조직 동일시가 직무성과에 미치는 영향: 조직몰입과 직무만족의 순차적 매개효과
Impact of Organizational Identification on Job Performance: Sequential Mediating Effects of Organizational Commitment and Job Satisfaction
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초록
급격한 기술 발전과 경쟁 심화로 인해 기업들은 더욱 민첩하고 혁신적인 개인을 필요로 한다. 이에 따라 조직은 개인의 역량과 성과를 향상시키는 데 더 많은 관심과 투자를 기울이고 있다. 이에 조직은 직원들의 동일시를 촉진하고 업무에 대한 헌신과 참여를 유도하여 직무성과를 극대화하고자 한다. 본 연구는 근로자의 조직 동일시와 직무성과 간의 관계를 조사하고, 이를 연결하는 조직몰입과 직무만족의 이중매개모델을 실증 분석하였다. 이를 위해 358명의 성인 근로자를 대상으로 온라인 설문조사를 통해 데이터를 수집하였고, SPSS 27.0과 AMOS 23.0을 활용하여 취합된 자료를 분석하였다. 연구결과는 다음과 같다. 첫째, 모형의 모든 경로가 유의미한 것으로 나타났다. 구체적으로 조직 동일시는 몰입, 직무만족, 직무성과에 정(+)의 영향을 미치고, 몰입은 직무만족, 직무성과에 정(+)의 영향을 미치며, 직무만족은 직무성과에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 조직 동일시는 직무성과에 직접적인 영향을 미치며, 조직몰입과 직무만족은 조직 동일시와 직무성과 간의 관계를 부분적으로 매개하면서 동시에 순차적으로도 매개한다는 결과가 확인되었다. 연구결과는 직무만족을 선행하는 개인의 내면적인 매커니즘을 이해하는 데 도움이 되는 중요한 정보를 제공하고, 이를 도모하기 위한 전략을 제시한다는 측면에서 중요한 시사점을 제공한다.
Abstract
Due to rapid technological advancements and intensifying competition, companies need more agile and innovative individuals. Accordingly, organizations are paying more attention and investment to improve individual capabilities and performance. They seek to maximize job performance by promoting employees' identification and encouraging their dedication and participation in work. This study investigated the relationship between workers' organizational identification and job performance and empirically analyzed the dual mediation model of organizational commitment and job satisfaction that links them. For this purpose, data were collected through an online survey targeting 358 adult workers, and the collected data was analyzed using SPSS 27.0 and AMOS 23.0. The research results are as follows. First, all paths in the model were found to be statistically significant. Specifically, organizational identification has a positive effect on immersion, job satisfaction, and job performance, immersion has a positive effect on job satisfaction and job performance, and job satisfaction has a positive effect on job performance. It was found to have an impact. Second, the results confirmed that organizational identification has a direct effect on job performance, and that organizational commitment and job satisfaction partially and sequentially mediate the relationship between organizational identification and job performance. The research results provide important information that helps understand the individual's internal mechanisms that precede job satisfaction and provide important implications in terms of suggesting strategies to promote this.
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