친사회적 동기가 개인성과에 미치는 영향 - 조언 네트워크 내향중심성과 직무열의의 매개효과
Prosocial Motivation and Individual Performance: The Mediating Effects of Advice Network In-degree Centrality and Work Engagemen
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본 연구는 조직 구성원의 친사회적 동기가 조언 네트워크 내향중심성과 직무열의를 통해 개인성과에미치는 영향을 검증하였다. 미얀마 양곤 소재 3개 쇼핑몰 직원 289명을 대상으로 자료를 수집하였으며, 분석결과 친사회적 동기는 조언 네트워크 내향중심성과 직무열의를 통해 개인성과에 긍정적인 영향을미치는 것으로 나타났다. 구체적으로, 친사회적 동기가 높은 구성원들은 더 많은 구성원들에게 업무관련조언을 제공해주는 것으로 나타났으며, 동시에 자신의 업무에 대한 열의도 높은 것으로 나타났다. 친사회적 동기는 이러한 두 가지 경로(관계적 측면 그리고 태도적 측면)를 통해 개인성과에 긍정적인 영향을미치는 것으로 나타났다. 본 연구는 자기결정이론을 바탕으로 친사회적 동기와 개인성과 간의 메커니즘을 실증적으로 규명했다는 점에서 의의가 있다. 또한, 방법론적 엄밀성 확보를 위해 본 연구에서는 매개변수인 조언 네트워크 내향중심성은 타인보고식 측정으로 개인성과는 객관적 성과데이터를 활용하였다. 본연구결과는 친사회적 동기의 중요성을 강조하고 인적자원관리영역에서 친사회적 동기를 활용하고 향상시키기 위한 실무적 시사점을 제시한다
Abstract
This study examines the impact of employees' prosocial motivation on individual performance, focusing on the mediating effects of advice network in-degree centrality and work engagement. Data were collected from 289 employees across three shopping malls in Yangon, Myanmar. This study showed that prosocial motivation positively influences individual performance through advice network in-degree centrality and work engagement. Specifically, highly prosocial employees were more frequently sought out for work-related advice and showed greater work engagement, which in turn led to enhanced individual performance. This study contributes to prosocial motivation research by investigating the mechanism between prosocial motivation and individual performance based on self-determination theory. The findings of this study emphasize the importance of prosocial motivation in organizations and provide practical implications for human resource management in utilizing and enhancing prosocial motivation.
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