과업수행, 맥락수행, 적응수행, 반생산적 업무행동 기반의 직무수행 모형 검증 = A Study on the Exploration of the Constructs of Job PerformanceBased on Task Performance, Contextual Performance,Adaptive Performance and Counterproductive Work Behavior

국문 초록 (Abstract)

본 연구의 목적은 (1) 기존 연구에서 직무수행의 주요 차원으로 밝혀진 과업수행, 맥락수행, 적응수행, 반생산적 업무행동으로 구성된 4개 수행 차원을 통합한 직무수행 모형의 적합성을 검증하고, (2) 통합모형을 기반으로 수행의 G 요인 가능성을 탐색하며, (3) 수행 차원별 차별성을 확인하기 위해 성격 선행변인과 직무효과성 결과변인에서의 차이를 비교하는 것이다. 이를 위해 다양한 직군의 국내 직장인 649명을 대상으로 온라인 설문조사를 실시하였다. 본 연구의 결과는 다음과 같다. 첫째, 통합모형의 적합도 검증에 앞서 개별 수행 차원의 요인구조를 살펴본 결과, 과업수행은 1요인, 반생산적 업무행동은 개인과 조직 관련 2요인이 도출되었고, 맥락수행과 적응수행은 위계적 구조를 보였다. 즉, 맥락수행은 타인지향(도움 및 협력, 배려 및 예의), 조직지향(조직지지, 규정준수), 성실주도(지속주도, 자기계발)의 3-6요인으로 구성되었다. 적응수행의 경우, 반응적 적응수행(대처행동, 대인관계 적응, 스트레스 관리)와 주도적 적응수행(창의성, 학습)의 2-5요인 구조가 도출되었다. 이와 같은 개별 하위요인들로 구성된 4개 차원의 위계적 직무수행 모형의 적합도가 적절하여, 국내외적으로 적응수행을 포함한 통합모형의 타당성이 최초로 확인되었다. 둘째, 평균분산추출을 통해 산출한 G요인 설명량이 62.0%로 나타나 직무수행의 G 요인 가능성이 지지되었다. 셋째, 직무수행의 선행변인(HEXACO, 어두운 성격)과 결과변인들(급여, 승진, 직무만족, 직무열의, 직무소진, 이직의도)과의 관련성을 검토한 결과, 4개 수행 차원들의 차별성을 확인할 수 있었다. 마지막으로 위 연구결과를 토대로 본 연구의 시사점과 제한점에 대해 논의하였다.

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