디지털융복합연구 (Journal of Digital Convergence)

  • 제19권1호
  • /
  • Pages.99-105
  • /
  • 2021
  • /
  • 2713-6434(pISSN)
  • /
  • 2713-6442(eISSN)
한국디지털정책학회 (The Society of Digital Policy and Management)
권호 표지
DOI QR코드

DOI QR Code

일의 의미가 번영에 미치는 영향에 대한 연구: 직무열의와 직무수행의 이중매개효과

Influence of Work Meaningfulness on Work engagement, Job performance, and Flourishing: Dual mediation model

  • 정승철 (가톨릭대학교 사회과학부 심리학전공)
  • 투고 : 2020.11.04
  • 심사 : 2021.01.20
  • 발행 : 2021.01.28
PDF 다운로드
⟨ 이전 논문 다음 논문 ⟩

초록

본 논문은 일의 의미가 직무열의라는 동기적 요소를 거쳐서 직무수행에 정적인 영향을 미치고, 궁극적으로 개인차원의 긍정적인 결과인 번영에 정적인 영향을 미치는 이중매개 관계를 검증하고자 하였다. 이를 위해서 395명의 직장인을 대상으로 온라인 설문방식을 통해서 연구를 진행하였고, SPSS와 SPSS Process Macro를 활용하여 위계적회귀분석, 부트스트래핑 분석을 시행하였으며. 연구 결과는 다음과 같다. 일의 의미(WM), 직무열의(WE), 직무수행(JP), 그리고 번영(FL) 간의 상관관계는 모두 통계적으로 유의미한 것으로 나타났으며, 일의 의미(WM), 직무열의(WE), 번영(FL) 간의 단순 매개관계와 일의 의미(WM), 직무수행(JP), 번영(FL) 간의 단순 매개관계가 통계적으로 검증되었다. 그리고 일의 의미(WM), 직무열의(WE), 직무수행(JP), 그리고 번영(FL) 간의 이중매개관계가 통계적으로 유의미한 것으로 확인되었다. 본 연구는 자율성이 중요해지는 최근의 업무 환경에서 효과적인 직원 관리 방법에 대한 의미 있는 결과를 보여주었으며, 향후 종단적 연구를 통해서 이중 매개관계에 대한 실질적인 검증 연구의 시행이 필요할 것으로 보인다.

This study aimed to verify the positive effect of work meaningfulness(WM) on flourishing(FL) with the successive positive effects of work engagement(WE) and job performance(JP) as dual mediators. We conducted an online survey of 395 incumbents working in the companies of different types and statistically analyzed data using SPSS and SPSS Process macro for hierarchical regression and bootstrapping. The results are as follows: 1. correlation coefficients of all combinations from four variables are significant, 2. simple mediation effects(WM-WE-FL and WE-JP-FL) are significant, 3. dual mediation effet(WM-WE-JP-FL) is verified. This study showed practical guide for the efficient management of employees in recent autonomous work environment and further studies with longitudinal method will be needed in order to verify substantially the dual mediation.

