The Mediating Effects of Perceived Organizational Support and Perceived Supervisor Support in the Relationship between Clinical Nurses’ Organizational Citizenship Behavior and Turnover Intention

이경미,전혜숙 간호행정학회 2024 간호행정학회지 Vol.30 No.1

Purpose: Turnover rates among nurses in South Korea are higher than those of other job groups, affecting hospital performance. This study clarified the mediating role of perceived organizational and supervisor support in the relationship between nurses’ organizational citizenship behavior and turnover intention. Methods: This study involved a descriptive survey of 160 nurses working in two hospitals in S, South Korea. Data were analyzed using the Hayes PROCESS macro (Model 4) program, version 3.4. Results: Organizational citizenship behavior was positively correlated with perceived organizational support and perceived supervisor support but negatively correlated with turnover intention. Perceived organizational support was positively correlated with perceived supervisor support. Additionally, perceived organizational and supervisor support were negatively correlated with turnover intention. The authors verified the mediating role of perceived organizational support in the relationship between organizational citizenship behavior and turnover intention. However, the mediating role of perceived supervisor support was not confirmed. Conclusion: The higher a nurse’s organizational citizenship behavior, the higher their perceived organizational support, which reduces turnover intention. High-quality nursing contributes to organizational performance; therefore, the nursing workforce should be carefully preserved.

조직지원인식과 상사지원인식 일치 정도가 혁신행동에 미치는 영향과 조직 및 팀 재직기간의 조절역할

제갈란 ( Lan Jegal ),김학수 ( Hack-soo Kim ) 한국생산성학회 2021 生産性論集 Vol.35 No.4

The innovative behavior can serve as a source of sustainable competitive advantage. The various antecedent factors that improve innovative behavior have been identified in previous studies. And what is important for innovative behavior is a friendly and supportive organization environment and employees' perception of it. This study verified that perceived organizational support and perceived supervisor support are the leading influencing factors of innovative behavior. Meanwhile, some argued that congruence between perceived organizational support and perceived supervisor support from different sources is important. However, there are not enough studies on the effect of congruence between perceived organizational support and perceived supervisor support. Also, the effect of congruence between perceived organizational support and perceived supervisor support may differ depending on the tenure of the employees perceiving this. Based on the social exchange theory developed by the balance theory, as employees with long-term organization tenure, team tenure had a higher level of knowledge and experience, the effect of congruence between perceived organizational support and perceived supervisor support on innovative behavior worked more effectively. Based on data collected from 207 employees, this study empirically analyzed the effect of congruence between perceived organizational support and perceived supervisor support on innovative behavior, and the moderating effect of tenure in organization and team. The analysis results showed that the more congruence between perceived organizational support and perceived supervisor support, the higher the innovative behavior and that the more congruence between perceived organizational support and perceived supervisor support at a higher level, the higher the innovative behavior. Also the analysis results showed that the effect of congruence between perceived organizational support and perceived supervisor support on innovative behavior, had significantly moderating effect of organization tenure. But contrary to the hypothesis, the analysis results showed that in the case of a shorter organization tenure, the more congruence between perceived organizational support and perceived supervisor support, the more innovative behavior was, and the more congruence between perceived organizational support and perceived supervisor support coincided at a high level, the more innovative behavior increased. And the analysis results showed that in the case of a long organization tenure, the more congruence between perceived organizational support and perceived supervisor support coincided at a high level, the more innovative behavior increased. First, in order to improve innovative behavior, this study provides two solutions for congruence of perceived organizational support and perceived supervisor support. The first solution may ensure emotional-cognitive consistency through the congruence between perceived organizational support and perceived supervisor support of organizational members. In addition, since the supervisor acts as an agent of the organization, organizational members can perceive organizational support through the supervisor. Therefore, perceived supervisor support may have more influence than perceived organizational support. The second solution is that focusing on perceived supervisor support may be effectual when facing the problem of choice. Second, this study verified which situation can strengthen the innovative behavior of organizational members with the congruence between perceived organizational support and perceived supervisor support. This study showed that a high degree of congruence between perceived organizational support and perceived supervisor support improves innovative behavior of organizational members with short organizational tenure. Therefore, organizations and leaders need to make organizational members with short organizational tenure recognize the congruence between perceived organizational support and perceived supervisor support improves innovative behavior. But, it is still effective for the organizational members who have a long organizational tenure. As for organizational members who have a long organizational tenure, the higher innovative behavior can be observed when perceived organizational support and perceived supervisor support are achieved at a high level. Based on these research results, this study suggested the future research directions.

