_v19n12_128_f0001.png 이미지

Fig. 1. Interaction between proactive personality and task complexity in prediction knowledge sharing behavior

SHGSCZ_2018_v19n12_128_f0002.png 이미지

Fig. 2. Interaction between proactive personality and task variety in prediction knowledge sharing behavior

Table 1. Demographic characteristics of respondents

SHGSCZ_2018_v19n12_128_t0001.png 이미지

Table 2. Correlation analysis between variables

SHGSCZ_2018_v19n12_128_t0002.png 이미지

Table 3. Results of hierarchical regression analysis on knowledge sharing behavior

SHGSCZ_2018_v19n12_128_t0003.png 이미지

Table 4. Results of hierarchical regression analysis on organizational recognition

SHGSCZ_2018_v19n12_128_t0004.png 이미지

References

  1. A. Cabrera, W. C. Collins, J. F. Salgado, "Determinants of Individual Engagement in Knowledge Sharing", International Journal of Human Resource Management, Vol.17, No.2 pp. 245-264, 2005. DOI: https://doi.org/10.1080/09585190500404614
  2. C. P. Lin, "To Share or Not to Share: Modeling Sharing Using Exchange Ideology as a Moderator", Personnel Review, Vol.36, No.3 pp. 457-475, 2007. DOI: https://doi.org/10.1108/00483480710731374
  3. S. Wang, R. A. Noe, "Knowledge Sharing: A Review and Directions for Future Research", Human Resource Management Review, Vol.20, No.2 pp. 115-131, 2010. DOI: https://doi.org/10.1016/j.hrmr.2009.10.001
  4. B. Renzl, "Trust in Management and Knowledge Sharing: The Moderating Effects of Fear and Knowledge Documentation", Omega, Vol.36, No.2 pp. 206-220, 2008. DOI: https://doi.org/10.1016/j.omega.2006.06.005
  5. E. F. Cabrera, A. Cabrera, "Fostering Knowledge Sharing through People Management Practices", International Journal of Human Resource Management, Vol.16, No.5 pp. 720-735, 2005. DOI: https://doi.org/10.1080/09585190500083020
  6. K. M. Bartol, A. Srivastava, "Encouraging Knowledge Sharing: The Role of Organizational Reward Systems", Journal of Leadership and Organizational Studies, Vol.9, No.1 pp. 64-76, 2002. DOI: https://doi.org/10.1177/107179190200900105
  7. A. Srivastava, K. M. Bartol, E. A. Locke, "Empowering Leadership in Management Teams: Effects on Knowledge Sharing, Efficacy, and Performance", Academy of Management Journal, Vol.49, No.6 pp. 1239-1251, 2006. DOI: https://doi.org/10.5465/amj.2006.23478718
  8. M. M. Wasko, S. Faraj, "Knowledge Sharing: A Review and Directions for Future Research", Human Resource Management Review, Vol.20, No.2 pp. 115-131, 2005. DOI: https://doi.org/10.1016/j.hrmr.2009.10.001
  9. H. Gintis, E. A. Smith, S. Bowles, "Costly Signaling and Cooperation", Journal of Theoretical Biology, Vol.213, No.1 pp. 103-119, 2001. DOI: https://doi.org/10.1006/jtbi.2001.2406
  10. C. L. Hardy, M. Van Vugt, "Nice Guys Finish First: The Competitive Altruism Hypothesis", Personality and Social Psychology Bulletin, Vol.32, No.10 pp. 1402-1413, 2006. DOI: https://doi.org/10.1177/0146167206291006
  11. K. Hawkes, R. Bliege Bird, "Showing off, Handicap Signaling, and the Evolution of Men's Work", Evolutionary Anthropology, Vol.11, No.2 pp. 58-67, 2002. DOI: https://doi.org/10.1002/evan.20005
  12. B. L. Connelly, S. T. Certo, R. D. Ireland, C. R. Reutzel, "Signaling Theory: A Review and Assessment", Journal of Management, Vol.37, No.1 pp. 39-67, 2011. DOI: https://doi.org/10.1177/0149206310388419
  13. A. Zahavi, "Altruism as handicap: The Limitations of Kin Selection and Reciprocity", Journal of Avian Biology, Vol.26, No.1 pp. 1-3, 1995. DOI: http://dx.doi.org/10.2307/3677205
  14. J. R. Hackman, G. R. Oldham, "Development of the Job Diagnostic Survey", Journal of Applied Psychology, Vol.60, No.2 pp. 159-170, 1975. DOI: http://dx.doi.org/10.1037/h0076546
  15. J. R. Hackman, G. R. Oldham, Work Design. Addison-Wesley, Reading, MA, 1980.
  16. S. J. Wayne, S. A. Green, "The Effects of Leader-Member Exchange on Employee Citizenship and Impression Management Behavior", Human Relations, Vol.46, No.12 pp. 1431-1440, 1993. DOI: https://doi.org/10.1177/001872679304601204
  17. S. Yun, R. Takeuchi, W. Liu, "Employee Self-Enhancement Motives and Job Performance Behaviors: Investigating the Moderating Effects of Employee Role Ambiguity and Managerial Perceptions of Employee Commitment", Journal of Applied Psychology, Vol.92, No.3 pp. 745-756, 2007. DOI: http://dx.doi.org/10.1037/0021-9010.92.3.745
  18. M. C. Bolino, "Citizenship and Impression Management: Good Soldiers or Good Actors", Academy of Management, Vol.24, No.1 pp. 82-98, 1999. DOI: https://doi.org/10.5465/amr.1999.1580442
  19. J. M. Crant, "Proactive Behaviors in Organizations", Journal of Management, Vol.26, No.3 pp. 435-462, 2000. DOI: https://doi.org/10.1177/014920630002600304
  20. D. M. Bergeron, T. D. Schroeder, M. A. Martinez, "Proactive Personality at Work: Seeing More to Do and Doing More?", Journal of Business and Psychology, Vol.29, No.1 pp. 71-86, 2014. DOI: https://doi.org/10.1007/s10869-013-9298-5
  21. T. S. Bateman, J. M. Crant, "The Proactive Component of Organizational Behavior: A Measure and Correlates", Journal of Organizational Behavior, Vol.14, No.2 pp. 103-118, 1993. DOI: https://doi.org/10.1002/job.4030140202
  22. F. P. Morgeson, S. E. Humphrey, "The Work Design Questionnaire(WDQ): Developing and Validating a Comprehensive Measure for Assessing Job Design and the Nature of Work", Journal of Applied Psychology, Vol.91, No.6 pp. 1321-1339, 2006. DOI: http://dx.doi.org/10.1037/0021-9010.91.6.1321
  23. A. D. Allen, M. C. Rush, "The Effects of Organizational Citizenship Behavior on Performance judgements: A Field Study and Laboratory Experiment", Journal of Applied Psychology, Vol.83, No.2 pp. 247-260, 1998. DOI: http://dx.doi.org/10.1037/0021-9010.83.2.24
  24. K. J. Preacher, D. D. Rucker, A. F. Hayes, "Addressing Moderated Mediation Hypotheses: Theory, Methods, and Prescriptions", Multivariate Behavior Research, Vol.42, No.1 pp. 185-227, 2007. DOI: https://doi.org/10.1080/00273170701341316
  25. L. S. Aiken, S. G. West, Multiple Regression: Testing and Interpreting Interactions, Thousand Oaks, CA: Sage Publications, 1991.