신입사원의 주도적 성격(Proactive Personality)이 직무만족에 미치는 영향: 조직사회화의 조절효과와 개인-조직 부합도의 매개효과 분석
The Influence of Newcomers’ Proactive Personality on their Job Satisfaction: Its Mediating and Moderating Factors
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초록
본 연구는 신입사원의 주도적 성격이 직무만족도에 영향을 미치는 과정에서 조직사회화 기법의 조절효과와 개인-조직 부합도의 매개효과를 분석하고 있다. 통계분석을 위해 203명의 국내기업 신입사원을 대상으로 입사 후 6개월이 지난 시점에 설문을 실시하였다. 특히 개인-조직 부합도의 경우 이의 변화에 따른 영향력을 검증하기 위해, 동일한 신입사원에게 입사직후 시점에 추가적인 설문을 실시하였다. 분석결과, 신입사원의 주도적 성격은 직무만족도와 유의한 정적 관련성을 보이는 것으로 나타났다. 그러나 이 관계는 조직이 제도화된 사회화 기법을 실행할 경우에만 유효하였고, 개인화된 사회화 기법을 실행할 경우는 유의한 관련성이 나타나지 않았다. 마지막으로 신입사원의 주도적 성격은 개인-조직 부합도의 증가를 매개로 직무만족도에 영향을 미치는 현상이 나타났다. 이러한 연구결과는 개인의 주도적 성격이 새로운 조직에의 적응과정에도 영향을 미칠 수 있음을 보여주고 있으며, 기업의 선발 제도와 사회화 제도의 설계와 운영에 실무적인 시사점을 제공하고 있다.
Abstract
This study investigated mediating and moderating factors on the relationship between newcomers’ proactive personality and job satisfaction. 203 newcomers participated in the survey 6 months after the entry. An additional survey has been conducted right after the entry in order to measure the change in the person-organization fits. Results showed that newcomers’ proactive personality has a positive relation with their job satisfaction. This relationship, however, was moderated by socialization tactics such that it is significant only when the organization employs institutionalized socialization tactics rather than individualized socialization tactics. Finally, newcomers’ proactive personality affected job satisfaction being fully mediated by the change of person-organization fit. These results imply that an individual’s proactive personality can influence the adaptation process to a new organization. It provides practical implications for organizations to effectively design and implement the selection and socialization practices.
참고문헌 (35)
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