직무요구가 내재적 동기부여에 미치는 영향 : 상사와 동료의 정서적 및 수단적 지원의 삼원조절효과

조영삼,홍가혜 대한경영학회 2019 大韓經營學會誌 Vol.32 No.1

This study investigated the effects of job demand and social support on employees’ intrinsic motivation based on the job demand-resource model. Although many researchers have examined the antecedents of intrinsic motivation, a study of the relationship between job demand and intrinsic motivation was overlooked. Futhermore, there has been a limitation that the existing studies investigated the social support from the dichotomous or integrative perspective (i.e. supervisor and colleague or emotional and instrumental supports). Thus, we examined the relationship between job demand and intrinsic motivation first, and then the respective effects of the four types of social support on intrinsic motivation. Especially, unlike previous literature, the remarkable difference in this study is considering the supports of both supervisor and colleague between them, simultaneously. Drawing upon the conservation of resource theory, we expected that employees would be selectively dependent on the social support they needed in the situation of high job demand. Hypothesis 1: Job demand will be negatively related to intrinsic motivation. Hypothesis 2: Supervisor’s emotional support (2a) and instrumental support (2b) will be positively related to intrinsic motivation. Hypothesis 3: Colleague’s emotional support (3a) and instrumental support (3b) will be positively related to intrinsic motivation. Hypothesis 4: Social supports will positively moderate the relationship between job demand and intrinsic motivation. In the situation of high job demand, the positive moderating effect will be stronger when selectively depending on the support by either supervisor or colleague than when depending on the supports by both supervisor and colleague. Especially, the positive moderating effect will be the strongest when depending on supervisor’s instrumental support. The result indicated that job demand was negatively related to employees’ intrinsic motivation. Contrary to our expectation, only emotional supports of supervisor and colleague were positively related to their intrinsic motivation. The results of the three-way interaction effects showed that job demand and intrinsic motivation was positively related only when supervisor’s instrumental support was stronger and colleagues’ emotional or instrumental support was weaker. Based on these research finding, we discussed theoretical and managerial implications. 본 연구는 직무요구-자원 모형을 기반으로 직무요구와 사회적 지원이 조직구성원들의 내재적 동기부여에미치는 영향을 고찰하였다. 많은 연구자들이 내재적 동기부여의 중요성을 인지하며 그 선행변수를 살펴본실증연구가 상당히 진행되어 왔음에도 불구하고, 직무요구와의 직접적인 관계를 고찰한 연구는 상대적으로간과되어 왔다. 더불어 사회적 지원에 대한 연구 역시도 상사 및 동료의 지원 또는 정서적 및 수단적 지원등의 이분법적이거나 하나의 변수로 통합한 관점에서만 살펴보았다는 한계점이 존재한다. 이에 본 연구는먼저 직무요구와 내재적 동기부여 간의 관계에 주목하고, 사회적 지원을 네 가지 유형 즉, 상사의 정서적지원, 상사의 수단적 지원, 동료의 정서적 지원, 동료의 수단적 지원으로 구분하여 그 원천과 유형에 따른개별적인 직접효과를 조명하였다. 특히, 기존연구와는 달리 본 연구가 가지는 가장 큰 차별점은 직무요구와내재적 동기부여 간의 관계에서 삼원조절효과를 통해 사회적 지원의 핵심적인 두 축으로서 상사와 동료의지원을 동시에 고려하였다는 점이다. 실제로 조직에서 상사와 동료의 지원을 분리하여 이해하는 것보다는공존하는 관계 속에서 차별적인 역할을 규명하는 것이 좀 더 현실적인 접근이라 할 수 있겠다. 본 연구는자원보존이론을 토대로 직무요구가 높은 상황에서 조직구성원들은 자신에게 필요한 사회적 지원에 선택적으로 의존할 것이라고 예상하였다. 연구결과, 직무요구는 내재적 동기부여와 부의 관계를 나타냈다. 네 가지유형의 사회적 지원과 내재적 동기부여 간의 정의 관계는 예상과는 달리 상사의 정서적 지원과 동료의 정서적지원만이 유의한 것으로 나타났다. 삼원조절효과의 결과는 직무요구가 높은 상황에서 상사와 동료의 지원모두에 의존하기 보다는 상사의 수단적 지원에 선택적으로 의존할 때 내재적 동기부여에 대한 긍정적인 조절효과가 가장 큰 것으로 나타났다. 결론에서는 이러한 결과를 바탕으로 이론적 및 실무적 시사점을 논의하였다

