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핵심자기평가가 혁신행동에 미치는 영향에 관한 연구 - 직무만족을 매개변인으로 -

A Study On The Effects Of Core Self-Evaluations On Innovative Behaviors - Mediating Effects Of Job Satisfaction -

양필석|김해룡
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2008.11|인적자원관리연구 (Journal of Human Resource Management Research)|제15권 제1호|pp. 37-56

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참고문헌

키워드

직무만족job satisfaction핵심자기평가혁신행동innovative behaviorcore self-evaluations매개작용mediation.
주제분류경영학

초록

본 연구는 현대 기업경영에서 혁신이 차지하는 중요성과 핵심자기평가 관련 연구의 부족을 인식하면서 핵심자기평가, 직무만족, 그리고 혁신행동 간의 관계들에 초점을 맞추었다. 선행연구들의 이론적 주장과 설명을 바탕으로 매개작용 모형이 제안되었다. 핵심자기평가의 직무만족 및 혁신행동 각각과의 관계를 검증하면서 핵심자기평가와 혁신행동 간의 관계에 대하여 직무만족이 갖는 매개작용을 조사하였다. 제안된 연구모형은 울산광역시에 위치하고 있는 은행과 증권회사 지점의 직원 184명으로 획득된 응답을 이용하여 검증되었다. 연구결과, 핵심자기평가는 직무만족과 혁신행동에 각각 정(+)의 영향을 미치는 것으로 나타났다. 직무만족은 핵심자기평가와 혁신행동 사이에서 부분적 매개작용을 하는 것으로 나타났다. 본 연구는 이론적으로 혁신행동의 선행요인과 개별구성원들의 직무만족 수준을 높이는 선행요인을 제시하여 혁신행동에 대한 이해를 도모하였다. 또한 실무적으로 혁신행동을 유발하기 위해 개인이 지니고 있는 가치나 흥미 등에 맞는 인력배치 및 유연한 직무설계 등이 필요함을 제시하였다. 연구결과를 바탕으로 이론적 시사점과 연구의 한계점 및 향후 연구방향이 논의되었다.

Abstract

Recognizing the importance of innovative behaviors in modern management and the shortage of core self-evaluations related studies, this study focuses on the relationships among core self evaluations, innovative behaviors, and job satisfaction. A mediation model was suggested on the basis of theoretical linkages from previous relevant studies. Verifying the relationship of core self-evaluations with job satisfaction and innovative behaviors respectively, this study examines the mediating effect of the job satisfaction on the relationship between core self-evaluations and innovative behavior. The research model was empirically tested with data obtained from 184 employees working in bank branches and security company branches in Ulsan Metropolitan City. This study found that the core self-evaluations was positively related to the job satisfaction as well as innovative behaviors. And it is found that job satisfaction partially mediated the relationship of core self-evaluations and innovative behaviors. This study makes a theoretical advance in understanding individual's innovative behaviors. The findings suggest to managers that management needs to take replacement and job design fitted with individual's self-evaluations for motivating innovative behaviors. Based on these findings, the implications and the limitations of the study were discussed and some potential directions for future studies were suggested.

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