조직지원인식이 직무성과에 미치는 영향 : 번영감의 매개효과와 회복탄력성의 조절효과

정원호 ( Wonho Jeung ) 한국생산성학회 2019 生産性論集 Vol.33 No.4

This study examined the influential process of perceived organizational support on performance of organizational members. First, this study discussed the effects of perceived organizational support on performance of organizational members based on previous studies and social exchange theory. Second, it introduced thriving at work of organizational members as a mediator on the relationships between perceived organizational support and performance based on conservation of resource theory and the broaden-and build theory. Finally, it introduced resilience of organizational members as a moderator on the effects of thriving at work on performance as well as the indirect effects of perceived organizational support on performance through thriving at work. Data was collected from various organizations, including military and business organizations. The results of this study are as follows. First, perceived organizational support is positively related to performance of organizational members. Members with higher perceived organizational support tend to perform better than those with lower perceived organizational support. Second, the effects of perceived organizational support on performance is positively mediated by thriving at work of organizational members. Members with higher perceived organizational support tend to increase the level of thriving at work of organizational members, and in turn, they tend to perform better than those with lower perceived organizational support. Third, the effects of thriving at work on performance is positively moderated by the level of resilience of organizational members. The effects of thriving at work on performance is stronger for those with higher level of resilience of organizational members than those with lower level of resilience. Finally, the indirect effects of perceived organizational support on performance through thriving at work is also moderated by the level of resilience of organizational members. The results of this study provide several theoretical and practical implications. First, this study expand the extant studies on perceived organizational support by showing potential influential process of perceived organizational support on performance. Second, it also expand the understanding of previous studies on thriving at work by explaining the relationships with perceived organizational support and performance. It also emphasizes the importance of organizational efforts to make their employees positively perceive their supports since it facilitates performance of organizational members. It is also important for organizations to strive to increase the level of thriving at work and resilience of organizational members in order to achieve better performance.

셀프리더십, 상사와 조직지원인식 및 조직몰입 간의 관계: 지방이전 공공기관 구성원을 중심으로

김주하,윤동열,김성훈 리더십학회 2019 리더십연구 Vol.10 No.3

The importance of human resources is on the gradual increase in today's corporate environment and the role of each organizational member as a leader is emphasized. The purpose of this study is to identify how self-leadership affected organizational commitment on members of relocated public institutions. It aimed to investigate the effects of perceived supervisory support and perceived organizational support, which are regarded as two factors significantly affecting organizational members' behaviors and attitudes, on organizational commitment. For this purpose, questionnaires were distributed to 450 members of public institutions relocated in Ulsan and 336 copies were statistically analyzed. The results are as follows: First, the behavior-focused strategy and the natural reward strategy among the sub-factors of self-leadership significantly positively affected public institution members' organizational commitment. Second, both perceived supervisory support and perceived organizational support significantly positively affected public institution members' organizational commitment. Both perceived supervisory support and perceived organizational support were positively correlated with organizational commitment: the higher the former, the higher the latter. Third, as for the moderating effects of perceived supervisory support and perceived organizational support, both of them had moderating effects on the association between self-leadership and organizational commitment and those effects were only found between the constructive thought strategy among the sub-factors of self-leadership and perceived supervisory support, between the behavior-focused strategy and perceived organizational support, and between the constructive thought strategy and perceived organizational support. On the basis of these results, it is necessary to make public institutions more competitive through improvement in the culture of public organizations, which involves promotion of autonomy, so that members can exert self-leadership and implement a systematic strategy to reinforce self-leadership with the objective of improving organizational commitment, which is on the decrease due to relocation of public institutions. Key words: Self-leadership, organizational commitment, perceived supervisory support, perceived organizational support, public institutions 본 연구는 지방이전 공공기관 구성원을 대상으로 셀프리더십, 상사지원인식, 조직지원인식이조직몰입에 어떠한 영향을 미치는지를 규명하고자 하였다. 또한 셀프리더십이 조직몰입에 미치는영향에 대한 상사와 조직지원인식의 조절효과를 검증하고자 하였다. 이를 위해 울산지역으로 이전한 공공기관 구성원 450명에게 설문자료를 배포하고 이중 366부를 통계 분석한 결과는 다음과같다. 첫째, 셀프리더십 중 행동전략, 자연적보상전략이 공공기관 구성원의 조직몰입에 유의미한정(+)의 영향을 미치는 것으로 나타났다. 둘째, 상사 및 조직지원인식은 조직몰입에 유의미한 정(+) 의 영향을 미치는 것으로 나타났다. 셋째, 상사 및 조직지원인식의 조절효과에 대한 분석 결과, 상사지원인식은 셀프리더십 중 건설적사고전략과 조직몰입의 관계에서, 조직지원인식은 행동전략 및건설적사고전략과 조직몰입의 관계에서 유의한 조절효과가 나타났다. 키워드: 셀프리더십, 조직몰입, 상사지원인식, 조직지원인식, 공공기관

