본문 바로가기
KERD
논문KCI 등재

조절초점 관점에서의 직무개선의 차별적 선행요인과 결과변인: 조절초점과 직무만족, 이직의도, 혁신행동을 중심으로

Differential Effects of Job Crafting types based on The Regulatory Focus Theory on Job Satisfaction, Turnover Intention, Innovative Behaviors: The Mediation Model including Employees’ Chronic Regulatory Focus

정은경|정소희
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2020.05|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제33권 제2호|pp. 177-199|DOI https://doi.org/10.24230/kjiop.v33i2.177-199

0

조회

0

다운로드

8

인용

0

참고문헌

키워드

직무만족job satisfaction이직의도turnover intention혁신행동조절초점innovative behaviorjob crafting향상초점 직무개선예방초점 직무개선egulatory focuspromotion-focused job craftingprevention-focused job
주제분류심리과학

초록

본 연구는 최신 연구 동향에 따라 직무개선 유형을 향상초점/예방초점 직무개선으로 구분하였고, 조절초점 직무개선의 차별적 선행요인과 결과변인을 살펴보고자 하였다. 구체적으로 조절초점 성향이 직무개선의 유형에 미치는 영향, 나아가 직무개선 유형이 직무만족, 이직의도, 혁신행동에 미치는 차별적 영향을 살펴보고자 하였다. 이를 위해 394명을 대상으로 온라인 설문을 시행하였고, 최종 분석에 355명의 데이터를 포함하였다. 연구결과 조절초점은 성향과 대응되는 직무개선 유형에만 영향을 미치는 것으로 나타났다. 향상초점 성향은 향상초점 직무개선에 정적 영향을 미치고 예방초점 성향은 예방초점 직무개선에 정적 영향을 미친 반면, 향상초점 성향이 예방초점 직무개선에 미치는 영향과 예방초점 성향이 향상초점 직무개선에 미치는 영향은 유의미하지 않은 것으로 나타났다. 연구결과 직무개선 유형에 따른 결과 변인에 대한 차별적 효과 또한 검증되었다. 향상초점 직무개선은 직무만족, 혁신행동과 정적 관계, 이직의도와 부적 관계를 갖는 반면, 예방초점 직무개선은 직무만족과 부적 관계, 이직의도와 정적 관계를 갖는 것으로 나타났다. 매개효과 검증결과 향상초점 직무개선은 직무만족을 매개하여 이직의도에 부적 영향을 미치고, 예방초점 직무개선은 직무만족을 매개하여 이직의도에 정적 영향을 미치는 것으로 나타났다. 직무만족의 매개효과는 직무개선과 혁신행동의 관계에서 나타나지 않았다. 본 연구의 결과 및 함의는 제한점, 향후 연구 제언과 함께 논의에서 자세하게 다룰 것이다.

Abstract

The purpose of this study is to explore the differential effects of regulatory focus on job crafting type(promotion/prevention-focused job crafting) and job crafting type on job satisfaction, turnover intention, innovative behavior. Also, this study assume the mediation model that job satisfaction has a mediation effect on relationship between job crafting and turnover intention/innovative behavior. To do this, we conducted an online survey of 394 workers and used 355 data for the final statistical analysis. The results showed that trait promotion-focus was positively related with promotion-focused job crafting, and trait prevention-focus was positively related with prevention-focused job crafting. Also relationship between trait promotion-focus and prevention-focused job crafting, between trait prevention-focus and promotion-focused job crafting was non-significant. That is, the trait regulatory focus was associated with the type of job crafting corresponding to each trait. Moreover, the results supported the differential effects of job crafting type by showing that promotion-focused job crafting has a positive relationship with job satisfaction/innovative behavior and a negative relationship with turnover intention, while prevention-focused job crafting has a negative relationship with job satisfaction and a positive relationship with turnover intention. Results of the mediation model showed that promotion-focused job crafting was negatively and prevention-focused job crafting was positively related with turnover intention through job satisfaction. There was no mediation effect of job satisfaction on relationship between job crafting and innovative behavior. At the end of this paper this study results, implications and limitations of this study were discussed.

