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직업가치 유형이 조직몰입에 미치는 차별적 영향:직무열의, 직무만족의 매개효과와 개인-조직 적합성의 조절효과

The Influence of Work Values on the Employees’ Organizational Commitment: The Mediating Effect of Work Engagement and Job Satisfaction and The Moderating Effect of Person-Organization Fit

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참고문헌

키워드

주제분류심리과학

초록

본 연구는 직업가치(내재적 직업가치, 외재적 직업가치)가 조직몰입에 미치는 차별적 영향을 알아보고 직업가치가 조직몰입에 영향을 미치는 과정에서 직무열의와 직무만족의 순차매개효과를 검증하였으며, 개인-조직 적합성이 직업가치와 직무열의, 직업가치와 조직몰입 간의 관계를 조절하는지를 알아보았다. 이를 위해 국내 기업에 종사하는 직장인 253명을 대상으로 설문조사를 실시하여 자료를 수집하였다. 연구결과, 내재적 직업가치는 외재적 직업가치 보다 조직몰입에 더 긍정적인 영향을 미치는 것으로 나타났다. 또한 직무열의와 직무만족은 내재적/외재적 직업가치와 조직몰입의 관계를 순차적으로 매개하는 것으로 나타났다. 조절효과를 검증한 결과, 내재적/외재적 직업가치와 직무열의의 관계에서 개인-조직 적합성의 조절효과는 유의하지 않았으나 내재적/외재적 직업가치와 조직몰입의 관계에서 개인-조직 적합성의 조절효과는 유의한 것으로 나타났다. 즉, 내재적 직업가치의 경우 개인-조직 적합성이 낮을 때보다 높을 때 조직몰입과의 정적 관계가 더 강하게 나타났고, 외재적 직업가치의 경우 개인-조직 적합성이 낮을 때 조직몰입과 부적인 관계를 보였으나 개인-조직 적합성이 높을 때 조직몰입과 정적인 관계를 보이는 것으로 확인되었다. 마지막으로 본 연구의 의의 및 제한점과 추후 연구과제에 대해 논의하였다.

Abstract

The first purpose of the study was to examine the mediating effect of work engagement and job satisfaction on the relationship between work values and organizational commitment. And the second purpose was to examine the moderating effect of person-organization fit on the relationship of work values and work engagement, organizational commitment. The survey data were gathered from 253 employees in Korea. As results, intrinsic work values had more positive effects on organizational commitment than extrinsic work values. Work engagement and job satisfaction sequentially mediated in the relationship between intrinsic/extrinsic work values and organizational commitment. Also, person- organization fit did not moderate the association between intrinsic/extrinsic work values and work engagement, but person-organization fit had moderating effect on the link between intrinsic/extrinsic work values and organizational commitment. This results indicated that the relation of intrinsic work values to organizational commitment was stronger when person-organization fit was high than low. The relation of extrinsic work values to organizational commitment was positive when person-organization fit was high, but the relation was negative when person-organization fit was low. Implications and directions for the future research were discussed.

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