감정노동과 조직몰입의 관계에서 사회적 지원의 매개효과 연구

최정임,전순영 한국기업경영학회 2014 기업경영연구 Vol.21 No.3

Emotion of humans has been regarded to be a factor that impedes efficiency of the work at the field in the perspective of business administration. The general concept of emotion of humans specified in the emotional labor is to maintain ego and a prerequisite for seamless interaction with others. This study has implemented objective research on the importance of emotional control of members as well as the concept of emotional labor. Placing priority on the awareness of social support (organizational support and supervisor support), organizational performance laid stress on by the organization(organizational commitment), this study has focused on a degree of emotional labor that they tend to experience in the procedure of consultation. Hereupon, this study has comprehensively analyzed how an exogenous variable of a degree of emotional labor influenced on the endogenous variable of social support (perception of organizational support and perception of supervisor support), organizational commitment in terms of types of behavior. First of all, as for research model I designed to identify relation of emotional labor and organizational commitment of performance, it was confirmed that a degree of emotional commitment significantly influenced on the organizational commitment of performance. Path coefficient estimate was -.149 that was not standardized. Standardized path coefficient estimate was -.108, and standard deviation was .084. Hereupon, C.R value was reported as -1.780 that was significant in the level of 10%. Hereupon, a degree of emotional labor was turned out to negatively influence on organizational commitment. Secondly, as for how a degree of emotional labor influenced on social support recognized by consultants, organizational support was significantly recognized in the level of less than 1%. In addition, perception of supervisor support was confirmed to be significant in the level of less than 10%. Furthermore, it was confirmed that a degree of emotional labor influenced on the perception of supervisor support. Third, according to the result of how social support influenced on organizational commitment of consultants, awareness of organizational support was analyzed to be significant in the level of 1% that was positively related to the organizational commitment. In addition, awareness of supervisor support positively influenced on the organizational commitment in the level of 1%. Fourth, according to the result of verifying hypothesis that social support might have mediating effect on the relationship between a degree of emotional labor and organizational commitment, an indirect effect with awareness of organizational support as a parameter had -.191 of non-standard path coefficient and -.013 as standard path coefficient. In addition, statistics of verification was -9.405 and also confirmed to be significant in the level of less than 1%. Furthermore, an indirect effect of perception of supervisor support was turned out to significantly influence on it in the level of less than 1%. 감정의 인식 또는 감정관리가 직업인 조직구성원들도 있다. 이를 감정노동자라고 하며, 정신이나 육체가 아닌 주로 감정을 쓰는 직무를 수행함으로써 보수를 받는 직업을 가진 노동자를 의미한다. 특히 서비스 산업에 종사하는 종업원들의 감정표현 행위는 고객만족 센터의 작업 과정의 특성으로 기업의 이윤을 창출하는 것에 직접적인 영향을 미치고 또한 종업원들이 고객에게 제공하는 감정노동은 기업의 철저한 통제와 교육에 의해 이루어지는 것이 일반적이다. 본 연구는 감정노동이라는 개념과 구성원들의 감정 관리의 중요성에 대해 실증적 연구를 실시하였다. 고객과 직접 대면하는 고객센터 상담원을 표본으로 사회적 지원에 대한 인식, 조직에서 중시되는 조직성과(조직몰입)에 중점을 두고 이들이 상담과정에서 겪게 되는 감정노동 정도에 대해 주목하였다. 외생변수인 감정노동 정도가 내생변수인 사회적 지원(조직지원인식, 상사지원인식), 조직몰입에 어떠한 행태로 영향을 미치는 지를 종합적으로 분석하였다. 설문을 통해 수집된 252개의 자료는 AMOS 18과 PASW Statistics 18 패키지 프로그램을 이용하여 통계처리 하였으며, 변수의 효과 행태를 분석하기 위하여 구조방정식 모형(SEM)을 활용하였다.

