직무특성모형과 조직지원인식이 자긍심을 통해 몰입에 미치는 영향 : 대상 유사성 이론(Target Similarity Theory)을 중심으로
The influence of commitment on Job Characteristic Model and Perceived Organizational Support through Self-esteem: Focusing on the target Similarity Theory
초록/요약
본 연구는 대기업 종사자 746명을 대상으로, 직무에 대한 지원 또는 개인적 차원의 지원이 조직구성원의 자긍심을 유발하여 긍정적인 조직 태도에 영향을 미칠 것이라는 것을 확인하고자 하였다. 또한 단일 차원의 자긍심에만 초점을 맞추었던 기존의 연구들과 달리, 자긍심을 직무에 대한 자긍심과 조직에 대한 자긍심으로 분류하고, 대상 유사성 이론에 근거하여 직무관련 자긍심은 직무관련 선행변인의 영향을 받아 직무관련 결과변인인 직무몰입을 유발하고, 조직관련 자긍심은 조직관련 선행변인의 영향을 받아 조직관련 결과변인인 조직몰입을 유발함을 확인하였다. 연구목적과 가설에 따른 결과는 다음과 같다. 첫째, 직무관련 자긍심인 과제 특수적 자긍심은 직무관련 선행변인인 직무특성 요인, 특히 자율성과 피드백에 의해 유발되고, 그 결과 직무몰입에 영향을 미치는 것으로 나타났다. 둘 째, 조직관련 자긍심인 조직기반자긍심은 조직관련 선행변인인 조직의 지원인식에 의해 유발되고, 그 결과 조직몰입에 영향을 미치는 것으로 나타났다. 셋 째, 대상 유사성이론을 증명하기 위해 두 매개모형을 결합한 통합 모형 검증을 시도한 결과, 직무관련 선행변인은 직무라는 동일 대상을 포함하고 있는 직무관련 매개변인과 결과 변인에 더 큰 영향을 미치고, 조직관련 선행변인은 조직이라는 동일 대상을 포함하고 있는 조직관련 매개변인과 결과변인에 더 큰 영향력을 미치는 것으로 나타났다. 끝으로 결론에서는 조직 관리자들이 대상 유사성이론이 제공하는 시사점을 바탕으로 어떠한 인사전략을 수립하여야 할 것인가에 관한 제안과 연구의 제한점 등이 논의되었다.
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목 차
국문초록········································································ⅰ
목 차··········································································· ⅲ
표 목차········································································ ⅴ
그림목차······································································· ⅵ
I. 서론·········································································· 1
II. 이론적 배경································································· 4
제 1 장. 대상 유사성 이론···················································· 4
제 2 장. 자긍심······························································· 7
1. 자긍심··································································· 8
2. 자긍심의 배경이론····················································· 11
3. 자긍심의 원천·························································· 14
4. 매개변인으로서 조직기반자긍심······································· 16
제 3 장. 자긍심의 선행 변인················································ 18
1. 직무특성모형··························································· 18
2. 조직의 지원인식······················································· 22
제 4 장. 자긍심의 결과 변인················································ 28
1. 직무몰입의 개념······················································· 28
2. 조직몰입의 개념······················································· 30
3. 직무몰입과 조직몰입··················································· 32
III. 연구 목적 및 가설························································ 34
1. 연구목적································································ 34
2. 연구가설································································ 35
IV. 연구 방법································································· 38
1. 연구대상································································ 38
2. 측정도구································································ 38
3. 분석방법································································ 42
V. 연구 결과·································································· 43
1. 측정변인들 간의 상관·················································· 43
2. 매개효과 검증·························································· 43
3. 구조방정식을 활용한 매개효과 검증··································· 48
4. 구조방정식을 활용한 통합모형 검증··································· 52
VI. 결론 및 논의······························································ 61
참고문헌······································································· 65
부록············································································ 77
Abstract······································································· 85
