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자기결정성이론에 기반한 한국 근로자들의 동기 구조 및 유형 탐색

Exploration of work motivation structure and profiles based on Self-Determination Theory among Korean employees

장재윤|박지현
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2016.02|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제29권 제1호|pp. 27-60|DOI 10.24230/ksiop.29.1.201602.27

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참고문헌

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군집분석cluster analysis내적 동기self-determination theoryintrinsic motivation자기결정성이론한국 근로자Korean employee
주제분류심리과학

초록

본 연구는 Ryan과 Deci(2000a)의 자기결정성이론이 제안하는 동기들의 분류체계가 한국 근로자들에게도 나타나는지 확인하고, 개별 동기들의 수준에 따른 군집 유형을 도출하여 각 군집 유형이 (부)적응적 지표들(예, 조직몰입, 정서 소진 등)에서 어떤 유의한 차이를 보이는지 탐색하였다. 대기업 근로자 509명을 대상으로 한 연구 1과, 병원 및 제약회사 근로자 153명을 대상으로 한 연구 2를 실시하였다. 연구 결과, 한국 근로자들은 자기결정성이론이 제시한 분류 체계와 달리 자율적 동기 범주의 동기들인 동일시동기, 통합동기, 내적동기를 개별적으로 구분하지 않음을 확인하였다. 또한 한국 근로자들의 동기 군집 유형은 크게 (1) 자율동기형 집단, (2) 통제동기형 집단, (3) 의욕저하형 집단으로 나뉘었으며, 그 중 통제동기형 집단이 가장 많은 비중을 차지했다. 변량분석 결과, 자율동기형 집단은 적응적 지표에서 가장 높은 수준을 보였으며, 의욕저하형 집단은 부적응적 지표에서 가장 높은 수준을 보였다. 이러한 결과들에 기초하여, 한국의 조직 장면에서 자기결정성이론이 분류한 동기 구조와 실제 한국 근로자들이 보유하고 있는 일 동기 군집 유형의 특징에 대해 논의하고 후속 연구 방향을 제안하였다.

Abstract

The Self-determination theory (SDT) posits the existence of distinct taxonomy of motivation (i.e., amotivation, external, introjected, identified, integrated, and intrinsic motivation). The purpose of this study was to explore whether SDT’s work motivation structure can be applied to the understanding that of Korean employees, and to identify the motivational profiles for Korean employees together with their relationships with a variety of organizational outcomes. Data was collected from two separate samples of Korean employees(Study 1: 509 employees; Study 2: 153 employees). The results showed that unlike SDT taxonomy, autonomous motivations were not classified into three distinctive categories(identified, integrated, and intrinsic motivation). The results also revealed that there were three distinct motivational profiles(i.e., autonomous motivated, controlled motivated, and amotivated), and the largest proportion of Korean employees was covered by controlled motivated cluster. The autonomous motivated cluster had the most favorable levels of adaptive organizational outcomes(i.e., organizational commitment, job satisfaction), whereas the amotivated cluster was strongly related to non-adoptive organizational outcomes(i.e., turnover, emotional exhaustion). Based on these results, discussion was made regarding the distinct features of work motivation structure and motivational profiles in Korean work setting, and also future research directions were suggested.

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