조직 장면에서 2×2 성취 목표 모형의 타당화 연구
Validity of 2？2 Achievement Goal Structure in Corporate Organizations
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참고문헌
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초록
본 연구는 숙달 및 수행의 성취목표구조에 동기의 접근 및 회피적 특성을 추가하여, 개인의 성취목표가 숙달-접근목표, 숙달-회피목표, 수행-접근목표, 그리고 수행-회피목표의 네 가지로 구성된다는 2 × 2 성취목표모델(Elliot & McGregor, 2001)의 조직 장면에서의 일반화 가능성을 검증하기 위해 수행되었다. 국내 16개 기업 조직의 조직구성원 256명을 대상으로 성취목표를 측정하였고, 성취목표와 관련이 있는 심리적 특성 변인들을 조사하였다. 확인적 요인분석을 통해 2 × 2 성취목표 모델의 구조가 타당함을 확인하였다. 또한 전반적 성취욕구, 학습전략, 동기체계, 그리고 성격유형의 심리적 특성변인들이 성취목표에 미치는 영향을 분석하여 2 × 2 성취목표 구조가 수렴 및 변별 타당도가 있음을 확인하였다. 끝으로 2 × 2 성취목표 모델의 유용성을 논의하였다.
Abstract
The present study was to examine the validity of 2 × 2 achievement goal model (Elliot & McGregot, 2001). This model considers the motivation theory of approach-avoidance as well as the construct of mastery-performance goal and accordingly implies the four subsystems consisted of mastery-approach, mastery-avoidance, performance-approach, and performance- avoidance goals. The achievement goals and the relevant variables to the goals were measured from 256 employees of 16 enterprises. In the confirmatory factor analysis, the 2 × 2 achievement goal model was retested and validated. The influences of need for achievement, learning strategy, motivation system, and personality on the achievement goal were investigated so that both the convergence and the discrimination validity for 2 × 2 achievement goal model might be confirmed. The possibility of generalization and the utility of the model was discussed as well.
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