컨테이너터미널 운영사 구성원의 조직신뢰가조직시민행동에 미치는 영향 -조직적 후원의 조절효과를 중심으로-

김익성,선화,김현덕 한국항만경제학회 2023 韓國港灣經濟學會誌 Vol.39 No.1

This study examines the effects of organizational trust of the container terminal operators’ employeeon organizational citizenship behavior and the moderating effect of organizational support inthe relationship between the two variables. In order to efficiently achieve the purpose of thisstudy, an empirical analysis was conducted by distributing a literature review and a questionnaire,and the results of the study are as follows... First, the organizational trust of the container terminal operators’ employee was found to have asignificant positive (+) effect on organizational citizenship behavior, and trust in the company appearedto be more important than trust in the superior, indicating trust in the institutional aspect. This means that formation has more influence on organizational citizenship behavior... Second, it was confirmed that the organizational support of the container terminal operators’ employeecan lead to active participation in organizational citizenship behavior through the expansionof educational compensatory support. Third, among the organizational support of container terminal operators, emotional support andeducational compensatory support were found to have a partial moderating effect on the relationshipbetween organizational trust and organizational citizenship behavior.”Emotional support has a moderating effect on caring and active participation behaviors in the relationshipbetween trust in the company and organizational citizenship behaviors, and a moderatingeffect on caring, active participation, and non-complaining behaviors in the relationship betweentrust in superiors and organizational citizenship behaviors. It was analyzed that there isCompensatory educational support has a moderating effect on altruistic, caring, active participation,and non-complaining behavior in the relationship between trust in the company and organizationalcitizenship behavior. It was analyzed that there was a moderating effect on active participationand non-complaining behavior. These analysis results mean that members' trust in the company further increases through thecontainer terminal operator's emotional support and educational reward support. As uncertainty grows, it is very important to increase the trust of organizational members in theorganization. sense of belonging to the organization,Emotional support that can increase immersion, improvement of work environment, provision ofeducational opportunities, and education-compensatory support such as a fair compensation systemwill increase organizational trust and induce effective organizational citizenship behavior to realizesustainable growth of the organization. 본 연구는 컨테이너터미널 운영사 구성원의 조직신뢰가 조직시민행동에 미치는 영향과 두 변수 간의관계에서 조직적후원의 조절효과를 검증하고자 한다. 본 연구의 목적을 효율적으로 달성하기 위하여 문헌조사와 설문지를 배포하여 실증분석을 진행하였으며, 연구결과는 다음과 같다. 첫째, 컨테이너터미널 운영사 구성원의 조직신뢰는 조직시민행동에 유의한 정(+)의 영향을 미치는 것으로 나타났으며, 상사에 대한 신뢰보다 회사에 대한 신뢰가 더 중요하게 나타나는 것으로 보아 제도적측면에서의 신뢰형성이 조직시민행동에 더 많은 영향을 미친다는 것을 의미한다. 둘째, 컨테이너터미널 운영사 구성원의 조직적후원은 교육보상적지원 확대를 통해서 조직시민행동의적극적 참여를 이끌어낼 수 있다는 것을 확인할 수 있었다. 셋째, 컨테이너터미널 운영사의 조직적 후원 중 정서적 지원과 교육보상적지원이 조직신뢰와 조직시민행동 간의 관계에서 부분적 조절효과가 있는 것으로 나타났다. 정서적지원은 회사에 대한 신뢰와 조직시민행동 간의 관계에서 배려적·적극적 참여 행동에 조절효과가 있으며, 상사에 대한 신뢰와 조직시민행동 간의 관계에서 배려적·적극적 참여·비불평적 행동에조절효과가 있는 것으로 분석되었다. 교육보상적지원은 회사에 대한 신뢰와 조직시민행동 간의 관계에서 이타적·배려적·적극적 참여·비불평적 행동에 조절효과가 있으며, 상사에 대한 신뢰와 조직시민행동 간의 관계에서 배려적·적극적참여·비불평적 행동에 조절효과가 있는 것으로 분석되었다. 이러한 분석결과는 구성원들의 회사에 대한 신뢰가 컨테이너터미널 운영사의 정서적 지원과 교육보상적 지원을 통해 더욱 증가한다는 것을 의미한다. 불확실성이 커질수록 조직구성원들의 조직에 대한 신뢰를 높이는 것은 매우 중요하다. 조직에 대한소속감, 자긍심, 몰입감 등을 높일 수 있는 정서적 후원과 업무수행환경 개선 및 교육의 기회 제공, 공정한 보상시스템 등의 교육보상적 후원을 통해서 조직신뢰를 높이고 효과적인 조직시민행동을 이끌어냄으로써 조직의 지속가능한 성장을 실현할 수 있을 것이다.

