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직무열의에 대한 성과코칭 및 팀 과업의 영향: 인사평가효과성과 피드백환경의 매개역할

The Effects of Performance Coaching and Team Task on Job Engagement: The Mediation Roles of Performance Appraisal Effectiveness & Feedback Environment

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주제분류심리과학

초록

직무열의는 강한 몰입을 기반으로 자발적으로 자신의 역할을 수행하는 동기요소이다. 본 연구에서는 조직 내에서 평가의 패러다임을 넘어 직무동기를 자극하는 성과관리 관점에서 직무열의에 영향을 주는 피드백 관련 요소를 고찰하였다. 직무열의와 관련되는 요인으로 개인 차원에서 팀 리더의 성과코칭을, 팀 수준에서 과업 상호의존성이 조직의 공식구조 측면에서 미치는 영향을 살펴보았다. 이 관계에서 팀 구성원에 대한 팀 리더의 성과코칭이 개인의 직무열의에 미치는 영향을 인사평가효과성이 매개하는지를 검증하였고, 팀 수준에서 과업상호의존성이 직무열의에 미치는 교차수준의 영향을 팀 수준의 피드백환경이 매개하는지 알아보았다. 연구를 위해 29개 팀에서 214명의 자료를 수집하였다. 개인수준의 가설검증은 팀의 영향력에 의한 변산성을 고려하면서 매개효과를 검증하는 분석방법을 채택하여 검증하였으며, 팀수준의 효과는 가설에서 설정한 매개경로 외에도 개인수준의 매개변인을 통하는 경로도 가능하므로 제안모형의 경로와 대안적인 경로를 모두 검증하여 비교하였다. 분석 결과 가설의 개인수준에서 설정한 모형처럼 평가효과성은 성과코칭과 직무열의를 매개하였으며, 피드백환경은 과업상호의존성과 직무열의를 부분적으로 매개하였고 대안적인 경로보다 설명력이 더 큰 것으로 나타났다. 본 연구는 조직의 공식적, 비공식적 성과관리 전략을 통하여 구성원의 직무열의를 높일 수 있다는 면에서 연구의 의의를 제시하였다.

Abstract

Job engagement is a motivating factor for the self-driven role performance based on strong involvement. Following the performance management perspective that expands from a simple evaluation paradigm to stimulate work motivation, the current study investigated feedback-related factors that influence on job engagement. As factors that are associated with job engagement in the formal structural aspects in organizations, the performance coaching of team leaders at the individual-level and the task interdependence at the team-level were examined. The study also investigated the mediation role of performance appraisal effectiveness between performance coaching and job engagement, and the cross-level mediation effect of feedback environment at the team level between task interdependence and job engagement. Using the survey research method, data were collected from 214 employees in 29 teams. The individual-level hypotheses were tested by adopting an analytical method that examines the mediation effect controlling for the team influence, and the team-level hypotheses were tested not only for the suggested mediation path but also for the possible alternative path through the individual-level mediator. The results of the analyses showed that there was a partial mediation role of appraisal effectiveness from performance coaching toward job engagement. The results also showed that a significant cross-level mediation effect of feedback environment on the job engagement from task interdependence, which explains mediation processes better than the alternative path. The current study has provided implications for ways to stimulate job engagement through formal and informal performance management strategies in organizations.

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