개인의 목표지향성과 직무수행 간 관계에서 자기조절 활동 및 조직 내 사회적 네트워크의 영향
The Influence of Self-Regulation Activities and Social Network in The Relationship between Individual Goal Orientation and Job Performance
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초록
본 연구의 목적은 세 가지 목표지향성인 학습, 증명, 회피목표지향성과 적응 및 과업수행 간 관계에 대한 자기조절 활동(목표설정, 피드백추구)의 매개효과를 알아보고, 자기조절 활동과 두 가지 수행 간 관계에 대한 조직 내 사회적 네트워크 강도의 조절효과를 규명하는 데 있었다. 이를 위해 기업에서 근무하고 있는 직장인 286명에게 설문조사를 실시하였고 이들의 직무수행을 평가하기 위해 동료 및 상사 38명으로부터 타인평정 자료를 수집하였다. 연구결과, 목표지향성 중 학습목표지향성과 증명목표지향성은 적응수행 및 과업수행과 정적으로 유의한 관련이 있었으며, 회피목표지향성은 적응수행 및 과업수행과 부적으로 관련이 있었다. 또한 이러한 관계를 자기조절 활동인 목표설정 및 피드백추구가 매개하는 것으로 나타났다. 즉, 학습목표지향성이 강한 사람들은 자기개발에 관심이 높기 때문에 자기조절 활동을 더 많이 하였고, 결과적으로 더 높은 수준의 적응수행과 과업수행을 나타내었다. 증명목표지향성이 강한 사람은 타인과 비교하여 더 나은 평가를 받는 것에 관심이 많기 때문에 학습목표지향성이 강한 사람보다는 상대적으로 약하지만 자기조절 활동을 하고, 결과적으로 높은 수준의 적응수행과 과업수행을 나타내었다. 한편, 회피목표지향성이 강한 사람들은 자신에게 돌아올 부정적 피드백을 회피하고자 하는 데 관심이 많기 때문에 자기조절 활동을 적게 하고, 따라서 적응수행이나 과업수행도 낮았다. 또한 이 연구에서 사회적 네트워크 강도가 피드백 추구와 적응 및 과업수행 간 관계를 조절한다는 것이 밝혀졌다. 즉, 사회적 네트워크 강도가 강한 사람일수록 피드백 추구와 적응 및 과업수행 간의 정적 관계가 더 강하게 나타났다. 마지막으로 이러한 결과를 토대로 연구의 시사점 및 제한점, 그리고 추후 연구과제에 대하여 논의하였다.
Abstract
The purpose of this study was to examine the influence of self-regulation activities(goal setting and feedback seeking) and social network in the relationship between goal orientation(learning goal orientation, proving goal orientation, and avoiding goal orientation) and job performance(task performance and adaptive performance). First, the mediating effect of self-regulation activities in the relationship between goal orientation and job performance was tested. Second, the moderating effect of social network strength in the relationship between self-regulation activities and job performance was tested. The data were gathered from 286 employees who are working in various organizations in Korea. Thirty-eight peers or supervisors who knew 286 employees very well rated their job performance. As results, the learning goal orientation and the proving goal orientation had positive relationships with both of the performance. This relationship was mediated by two self-regulation activities: goal setting and feedback seeking. In contrast, the avoiding goal orientation had negative relationships with both of the performance, and this relationship was mediated by those two self-regulation activities. These results suggest that employees who have high learning goal orientation are interested in self-development, thus they are likely to show self-regulation activities and the outstanding performance in the workplace. The employees who have high proving goal orientation focus on demonstrating their competence and the gaining of favorable judgment from others, therefore they are likely to do self-regulation activities and show good job performance. On the other hand, the employees who have high avoiding goal orientation desire to avoiding negative judgments from others, therefore they show low self-regulation activities and job performance. In addition to these results, the moderating effect of the strength of social network in the relationship between feedback seeking and job performance was revealed. When social network strength is strong, there is more positive relationship between feedback seeking and job performance. Finally, based on these results, the implications and limitations of this study and the future research were discussed.
참고문헌 (45)
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