중소기업 근로자의 긍정심리자본이 창의성과 직무몰입에 미치는 영향
An Empirical Study on the Effect of Positive Psychological Capital on Creativity and Job Involvement of Small & Medium Company Employee
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초록
최근 희망, 낙관성, 자기효능감, 탄력성을 하위 구성요소로 하는 긍정심리자본이 조직의 성과와 조직 구성원의 바람직한 직무태도에 긍정적인 영향을 미친다는 연구결과가 발표되고 있다. 반대로 바람직하지 못한 직무태도인 냉소주의와 이직의도에 부정적인 영향을 미친다는 연구결과도 국내외에서 발표되고 있다. 그러나 일부에서는 긍정심리자본이 사람에게 영향을 미친다는 것이 확실하다는 것은 환상이라는 주장도 있다. 심지어 현실을 정확히 인식하는 것을 간과하고 있다는 주장을 제기하기도 한다. 이에 본 연구자는 긍정심리자본의 순기능 측면에서 중소기업 근로자 167명을 대상으로 긍정심리자본이 근로자의 창의성향과 직무몰입에 긍정적인 영향을 미치는 지를 검증해 보았다. 또한 긍정심리자본과 직무몰입 양 변수 간에 창의성향의 매개효과를 검증해 보았으며 방법은 AMOS 18.0과 SPSS 18.0을를 활용하여 각 측정변수에 대한 신뢰도와 타당성 분석 후 가설검증 절차로 진행하였다. 그 결과는 모두 유의하였고 창의성은 긍정심리자본과 직무몰입 간의 변수 사이에서 부분매개 역할을 하는 것으로 나타났다. 이러한 결과는 조직 구성원의 긍정심리자본이 충만할수록 스스로의 동기부여를 통해 직무에 몰입하고 만족을 얻는다는 기존의 연구결과와 맥락을 같이 하는 것이다. 따라서 기업은 성과 창출을 위해 보유한 인적자원의 긍정적 심리성향 향상을 위해 다양한 노력을 경주해야 한다는 것을 제시하는 것이라고 하겠다.
Abstract
Recently, a number of research presented that the positive psychological capital having the hope, optimism, self- efficacy, and resilience with the secondary order influence significantly on the desirable job attitude, organization performance and on the contrary, it influence negative to the intention to leave and cynicism in undesirable job attitude. But one critical position is that positivity is an illusion and can even be harmful. For example, Hedges (2009, p.117) calls into question the validity of positive psychology. This study proceeded with the empirical research to validate causality between positive psychological capital, creativity and job involvement conducting a survey of 167 employees of a small and medium industries. The results were positive psychological capital was directly significant to the creativity and job involvement, also creativity did the part intermediary role between variables.
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