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핵심자기평가가 직무만족과 조직몰입에 미치는 영향에 관한 연구

A Study on the Effects of Core Self-Evaluations on Job Satisfaction and Organizational Commitment

김해룡|양필석|남중헌
한국인력개발학회 (The Korean Society For Human Resource Development)|2008.10|HRD연구 (The Korean Journal of Human Resource Development Quarterly)|제10권 제3호|pp. 23-45|DOI 10.18211/kjhrdq.2008.10.3.002

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참고문헌

키워드

조직몰입Organizational Commitment직무만족Job Satisfaction핵심자기평가Mediation매개작용Core Self-Evaluations

초록

본 연구는 핵심자기평가가 직무만족과 조직몰입에 미치는 영향과 직무만족의 매개효과를 연구했다. 연구목적을 달성하기 위해 울산광역시에서 종사하고 있는 A은행 9개 지점직원 104명과 7개 증권회사 지점직원 80명의 응답을 표본으로 SPSS 12.0 및 AMOS 5.0을 이용하여 검증되었다. 연구결과, 핵심자기평가는 직무만족에 정(+)의 영향을 미쳤으며, 직무만족 역시 조직몰입에 정(+)의 영향을 미쳤다. 또한 직무만족은 핵심자기평가와 조직몰입 간의 관계에 대하여 완전매개 작용을 하였다. 본 연구가 주는 의미는 핵심자기평가가 조직몰입 수준을 제고하는데 직무만족이 중요한 역할을 한다는데 이론적 시사점이 있다. 또한 실무적으로, 기업에서는 인적자원의 가치를 깊이 인식하여야 하고 직무설계시 개인의 특성을 충분히 고려하여야 한다는 점에 있다. 이러한 연구결과를 바탕으로 연구의 한계점 및 향후 연구방향이 논의되었다.

Abstract

The purpose of this study is twofold. Firstly, to examine the effects of core self-evaluations between job satisfaction and organizational commitment. Secondly, to examine the mediating effects of the job satisfaction on the relationships between the core self-evaluations and the organizational commitment. In order to verify the relationships and mediating effect, data were obtained from 184 employees working in 9 bank branches and 7 security company branches in Ulsan Metropolitan City and they were analyzed by using SPSS 12.0 and AMOS 5.0. The findings are as follows. Firstly, there was a positive relationship between positive core self-evaluations and the job satisfaction. Secondly, there was also a positive relationship between positive the job satisfaction and the organizational commitment. Finally, the job satisfaction was a complete mediator on the relationships between the core self-evaluations and the organizational commitment. The implications of these findings are as follows. Firstly, at a theoretical level this study shows that the effects of the core self-evaluations on the organizational commitment are null if job satisfaction doss not mediate. Secondly, at a practical level a company should fully acknowledge the value of human resources as well as should take individual traits into account when designing jobs. Based on these findings, the limitations of the study were discussed and some directions for future studies were suggested.

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