Journal of Digital Convergence (디지털융복합연구)

The Society of Digital Policy and Management (한국디지털정책학회)
권호 표지
DOI QR코드

DOI QR Code

The Effects of Compassion experienced by Social Workers on Collective Self-Esteem: Mediating Effect of Positive Work-Related Identity and Moderating Effect of Organizational Identification

사회복지사들이 경험하는 컴페션이 집단적 자긍심에 미치는 영향: 긍정적 업무관련 정체성의 매개효과와 조직 동일시의 조절효과

  • Ko, Sung-Hoon (Dept. of Business, Kyungpook National University)
  • 고성훈 (경북대학교 경상대학 경영학부)
  • Received : 2018.08.14
  • Accepted : 2018.10.20
  • Published : 2018.10.28
Download PDF
⟨ Previous Next ⟩

Abstract

The purpose of this study is to demonstrate the effect of compassion on collective self esteem through positive work-related identity, and to demonstrate the mediating effect of positive work-related identity and the moderating effect of organizational identification. In this study, The data collection was targeted at 369 social workers working in 13 social welfare facilities and institutions in Gyeonggi Province and 12 in Seoul from April 1 to April 25, 2018. It was demonstrated that compassion had a positive effect on positive work-related identity. Also, it was proved that positive work-related identity had a positive effect on collective self esteem, and mediating effect of positive work-related identity and moderating effect of organizational identification were also significant. Therefore, this study suggests social workers experienced compassion will have positive work-related identity, collective self esteem, and organizational identification.

본 연구의 목적은 컴페션이 긍정적 업무 관련 정체성을 매개로 집단적 자긍심에 미치는 영향을 실증하는 것이고, 긍정적 업무관련 정체성의 매개효과와 조직 동일시의 조절효과를 실증하는 것이다. 본 연구는 2018년 4월1일부터 4월25일까지 서울지역 12개 사회복지기관과 경기지역 13개 사회복지 기관에 근무하는 사회복지사 369명을 표본으로 하였다. 본 연구결과 사회복지사들이 경험하는 컴페션이 긍정적 업무관련정체성에 정(+)의 영향을 미치는 것으로 실증되었다. 또한 긍정적 업무관련정체성이 집단적 자긍심에 정(+)의 영향을 미치는 것으로 검증되었으며, 긍정적 업무관련정체성의 매개효과와 조직 동일시의 조절효과 역시 유의한 것으로 실증되었다. 따라서 본 연구는 사회복지사들이 조직 내에서 컴페션을 경험할 때 업무에 대한 긍정성과 집단에 대한 자긍심, 그리고 조직 동일시를 갖게 될 것을 시사해준다.

Keywords

References

  1. 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
  2. S. Y. Rhee, H. W. Park, J. H. Bae & H. K. Moon. (2008). What facilitates energizing relationships in organizations?: perspectives from multiple levels, Korean Journal Of Management, 16(2), 95-128.
  3. 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
  4. J. C. Turner. (1982). Towards a cognitive redefinition of the social group, Social identity and intergroup relations, 15-40.
  5. C. A. Bartel. (2001). Social comparisons in Boundary-spanning Work: Effects of Community Outreach on Members' Organizational Identity and Identification, Administrative Science Quarterly, 46(3), 379-413. https://doi.org/10.2307/3094869
  6. F. Luthans, B. J. Avolio, J. B. Avey & S. M. Norman. (2007). Positive Psychological Capital : Measurement and Relationship with Performance and Satisfaction, Personnel Psychology, 60(3), 541-572. https://doi.org/10.1111/j.1744-6570.2007.00083.x
  7. F. A. Mael & B. E. Ashforth. (1992). Alumni and Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification, Journal of Organizational Behavior, 13(2), 103-123. https://doi.org/10.1002/job.4030130202
  8. J. Bednar, B. Owens, J. E. Dutton & L. M. Roberts. (2011). Finding the positive in individual's identities: An investigation of the reliability and validity of a six different measures of positive organizational identity[Working papers].
  9. J. Crocker & R. Luhtanen. (1990). Collective self-esteem and ingroup bias. Journal of Personality and Social Psychology, 58(1), 60-67. https://doi.org/10.1037//0022-3514.58.1.60
  10. R. Luhtanen & J. Crocker. (1992). A collective self-esteem scale: Self evaluation of one's social identity. Personality and Social Psychology Bulletin, 18(3), 302-318. https://doi.org/10.1177/0146167292183006
  11. 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
  12. 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.
  13. 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
  14. 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.
  15. K. S. Cameron, D. Bright & A. Caza. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47(6), 766-790. https://doi.org/10.1177/0002764203260209