지원적 리더십이 내재적 동기부여 및 직무성과에 미치는 영향

김세화(Sehwa Kim),심덕섭(Duksup Shim),김형진(Hyungjin Kim) 대한경영학회 2017 대한경영학회 학술발표대회 발표논문집 Vol.2017 No.1

본 연구는 상사의 지원적 리더십이 종업원의 내재적 동기부여 및 직무성과에 미치는 영향을 검증하기 위해 지원적 리더십과 내재적 동기부여와의 관계, 내재적 동기부여와 직무성과와의 관계, 지원적 리더십과 직무성과 간의 관계에서 내재적 동기부여의 매개효과 및 내재적 동기부여와 직무성과 간 관계에서 자기효능감의 조절효과에 관한 가설을 설정하고 가설 검증을 위해 국내 기업 전기전자, 기계, 자동차 등 제조업 분야의 11개 조직 202명의 종업원들의 설문자료를 분석하였다. 실증분석 결과는 다음과 같다. 첫째, 지원적 리더십은 내재적 동기부여에 유의한 정의 영향을 주는 것으로 나타났다. 둘째, 내재적 동기부여는 직무성과에 유의한 정의 영향을 주고 있음을 발견하였다. 셋째, 내재적 동기부여는 지원적 리더십과 직무 성과 사이의 관계를 매개하는 것으로 나타나, 지원적 리더십이 내재적 동기부여를 통해 간접적으로 직무성과에 영향을 주고 있음을 시사해 주고 있다. 넷째, 자기효능감은 내재적 동기부여와 직무성과 간의 관계를 조절하는 것으로 나타났다. 구체적으로 종업원의 자기효능감이 낮을 때보다 높을 때 내재적동기부여가 직무성과에 미치는 영향이 더 강하게 나타나고 있음을 제시해주고 있다. 본 연구는 연구변수들 간의 직접적인 인과관계 분석에서 벗어나 상대적으로 연구가 미흡했던 내재적 동기부여의 매개효과 분석 및 자기효능감의 조절효과를 규명함으로써 지원적 리더십에 관한 이론적 확장과 함께 효과적인 인적자원관리를 위한 시사점을 제공하고 있다는 점에서 의의가 있을 것이다. 연구결과를 토대로 연구의 한계점 및 향후 연구 과제를 제시하였다. Supportive leadership (i.e., showing concern for, and take account of, followers’ needs and preferences when making decisions) has been a key factor in the leader-member process. According to social exchange theory, employee behavior is strongly influenced by the supportiveness of leaders. When employees observe that they receive support, trust, and other tangible and intangible benefits from their leaders, they develop an obligation to reciprocate with appropriate work attitudes and performance. The purpose of this study is to examine the effect of supportive leadership on intrinsic motivation, the effect of intrinsic motivation on job performance, and the mediating effect of intrinsic motivation on the relationships between supportive leadership and job performance. In addition, we attempt to verify the moderating effect of self-efficacy on the relationships between intrinsic motivation and job performance. To test the proposed hypotheses in our study, we collected data via a survey with a sample of 256 employees in 11 firms. After screening-out the questionnaires in which answers were not serious or strongly showed central tendency, 202 questionnaires were finally analyzed. The major findings are as follows: First, supportive leadership was positively associated with intrinsic motivation. Second, intrinsic motivation was positively associated with job performance. Third, intrinsic motivation have turned out to have a mediation effect on the relationship between supportive leadership and job performance, indicating that supportive leadership indirectly effects on job performance through intrinsic motivation. The findings suggest that organizations should help develop strong supportive leadership patterns within their teams to bolster intrinsic motivation and job performance. Finally, self-efficacy have turned out to have a moderation effect on the relationship between intrinsic motivation and job performance. This result indicated that a relationship between intrinsic motivation and job performance becomes more drastically positive with high levels of self-efficacy than with lower levels. Our study makes key contribution to the literature on supportive leadership, suggesting positive effect of supportive leadership on intrinsic motivation and job performance. The findings of the mediation and moderation analyses are the primary contribution of this study since little research examined these model. Given the small number of samples, this study constitutes an exploratory attempt in nature. Caution must be exercised in attempting to interpret findings and to generalize the recommendations. The results proposed in this study must be validated by further research in diverse research settings. Causality could not be claimed due to the cross-sectional nature of the data. Longitudinal and experimental designs are needed to settle the dynamic relationships between supportive leadership and job performance. Several studies have called for more research on potential conditions such as task type that influenced link between supportive leadership and job performance. Such contextual variables are not fully measured in this study but could be included in future research.