키워드

참고문헌

  1. W. Schaufeli. (2013). What is engagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.). Employee engagement in theory and practice. London: Routledge.
  2. J. R. Hackman & G. R. Oldham. (1976). Motivation through the design of work: Test of a theory. Organization Behavior and Human Decision Processes, 16, 250-279.
  3. B, S. So, S. K. Lee, E. G. Kang, Y. K. Kim, S. D. Ku, B. C. Choi. (2015). A Study on the Influence of Job-Embeddedness to Innovation Behavior in the convergence age, The Journal of Digital Policy & Management, 13(7), 57-67.
  4. R. M. Ryan & E. L. Deci. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. The American Psychologist, 55, 68-78. https://doi.org/10.1037/0003-066X.55.1.68
  5. G. W. England & I. Harpaz. (1990). How working is defined: National contexts and demographic and organizational role influences. Journal of Organizational Behavior, 11(4), 253-266. https://doi.org/10.1002/job.4030110402
  6. J. S. Bunderson & J. A. Thompson. (2009). The call of the wild: Zookeepers, callings, and the double-edged sword of deeply meaningful work. Administrative Science Quarterly, 54, 32-57. https://doi.org/10.2189/asqu.2009.54.1.32
  7. B. Allan, R. Duffy, & B. Collisson. (2018). Task Significance and Performance: Meaningfulness as a Mediator. Journal of Career Assessment, 26(1), 172-182. https://doi.org/10.1177/1069072716680047
  8. M. F. Steger, B. J. Dik, & R. D. Duffy. (2012). Measuring meaningful work: The Work and Meaning Inventory (WAMI). Journal of Career Assessment, 20(3), 322-337. https://doi.org/10.1177/1069072711436160
  9. S. M. Baek, H. S. Yang. (2017). The Influence of Personality Characteristics and Self Leadership on Job Engagement and Turnover Intention: Focusing on Mediating Effect of Psychological Ownership, The Journal of Digital Policy & Management, 15(9), 111-123, 2017.
  10. K. J. Harris, K. Kacmar, & S. Zivnuska. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252-263. https://doi.org/10.1016/j.leaqua.2007.03.007
  11. Y. Yoon, C. H. Woo. (2020). Convergence Effects of Perceived Value of Work and Organizational Communication Satisfaction on Nursing Confidence of Nurses in Convalescent Hospital, The Journal of Digital Policy & Management, 18(8), 293-299.
  12. W. Kahn. (1992). To Be Fully There: Psychological Presence at Work. Human Relations, 45(4), 321-349. https://doi.org/10.1177/001872679204500402
  13. C. Maslach & M. Leiter. (1997). The Truth about Burnout: How Organizations Cause Personal Stress and What to do about It. San Francisco, CA: Jossey-Bass.
  14. D. McGregor. (1960). The human side of enterprise. McGraw Hill, New York.
  15. W. B. Schaufeli. (2013). What is engagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.). Employee engagement in theory and practice. London: Routledge.
  16. W. Schaufeli, M. Salanova, V. Gonzalez-Roma, & A. Bakker. (2002). The measurement of engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92. https://doi.org/10.1023/A:1015630930326
  17. M. Seligman & M. Csikszentmihalyi. (2000). Positive psychology: An introduction. American Psychological, 55(1), 5-14. https://doi.org/10.1037/0003-066X.55.1.5
  18. W. Scott-Jackson & A. Mayo (2018). What are Engagement, Happiness and Well-Being?. In Transforming Engagement, Happiness and Well-Being. Palgrave Macmillan.
  19. A. Lisbona, F. Palaci, M. Salanova, & M. Frese. (2018). The Effects of work engagement and self-efficacy on personal initiative and performance. Psicothema, 30(1), 89-96.
  20. B. Joo & I. Lee. (2017). Workplace happiness: work engagement, career satisfaction, and subjective well-being. Evidence-based HRM: a Global Forum for Empirical Scholarship, 5(2), 206-221. https://doi.org/10.1108/EBHRM-04-2015-0011
  21. B. Shuck & T. G. Reio. (2013). Employee engagement and wellbeing: A moderation model and implications for practice. Journal of Leadership and Organizational Studies, 21(1), 43-58. https://doi.org/10.1177/1548051813494240
  22. Y. H. Lee, G. A. Seomun. (2017). Effects of MBO and Job Commitment on Nursing Performance in Operating Room Nurses, The Journal of Digital Policy & Management, 15(4), 309-316.
  23. S. K. Lee, E. G. Kang, E. K. Kim. (2016). A Study on the Influence of Job-Embeddedness to Job Involvement in the convergence age, The Journal of Digital Policy & Management, 14(9), 215-227.
  24. R. P. Tett & J. P. Meyer. (1993). Job Satisfaction, Organizational Commitment, Turnover intention, and Turnover: Path Analyses Based on Meta-analytic Findings, Personnel Psychology. 46(2), 44-58.
  25. J. P. Campbell. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (687 - 732). Consulting Psychologists Press.
  26. S. M. Jex & T. W. Britt (2014). Organizational Psychology A Scientist-Practitioner Approach. John Wiley and Sons, New York,
  27. S. Lyubmirsky, L. King, & E. Diener. (2005). The benefits of frequent positive affect: does happiness lead to success? Psychological Bulletin, 131(6), 803-855. https://doi.org/10.1037/0033-2909.131.6.803
  28. E. Diener, D. Wirtz, W. Tov, C. Kim-Prieto, D. W. Choi, S. Oishi, & R. Biswas-Diener. (2010). New well-being measures: Short scales to assess flourishing and positive and negative feelings, Social Indicators Research, 97(2), 143-156. https://doi.org/10.1007/s11205-009-9493-y
  29. M. F. Steger, B. J. Dik, & R. D. Duffy. (2012). Measuring meaningful work: The Work and Meaning Inventory (WAMI). Journal of Career Assessment, 20(3), 322-337. https://doi.org/10.1177/1069072711436160
  30. W. Schaufeli & A. Bakker. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293-437. https://doi.org/10.1002/job.248
  31. S. S. Kim. (2018). The Effects of High- Performance Human Resource Management System on Construction Companies Performance : The Test of Mediating and Moderating Effects of Workplace Innovation. Ph.D. dissertation. University of Chosun.
  32. A. F. Hayes. (2013). Introduction to Mediation, Moderation, and Conditional process analysis: a Regression-based approach. New York, NY: The Guilford Press.
  33. R. M. Baron & D. A. Kenny. (1986). The moderator-mediator variable distribution in social psychological research: conceptual, strategic, and statistical Considerations, Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173