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구성원의 정서 상태(긍정적 혹은 부정적)가 직무성과 및 혁신행동에 미치는 영향에 대한 연구 : 자기효능감(Self-Efficacy)의 조절효과를 중심으로

A Study on the Impact of Employee’s Affectivity on Job Performance and Innovative Behavior : Moderating Effect of Self-Efficacy

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참고문헌

키워드

주제분류경영학

초록

본 연구는 구성원의 긍정적 정서(Positive Affectivity)와 부정적 정서(Negative Affectivity)가 개인 직무성과 및 혁신행동에 미치는 영향에 있어서 자기효능감(Self-Efficacy)의 역할을 조명하고자 한다. 즉 “자기효능감”이 조직적인 관리와 개발이 가능하다고 인정되는 “긍정심리자본의(Psycapital)”의 대표적인 변수임에 주목하여, 긍정적 정서나 부정적 정서를 가진 구성원의 태도나 행동을 실제로 변화시킬 수 있는지를 검증하였다. 본 연구가설의 검증을 위해 한국생산성본부(KPC)가 우리나라 직장인 1만명을 대상으로 2011년 10월 6일부터 10월 18일까지 실시하였던 ‘한국직장인 멘탈 생산성 측정도구 개발 및 타당도 검증’연구에 대한 데이터를 활용하여 정규직 8312명의 설문을 대상으로 통계 분석을 실시하였다. 실증 연구 결과에 따르면 자기효능감은 긍정적인 정서를 가진 구성원의 직무성과 및 혁신행동을 더욱 강화시키지만, 부정적인 정서를 가진 구성원의 경우에는 혁신행동을 약화시키는 결과를 보여주고 있다. 이는 조직 효과성을 위해 긍정심리자본을 활용하고자 하는 경우, 구성원의 정서 상태와 같은 상황적 요인들에 대해 보다 세심한 고려가 필요함을 시사하고 있다.

Abstract

This study examines how employee’s positive and negative affectivity impact on their attitude and behavior such as Job performance and Innovative behavior. We also draw research attention to the moderating effect of self-efficacy on the above relationships. In order to investigate these research questions, we analyzed data of 8312 full time employees in various industries. The findings indicate that the state of the employee affectivity has an impact on their performance and innovative behavior and those relationships were moderated by self-efficacy. As a role of Psycap, Self-Efficacy increase Job performance and Innovative behavior of the employee with positive affectivity while decreasing innovative behavior of employee with negative affectivity. Based on these findings, we recommend that the state of employee affectivity should be considered in case using Spica constructs for the organizational effectiveness. We discuss managerial and practical implications of our findings in details.

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