초등학생의 수영참여에 따른 성취목표성향과 내적동기의 관계

정상훈 한국초등체육학회 2009 한국초등체육학회지 Vol.14 No.3

This study was analysis that elementary school student take part in swimming activity preference what kind of achievement goal orientation as perform regular exercise, effect of achievement goal orientation on intrinsic motivation. Conducted in 2008 in Busan, this study selected 330 subjects, who have taken in swimming course by means of the convenience sampling. As a data analysis method for the examination of hypothesis, research exploratory factor analysis, t-test, one-way ANOVA and multiple regression analysis have been executed, using Window SPSS Ver. 14.0 program. The major results are as follow. First, difference in achievement goal orientation and intrinsic motivation according to sex turned out that men group indicated higher task orientation, effort, interest than girl group but girl group indicated higher tension than men group. Second, it turned out that group with more participation period had better competence factor in intrinsic motivation than doing shorter group but tension factor was opposed to competence factor. Third, it turned out that group participating more hours had better competence factor in intrinsic motivation than group doing less the hours. Fourth, it turned out that group more participation frequency had better task orientation factor in achievement goal orientation, effort and interest in intrinsic motivation than group with less the participation frequency. Fifth, it turned out that task orientation in achievement goal orientation affected positively effort, interest, competence factor in intrinsic motivation but affected negatively tension factor. This study was analysis that elementary school student take part in swimming activity preference what kind of achievement goal orientation as perform regular exercise, effect of achievement goal orientation on intrinsic motivation. Conducted in 2008 in Busan, this study selected 330 subjects, who have taken in swimming course by means of the convenience sampling. As a data analysis method for the examination of hypothesis, research exploratory factor analysis, t-test, one-way ANOVA and multiple regression analysis have been executed, using Window SPSS Ver. 14.0 program. The major results are as follow. First, difference in achievement goal orientation and intrinsic motivation according to sex turned out that men group indicated higher task orientation, effort, interest than girl group but girl group indicated higher tension than men group. Second, it turned out that group with more participation period had better competence factor in intrinsic motivation than doing shorter group but tension factor was opposed to competence factor. Third, it turned out that group participating more hours had better competence factor in intrinsic motivation than group doing less the hours. Fourth, it turned out that group more participation frequency had better task orientation factor in achievement goal orientation, effort and interest in intrinsic motivation than group with less the participation frequency. Fifth, it turned out that task orientation in achievement goal orientation affected positively effort, interest, competence factor in intrinsic motivation but affected negatively tension factor.

지원적 리더십이 내재적 동기부여 및 직무성과에 미치는 영향

김세화(Saehwa Kim),심덕섭(Duksup Shim),김형진(Hyung-Jin Kim) 대한경영학회 2017 大韓經營學會誌 Vol.30 No.9