참고문헌 (66)

  1. Amabile, T. M., "The social psychology of creativity : A componential conceptualization", Journal of Personality and Social Psychology, 45(2), pp.357~376 (1983)[DOI]
  2. Aryee, S., "Trust as a mediator of the relationship between organizational justice and work outcomes : test of a social exchange model", Journal of Organizational Behavior, 23(3), pp.267~285 (2002)[DOI]
  3. Bakker, A. B., "Job resources boost work engagement, particularly when job demands are high", Journal of Educational Psychology, 99(2), pp.274~284 (2007)[DOI]
  4. Banks, G. C., "(How) are emotionally exhausted employees harmful?", International Journal of Stress Management, 19(3), pp.198~216 (2012)[DOI]
  5. Brenninkmeijer, V., "To craft or not to craft : The relationships between regulatory focus, job crafting and work outcomes", Career Development International, 20(2), pp.147~162 (2015)[DOI]
  6. Cavanaugh, M. A., "An empirical examination of self-reported work stress among US managers", Journal of Applied Psychology, 85(1), pp.65~74 (2000)[DOI]
  7. Cho, D. K., "A Study on the Job Satisfaction and Organizational Involvement of Organizational Members", Journal of Human Resource Management Research, 10, pp.37~53 (2004)
  8. 정은경, "프레이밍이 의사결정에 미치는 영향: 조절초점의 조절효과", 한국심리학회지: 코칭, 3(1), pp.49~59 (2019), 한국코칭심리학회
  9. Crowe, E., "Regulatory focus and strategic inclinations : Promotion and prevention in decision-making", Organizational Behavior and Human Decision Processes, 69(2), pp.117~132 (1997)[DOI]
  10. Deci, E. L., "The Corsini Encyclopedia of Psychology" (2010), John Wiley & Sons, Inc
  11. Demerouti, E., "Burnout and job performance : The moderating role of selection, optimization, and compensation strategies", Journal of Occupational Health Psychology, 19(1), pp.96~107 (2014)[DOI]
  12. Demerouti, E., "The job demands-resources model of burnout", Journal of Applied Psychology, 86(3), pp.499~512 (2001)[DOI]
  13. Diestel, S., "The impact of social context on the relationship between individual job satisfaction and absenteeism : The roles of different foci of job satisfaction and work-unit absenteeism", Academy of Management Journal, 57(2), pp.353~382 (2014)[DOI]
  14. Elanain, H. M. A., "Job characteristics, work attitudes and behaviors in a non‐Western context", Journal of Management Development, 28(5), pp.457~477 (2009)[DOI]
  15. Fisher, C. D., "Mood and emotions while working: missing pieces of job satisfaction?", Journal of Organizational Behavior, 21(2), pp.185~202 (2000)[DOI]
  16. Ghitulescu, B., "Job crafting and social embeddedness at work", Doctor, pp.2006
  17. Hackman, J. R., "Work redesign" (1980), Addison-Wesley
  18. Harman, D., "A single factor test of common method variance", Journal of Psychology, 35, pp.359~378 (1967)
  19. Higgins, E. T., "Beyond pleasure and pain", American Psychologist, 52(12), pp.1280~1300 (1997)[DOI]
  20. Higgins, E. T., "Achievement orientations from subjective histories of success : Promotion pride versus prevention pride", European Journal of Social Psychology, 31(1), pp.3~23 (2001)[DOI]
  21. Hong, S., "Testing configural, metric, scalar, and latent mean invariance across genders in sociotropy and autonomy using a non-Western sample", Educational and Psychological Measurement, 63(4), pp.636~654 (2003)[DOI]
  22. ISSP Research Group, "International Social Survey Programme: Work Orientation III - ISSP 2005. GESIS Data Archive, Cologne. ZA4350 Data file Version 2.0.0", ~ (2013)
  23. Kanfer, R., "Handbook of Industrial and Organizational Psychology Vol. 1", pp.75~170 (1990), Consulting Psychologists Press
  24. 강혜선, "잡 크래프팅의 선행요인과 일 관련 결과에 대하여:자발적 직무변화의 통합적 모형", 노동정책연구, 15(3), pp.29~61 (2015), 한국노동연구원[DOI]
  25. Kanter, R. M., "When a thousand flowers bloom : Structural, collective, and social conditions for innovation in organizations", Knowledge Management and Organisational Design, 10, pp.93~131 (1988)[DOI]
  26. 김혜선, "리더의 임파워링 행동이 직무 열의에 미치는 영향: 직무 개선(job crafting)의 매개효과와 핵심자기평가 및 개인-직무 부합의 조절효과", 한국심리학회지: 산업 및 조직, 28(2), pp.275~299 (2015), 한국산업및조직심리학회[DOI]
  27. 김성용, "혁신행동에 대한 자기주도직무설계(Job Crafting) 행위의 효과 - 직무열의의 매개효과를 중심으로 -", 인적자원관리연구, 23(5), pp.1~26 (2016), 한국인적자원관리학회
  28. Kim, Y. K., "A Study on the Differential Effect of Promotion and Prevention Focus Job Crafting the Dual Mediating Effect of work-related Sense of Coherence and Job strain and the Moderating Effect of Supervisor support", pp.2018
  29. 고득영, "직무자율성과 혁신행동 간의 관계: 직무만족의 매개효과와 성격과 조직혁신풍토의 조절효과", 한국심리학회지: 산업 및 조직, 25(1), pp.215~238 (2012), 한국산업및조직심리학회[DOI]
  30. Koestner, R., "Setting limits on children's behavior: The differential effects of controlling vs. informational styles on intrinsic motivation and creativity", Journal of Personality, 52(3), pp.233~248 (1984)[DOI]
  31. 권나영, "직무 자율성이 직무만족에 미치는 영향: 직무개선과 일 열의의 개인내-개인간 다수준 매개효과를 중심으로", 한국심리학회지: 산업 및 조직, 29(4), pp.573~590 (2016), 한국산업및조직심리학회[DOI]
  32. Laurence, G. A., "Workaholism and expansion and contraction oriented job crafting: The moderating effects of individual and contextual factors" (2010), Syracuse University
  33. LePine, J. A., "A meta-analytic test of the challenge stressor–hindrance stressor framework : An explanation for inconsistent relationships among stressors and performance", Academy of Management Journal, 48(5), pp.764~775 (2005)[DOI]
