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성격 다양성이 삶의 만족과 직무 수행에 미치는 영향: 숙달 접근 목표 지향성의 매개 효과

The effect of personality diversity on life satisfaction and job performance: The mediate effect of mastery approach goal orientation

박영석|박지훈
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2021.05|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제34권 제2호|pp. 287-318|DOI https://doi.org/10.24230/kjiop.v34i2.287-318

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참고문헌

키워드

삶의 만족job performance직무 수행성격 다양성성격 변산성자기 파편화personality diversityself-concept differentiationself-fragmentationmastery approach goal orientation
주제분류심리과학

초록

본 연구의 목적은 안정된 개인의 특성인 성격 다양성이 삶의 만족과 직무 수행에 미치는 영향을 확인하는 것이다. 이를 위해 성격 다양성이라는 새로운 구성 개념을 제안하고, 성격 다양성이 삶의 만족 및 직무 수행에 미치는 영향을 확인하고, 성취 목표 지향성의 매개 효과를 검증하고자 하였다. 연구 결과, 성격 다양성은 삶의 만족과 부적 상관관계가 있고, 성격의 수준을 통제하고도 유의한 증분 설명력이 있었다. 반면 성격 다양성은 과업 수행, 맥락 수행, 적응 수행과 정적 상관관계가 있고, 특히 과업 수행은 성격의 수준을 통제하고도 증분 설명력이 유의하였다. 성취 목표 지향성의 하위 요인인 숙달 접근 목표 지향성은 과업 수행에 부분 매개 효과가, 맥락 수행과 적응 수행에 완전 매개 효과가 있었다. 이 결과는 성격 다양성이 성격의 수준과 구분이 되며, 성격 변산성의 자기 파편화 가설과 달리, 오히려 직무 수행에 적응적임을 시사한다. 끝으로 성격 다양성의 재검사 신뢰도의 검토 필요성과 추후 연구에 대해 제언하였다.

Abstract

The purpose of this study is to verify the effect of personality diversity on well-being in life and job performance. Personality diversity is a hypothetical construct for this study based on self-concept differentiation across roles, considering both the variability between roles and the variability within a role in personality. Personality diversity is the variety of subject-specific personality, which refers to a variety of distinctive personality that are expressed according to the role. To this end, it is examined how personality diversity relates to life satisfaction and job performance. After that, the process is explained through a mediated model by achievement goals. As a result, personality diversity showed negative relationship with life satisfaction. This result reconfirmed the previous studies. However, personality diversity had positive correlations with task performance, context performance, and adaptational performance. And even after controlling the level of personality, personality diversity showed significant incremental validity for task performance. In addition, the mastery approach goal orientation showed partial mediation effect between the personality diversity and task performance and full mediation effect between the personality diversity and the other criterion variables, contextual and adaptational performance. These results suggest that personality diversity is distinguished from the level of personality and can have adaptive effect on job performance rather than supporting the self-fragmentation hypothesis of prior researches. Finally, the need of reliability test for personality diversity and further research was suggested.

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