초등예비교사의 내재적 동기에 따른 군집별 EPL 재사용의도 분석

이철현 한국실과교육학회 2018 한국실과교육학회지 Vol.31 No.4

The purpose of this study is to classify ELP learners’ intrinsic motivation and determine how their intrinsic motivation affect their intention of reusing and to develop teaching and learning implications. For this purpose, a test to measure intrinsic motivation and reuse intention to EPL were selected and used and the validity of the test tool were confirmed. This test was applied to first grade elementary pre-service teachers who took the EPL lectures in G National University of Education and 145 students’ response was analyzed. Three variables of usefulness, immersion, and intrinsic value were included in the factors that affect the reuse intention to EPL, and positive attitude was excluded. The result of clusters analysis included high intrinsic motivation (cluster 1), low intrinsic motivation (cluster 2), common intrinsic motivation (cluster 3)and a slightly higher intrinsic motivation than normal (cluster 4). We can confirm that the influencing factors on the reuse intention to EPL are different for each cluster. In the case of cluster 1, only one factor of usefulness has a significant effect on the reuse intention to EPL, and in cluster 2, as in Cluster 1, which has high intrinsic motivation, only a factor of usefulness has a significant effect on the reuse intention to EPL. In the case of cluster 3, the three variables of usefulness, immersion, and intrinsic value were included as factors influencing the reuse intention to EPL. In the case of cluster 4, which has a slightly higher intrinsic motivation, only immersion factors have a significant effect on the reuse intention to EPL. According to the results of the study, intrinsic motivation of learner in EPL lecture has a positive effect on the reuse intention to EPL, so it is necessary to find ways to increase learner's intrinsic motivation. And the research results show that it is necessary to provide differentiated customized education prescription according to the learner 's characteristics because intrinsic motivation factors that have a significant effect on the reuse intention to EPL by cluster are different. 이 연구의 목적은 초등예비교사 대상의 EPL 교육 강좌에서 학습자의 내재적 동기를 기반으로 학습자 군집을 분류하고, 군집별로 EPL 재사용의도에 미치는 내재적 동기 요인을 밝혀서 각 군집에게 적절한 맞춤형 교육적 처방 제공을 위한 교수․학습적 시사점을 도출하는 것이었다. 이를 위하여 내재적 동기와 EPL 재사용의도를 측정할 수 있는 검사도구를 선정하여 타당성을 확인하였고, G교육대학교 EPL 강좌를 수강한 초등예비교사 1학년에게 검사도구를 적용하여 145명의 응답을 얻어서 이를 분석하였다. 분석 결과, EPL 재사용의도에 영향을 미치는 요인으로 유용성, 몰입, 내재적가치의 세 변인이 포함되었고, 긍정적 태도는 제외되었다. 군집분석 결과, 내재적 동기가 높은 군집, 내재적 동기가 낮은 군집, 내재적 동기가 보통인 군집, 내재적 동기가 보통보다 약간 높은 군집 등 4개 군집으로 분류되었고, 각 군집별로 EPL 재사용의도에 미치는 영향 요인이 다름을 확인할 수 있었다. 군집 1의 경우, 유용성 한 요인만 EPL 재사용의도에 유의미한 영향을 주는 것으로 나타났고, 군집 2의 경우 또한, 내재적 동기가 높은 군집 1과 마찬가지로 유용성 한 요인만 EPL 재사용의도에 유의미한 영향을 주는 것으로 나타났다. 군집 3의 경우, EPL재사용의도에 영향을 미치는 요인으로 유용성, 몰입, 내재적가치의 세 변인이 포함되었고, 긍정적 태도는 제외되었다. 내재적 동기가 약간 높은 집단인 군집 4의 경우, 몰입 한 요인만 EPL 재사용의도에 유의미한 영향을 주는 것으로 나타났다. 연구 결과에 따라 EPL 강좌에서 학습자의 내재적 동기는 EPL 재사용 의도에 긍정적인 영향을 주기 때문에 학습자의 내재적 동기를 높일 수 있는 방안을 강구할 필요가 있고, 군집별 EPL 재사용의도에 유의미한 영향을 미치는 내재적 동기 요인이 다르기 때문에 학습자의 특성에 따른 차별화된 맞춤형 교육적 처방을 제공할 필요가 있다는 결론을 얻을 수 있었다.