  34. Liberman, N., "Promotion and prevention choices between stability and change", Journal of Personality and Social Psychology, 77(6), pp.1135~1145 (1999)[DOI]
  35. Liberman, N., "Promotion and prevention focus on alternative hypotheses : implications for attributional functions", Journal of Personality and Social Psychology, 80(1), pp.5~18 (2001)[DOI]
  36. Lichtenthaler, P. W., "The Conceptualization and Measurement of Job Crafting : Validation of a German Version of the Job Crafting Scale", Zeitschrift für Arbeits-und Organisations psychologie A&O, 60(4), pp.173~186 (2016)[DOI]
  37. Lichtenthaler, P. W., "Leadership, job crafting, and employee health and performance", Leadership &Organization Development Journal, 39(5), pp.620~632 (2018)[DOI]
  38. Lichtenthaler, P. W., "A meta-analysis on promotion-and prevention-focused job crafting", European Journal of Work and Organizational Psychology, 28(1), pp.30~50 (2019)[DOI]
  39. Locke, E. A., "Handbook of industrial and organizational psychology", pp.1297~1343 (1976), Rand McNally
  40. Lockwood, P., "Motivation by positive or negative role models : regulatory focus determines who will best inspire us", Journal of Personality and Social Psychology, 83(4), pp.854~864 (2002)[DOI]
  41. March, J.G., "Organizations" (1958), Wiley
  42. Niu, H. J., "Is innovation behavior congenital? Enhancing job satisfaction as a moderator", Personnel Review, 43(2), pp.288~302 (2014)[DOI]
  43. 오인수, "직무만족, 조직몰입, 성과, 이직의도 간의 관련성: 문헌고찰 및 메타분석", 인사조직연구, 15(4), pp.43~86 (2007), 한국인사조직학회
  44. Oldham, G. R., "Employee creativity : Personal and contextual factors at work", Academy of Management Journal, 39(3), pp.607~634 (1996)[DOI]
  45. 박원우, "동일방법편의(Common Method Bias)의 원인과 해결방안", 인사조직연구, 15(1), pp.89~133 (2007), 한국인사조직학회
  46. Podsakoff, P. M., "Common method biases in behavioral research : a critical review of the literature and recommended remedies", Journal of Applied Psychology, 88(5), pp.879~903 (2003)[DOI]
  47. Pondman, A., "The usefulness of job crafting: A study on the relationships between regulatory focus, job crafting, career competencies and positive work outcomes", Master, pp.2015
  48. Rudolph, C. W., "Job crafting : A meta-analysis of relationships with individual differences, job characteristics, and work outcomes", Journal of Vocational Behavior, 102, pp.112~138 (2017)[DOI]
  49. Schein, E. H., "Occupational socialization in the professions : the case of role innovation", Journal of Psychiatric Research, 8(3), pp.521~530 (1971)[DOI]
  50. Scott, S. G., "Determinants of innovative behavior : A path model of individual innovation in the workplace", Academy of Management Journal, 37(3), pp.580~607 (1994)[DOI]
  51. 서아림, "잡크래프팅과 과업정체성이 일의 의미에 미치는 영향: 조직지원인식의 조절된 매개효과", 한국심리학회지: 산업 및 조직, 31(1), pp.149~173 (2018), 한국산업및조직심리학회[DOI]
  52. Shalley, C. E., "Matching creativity requirements and the work environment : Effects on satisfaction and intentions to leave", Academy of Management Journal, 43(2), pp.215~223 (2000)[DOI]
  53. Simon, H. A., "Motivational and emotional controls of cognition", Psychological Review, 74(1), pp.29~39 (1967)[DOI]
  54. Slemp, G. R., "The Job Crafting Questionnaire : A new scale to measure the extent to which employees engage in job crafting", International Journal of Wellbeing, 3(2), pp.126~146 (2013)[DOI]
  55. 손원숙, "여고생이 지각한 어머니와 교사의 자율성지지와 학업성취도 간의 관계: 학습동기와 학습전략의 매개효과", 한국심리학회지:여성, 19(3), pp.253~272 (2014), 한국여성심리학회[DOI]
  56. Tett, R. P., "Job satisfaction, organizational commitment, turnover intention, and turnover : path analyses based on meta‐analytic findings", Personnel Psychology, 46(2), pp.259~293 (1993)[DOI]
  57. Tims, M., "Job crafting : Towards a new model of individual job redesign", SA Journal of Industrial Psychology, 36(2), pp.1~9 (2010)[DOI]
  58. Tims, M., "Development and validation of the job crafting scale", Journal of Vocational Behavior, 80(1), pp.173~186 (2012)[DOI]
  59. Tims, M., "The impact of job crafting on job demands, job resources, and well-being", Journal of Occupational Health Psychology, 18(2), pp.230~240 (2013)[DOI]
  60. Tims, M., "Job crafting at the team and individual level : Implications for work engagement and performance", Group & Organization Management, 38(4), pp.427~454 (2013)[DOI]
  61. Van de Ven, A. H., "Central problems in the management of innovation", Management science, 32(5), pp.590~607 (1986)[DOI]
  62. Van Eerde, W., "Procrastination : Selfregulation in initiating aversive goals", Applied Psychology, 49(3), pp.372~389 (2000)[DOI]
  63. Wernimont, P. F., "Intrinsic and extrinsic factors in job satisfaction", Journal of Applied Psychology, 50(1), pp.41~50 (1966)[DOI]
  64. Woodman, R. W., "Toward a theory of organizational creativity", Academy of Management Review, 18(2), pp.293~321 (1993)[DOI]
  65. Wrzesniewski, A., "Crafting a job : Revisioning employees as active crafters of their work", Academy of Management Review, 26(2), pp.179~201 (2001)[DOI]
  66. Zhou, J., "Feedback valence, feedback style, task autonomy, and achievement orientation : Interactive effects on creative performance", Journal of Applied Psychology, 83(2), pp.261~276 (1998)[DOI]

관련 논문AI추천

잡 크래프팅(Job Crafting)이 혁신행동에 미치는 영향과 개인-직무 적합성 및 개인-조직 적합성의 조절효과에 관한 연구박종혁한국전문경영인학회 · 전문경영인연구2024 · 제27권 제4호코칭리더십이 잡크래프팅에 미치는 영향: 피드백 추구행동의 매개효과와 조절초점의 조절효과권태희, 정은경한국코칭심리학회 · 한국심리학회지: 코칭2025 · 제9권 제2호잡 크래프팅(Job Crafting)이 조직유효성에 미치는 영향 -주도적 행동의 매개효과-이정미, 최수형대한경영정보학회 · 경영과 정보연구2019 · 제38권 제2호목표지향성이 잡 크래프팅에 미치는 효과: 내재 동기의 매개효과서용원, 이수민한국산업및조직심리학회 · 한국심리학회지: 산업 및 조직2022 · 제35권 제3호잡크래프팅이 이직의도에 미치는 영향: 직무착근성과 정서적 몰입의 순차적 매개효과김태웅, 이주일한국산업및조직심리학회 · 한국심리학회지: 산업 및 조직2024 · 제37권 제4호도전적-방해적 직무요구와 접근-회피 잡크래프팅의 차별적 메커니즘송다슬, 신강현, 황재상인문사회 21 · 인문사회 212022 · 제13권 제6호

이 간행물의 다른 논문 (3건)

상사의 잡 크래프팅이 부하의 창의적 행동에 미치는 영향: 부하의 잡 크래프팅을 통한 상사 동일시의 조절된 매개효과정현선, 안종대pp. 119-143인공지능의 유능함에 대한 인식이 직장인의 직무불안정성과 냉소주의에 미치는 영향: 일의 의미의 조절된 매개효과박지영, 정예슬pp. 145-175직장 내 권태의 선행요인과 결과문혜진, 최형준, 지형주pp. 201-231
원문 보기