분배공정성이 내재적 동기부여, 직무성과, 조직몰입 및 이직의도에 미치는 영향 : 심리적 계약위반의 조절효과

양동민(Dongmin Yang),심덕섭(Duksup Shim) 대한경영학회 2021 大韓經營學會誌 Vol.34 No.8

지방대학 전업주부 대학생의 내·외재적 동기, 자기조절학습전략과 대학생활 만족도의 구조적 관계: 전남 동부권 대학을 중심으로

김대명 부산대학교 여성연구소 2014 여성학연구 Vol.24 No.2

The purpose of this study is to analyze the structural relationship among intrinsic and extrinsic motivation, self-regulated learning and campus-life satisfaction of housewife college students in regional university. The data in this study are collected through survey for intrinsic-extrinsic motivation, self-regulated strategies and life satisfaction by 500 students in 6 universities located in eastern part of Jeonnam province. As a result of structural equation the study model explaining the relationship of intrinsic-extrinsic motivations, self-regulated learning strategies and life satisfaction are assessed as an appropriate model for experimental data. In case of the route model compromised of intrinsic-extrinsic motivations were giving significant effect to self regulated learning strategies and campus-life satisfaction statistically. The effect of intrinsic motivation is relatively higher than extrinsic motivation for life satisfaction and self-regulated learning strategies. Furthermore intrinsic motivation has bigger effect on life satisfaction when self-regulated learning strategies was used as a parameter. As a result of the verification of parameter effects by Sobel. Intrinsic -extrinsic motivation were giving relevant effects using self-regulated learning strategies as a parameter for campus-life satisfaction statistically. Self-regulation became a parameter for satisfaction. intrinsic- extrinsic motivation and self-regulated learning strategy borne by the self-adjustment to university life leads a statistically significant impact. Intrinsic-extrinsic motivation explains 62% of self-regulation and both Intrinsic-Extrinsic Motivation together with Self-regulated Learning Strategies explains 78% of Life Satisfaction in university life. So this study proves that intrinsic-extrinsic motivation has a significant effect to housewife university student's study pattern. Moreover through the interaction of intrinsic–extrinsic motivation and self-regulated learning strategies suggests the need to search for various ways to increase campus-life satisfaction of housewife university students. 본 연구의 목적은 지방대학 전업주부 대학생의 내·외재적 동기, 자기조절학습전략과 대학생활 만족도의 구조적 관계를 분석해 보는 것이다. 전남 동부권에 소재하고 있는 대학 및 전문대학 6개교에서 500명을 대상으로 내·외재적 동기, 자기조절학습전략과 대학생활 만족도 검사를 실시하여 자료를 수집하였다. 구조방정식 분석 결과, 내·외재적 동기, 자기조절학습전략과 대학생활 만족도의 구조적 관계를 설명하는 연구 모형이 경험적 자료에 적합한 모형으로 평가되었다. 표준화 회귀계수로 구성한 경로 모형은 내·외재적 동기가 자기조절학습전략과 대학생활 만족도에 통계학적으로 유의미한 정적 영향을 미치고 있었다. 그리고 내재적 동기가 외재적 동기보다 자기조절학습전략과 대학생활 만족도에 미치는 영향력이 상대적으로 더 컸으며 또한, 내재적 동기가 외재적 동기보다 자기조절학습전략을 매개로 하여 대학생활 만족도에 미치는 영향력이 상대적으로 더 컸다. 그리고, Sobel의 매개 효과 검증 결과, 내·외재적 동기는 자기조절학습전략을 매개로 하여 대학생활 만족도에 통계적으로 유의미한 영향을 미치고 있었다. 내·외재적 동기는 자기조절학습전략을 62% 설명해 주고 있으며, 내·외재적 동기와 자기조절학습전략은 대학생활 만족도를 78% 설명해 주고 있다. 이 연구는 교육 현장에서 내·외재적 동기가 지방대학 전업주부 대학생들의 자기조절학습전략을 통한 학습에 매우 중요한 영향을 미치고 있음을 밝혀 주었으며, 또한 내·외재적 동기와 자기조절학습전략의 상호작용을 통해 대학생활 만족도를 높여주는 다양한 방법이 모색되어야 할 필요성을 시사하고 있다.

자기제시가 구전의도에 미치는 영향

이청림(Cheong Lim Lee) 한국경영학회 2013 經營學硏究 Vol.42 No.1

Word of mouth (WOM) is a phenomenon that has received much attention in practical and academic applications in recent times. Especially, Many companies have recognized its importance and tried to generate positive WOM. These attempts have been mainly focused on increasing customer satisfaction, improving customer loyalty and generating positive WOMabout a company or product. It is therefore important to investigate the explanation of WOM occurrences. This study explains the reason why WOM has been occurred with a need for self-presentation of customers. Self-presentation(SP) is the use of behavior to communicate some information about oneself to others. That is, self-presentation is to express personal thought, feeling, and emotion toward himself/herself; thus, the consumption and purchase activity of goods is also one type of self-presentation. This study classified self-presentation into self-constructive SP and audience pleasing SP. Self-constructive SP is to express himself/herself according to his/ her inner ideal, while audience pleasing SP means an effort to have a good image in the public audience. Also, the study considers intrinsic motivation and extrinsic motivation as the mediators of self-presentation and WOM intention, and classified and took a look into these motivations into cognitive dimension and affective dimension, respectively. As the intrinsic motivation of a cognitive aspect, the study classified it as altruism. Meanwhile the study classified the intrinsic motivation of an emotional aspect as enjoyment. Then, the study classified the cognitive aspect of extrinsic motivation as reward, and the emotional aspect as recognition by others. In addition, this study examines the moderating role of product type(hedonic vs. utilitarian) is examined in the relationship between intrinsic/extrinsic motivation and WOM to identify the difference of the path coefficients in the cognitive and affective dimensions of intrinsic and extrinsic motivation. The key findings are as follows. First, self constructive SP has a positive effects on the cognitive and affective dimensions of intrinsic motivation; respectively altruism and enjoyment. Audience pleasing SP has not a significant effect on cognitive dimension of extrinsic motivation (monetary reward), while has a positive effect on affective dimension of extrinsic motivation (recognition). Second, the cognitive and affective dimensions of intrinsic motivation have a positive effect on WOM. The affective dimension of extrinsic motivation has a positive effect on WOM, while cognitive dimension of extrinsic motivation has not a significant effect. Third, the effects of intrinsic and extrinsic motivations on WOM show that the effect has different results by product type. The effect of cognitive dimension of intrinsic motivation on WOM is higher for utilitarian product than hedonic product while the effect of affective dimension of intrinsic motivation on WOM is higher for hedonic product than utilitarian product. This study provides more complete understanding of WOM theoretically. Key theoretical implications of the study are as follows. This study deals with the underlying process of WOM from the viewpoint of the sender while many studies about motivation of WOM are anecdotal evidence or conceptual research. This study has proposed the theoretical process of WOM and investigated it empirically: ``self-presentation→intrinsic/extrinsic motivation→WOM``. This study has several practical implications. For the purpose of the increasing the WOM, companies should emphasize not simply reward but the enjoyment and altruistic motivation. Additionally, WOM is able to increase by stimulating enjoyment with WOM itself for the hedonic products, whereas, it is effective to emphasize altruism for the utilitarian products.

보상 수준과 혁신적 기업문화가 내재적 동기에 미치는 영향: 한국 근로자를 대상으로

이환우 한국유통경영학회 2024 유통경영학회지 Vol.27 No.2

Purpose: This p aper a ims to d emonstrate the ef fect of p ay as an extrinsic motivator on t he i ntrinsic m otivation of Korean w orkers a nd t o demonstrate the effect of innovative organizational culture as a factor that moderates this relationship. The first purpose of this study is to provide implications for what is the theoretical background suitable for Korean workers in the romanticbehavioral debate on intrinsic motivation. The second purpose is to show that the ef fects o f e xternal f actors s uch as p ay o n intrinsic motivation m ay v ary depending on the situation, and finding such boundary conditions is important for the development of motivation theory. Research design, data, and methodology: This s tudy perf ormed a cross-sectional hierarchical regression analysis using the Human Capital Corporate Panel (HCCP) Survey data from the Korea Vocational Education and Training Institute. The purpose of the HCCP Survey is to reveal the personal characteristics of individual workers of Korean companies through the accumulation of time series data on workers. The base point of the survey for this study is from January 1, 2020 to December 31, 2020, and the number of workers used in this survey is 9,516. Results: This paper found that the level of intrinsic motivation had a positive relationship with compensation, demonstrating that Korean workers are more consistent with the behaviorism that compensation will affect intrinsic motivation. It also shows that employee’s awareness of innovation culture can interact with compensation and affect intrinsic motivation. Implications: The research results of this paper show the e ff ect of pay on the intrinsic motivation of Korean workers, contributing to the theoretical development of research in the field of compensation and motivation. It also suggests to practitioners that incentives can effectively increase intrinsic motivation for Korean companies and cultivate innovative organizational culture to affect these effects substantially

셀프리더십이 직무몰입에 미치는 영향에 관한 연구-내재적 동기의 매개를 중심으로-

황상규 한국기업경영학회 2011 기업경영연구 Vol.18 No.2

The purpose of this study includes: Firstly, to examine the effects of self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) on intrinsic motivation and job involvement. Secondly, to examine the mediating effect of the intrinsic motivation on the relationship between self-leadership and job involvement. In order to verify the relationships and mediating effect, data were collected from 267 individuals in 3 organization to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 12.0 and AMOS 5.0. As a part of data analysis, this study calculated both frequency and percentages from survey data so as to identify general characteristics of respondents. Concerning analysis techniques, this made the frequency analysis for demographic features. In order to verify variable validity, this conducted an exploratory factor analysis and a confirmatory factor analysis, as well as correlation with Cronbach’α. In addition, this used a structural equation model for hypotheses. This study reports findings as followed: first, the relationship between the self-leadership and the employee’s intrinsic motivation is positively related. Second, there was also a positive correlation between the employee’s intrinsic motivation and employee’s job involvement. Third, there was also a positive correlation between the self-leadership and employee’s job involvement. Finally, the employee’s intrinsic motivation played as a partial mediator on the relationship between self-leadership and employee’s job involvement. This study contributes to deepen our understanding of employee’s job involvement by suggesting an alternative theoretical model regarding how self-leadership and employee’s job involvement work to motivate employee’s intrinsic motivation. This result reveals that the study contributed to combining variables of self-leadership, employee’s intrinsic motivation and employee’s job involvement, and expanded it. The practical implications of the research finding are the following. The self-leadership should be recognized first since it is a main factor of the employee’s job involvement as the self-leadership was a mediation of the employee’s intrinsic motivation. Thus efforts should be given to develop ways to improve self-leadership like leadership programs. 본 연구는 셀프리더십의 행동지향적 전략, 자연보상적 전략, 건설적사고 전략이 내재적 동기와직무몰입에 미치는 영향에 대해 연구하고, 셀프리더십이 직무몰입에 미치는 영향에 있어서 내재적 동기의매개작용을 조사하였다. 연구목적을 달성하기 위해 진주와 창원지역의 3개 조직, 267명의 종업원을 대상으로 설문조사를 통해 검증하였다. 수집된 자료는 SPSS12.0과 AMOS 5.0을 사용하여 통계분석을 실시하였다. 분석방법은 먼저, 응답자들의 특성을 파악하기 위한 빈도분석을 실시하고, 변수들에 대한 신뢰성과 타당성을 분석하기 위해 탐색적 요인분석을 실시하고, AMOS 5.0을 사용하여 확인적 요인분석과 가설에 대한검증을 실시하였다. 연구결과, 셀프리더십은 내재적 동기에 정(+)의 영향을 미치는 것으로 나타났으며, 내재적 동기 또한 직무몰입에 정(+)의 영향을 미치는 것으로 나타났다. 셀프리더십은 직무몰입에 정(+)의 영향을미치는 것으로 나타났다. 이에 따라 내재적 동기가 부분 매개하고 있음을 발견하였다. 즉, 셀프리더십은 내재적 동기의 매개를 통해서 뿐만 아니라 직접적으로도 직무몰입에 영향을 미치고 있는 것으로 검증되었다. 본 연구는 이론적으로 셀프리더십은 내재적 동기를 매개로 직무몰입에 영향을 주는 새로운 모형을 제시하였다. 즉, 셀프리더십, 내재적 동기, 직무몰입 변수들 간의 이론을 통합하고 그 논리를 확대하였다는 점에서 이론적 시사점이 있다고 할 수 있다. 또한 실무적으로 셀프리더십이 내적적 동기를 매개로하여 직무몰입에 영향을 미치기에 셀프리더십의 중요성이 높이 인지되어야 하고 셀프리더십을 향상시킬 수 있는 방안을 모색하기 위한 노력이 필요하며, 자기 스스로 리드할 수 있는 리더십 프로그램이 필요하다고 할 수 있겠다.