심리적 안전감과 상사신뢰가 조직몰입 및 직무성과에 미치는 영향: 조직후원인식의 매개효과

이희정 ( Hee Jung Lee ),심덕섭 ( Duk Sup Shim ),양동민 ( Dong Min Yang ) 한국인력개발학회 2009 HRD연구 Vol.11 No.2

본 연구는 최근 관심이 증대되고 있는 조직구성원의 조직후원인식을 설명하는 데 있어 선행변수로서 심리적 안전감과 상사 신뢰 그리고 결과변수로서 종업원의 조직몰입과 직무성과를 고려하고, 이들 변수들 간의 관계에 조직후원인식의 매개효과를 검증하고자 하였다. 이를 위해 11개 기업 213명의 종업원을 대상으로 설문분석을 실시하였다. 실증분석 결과 심리적 안전감과 상사 신뢰는 모두 조직후원인식에 유의한 영향을 주고 있으며, 조직후원인식 역시 조직구성원의 조직몰입과 직무만족에 유의한 영향을 주고 있는 것으로 나타났다. 또한, 조직후원인식은 심리적 안전감, 상사신뢰와 조직몰입, 직무성과 간의 관계를 부분 혹은 완전 매개하는 것으로 나타났다. 다시 말해, 심리적 안전감 및 상사 신뢰는 조직구성원의 조직몰입과 직무성과에 직접적으로, 혹은 조직후원인식을 통해 간접적으로 영향을 주고 있음을 알 수 있었다. 본 연구는 조직후원인식의 매개효과를 검증함으로써 심리적 안전감과 상사 신뢰와 같은 작업환경 요인들이 조직구성원의 조직몰입과 직무성과를 제고시키는데 어떻게 작동하는가를 제시하였다는 점에서 이론적, 실무적 의미를 지니고 있다. 연구결과를 토대로 연구의 한계 및 향후 연구방향을 제시하였다. According to organizational support theory, perceived organizational support meets socioemotional needs and is used by employees to infer their organization`s readiness to reward increased efforts. The theory holds that workers act in accord with the norm of reciprocity, trading their effort and dedication to their organization for perceived organizational support and its promise of future benefits. A large number of studies indicates that employees with high level of perceived organizational support judge their jobs more favorably and are more likely to become affectively committed to the organization, and to exceed their explicitly required work responsibilities. The purpose of this study is to investigates the mediating effects of perceived organizational support on the relationships between psychological safety and trust in supervisors, and organizational commitment and job performance. The specific research questions regarding this purpose were as follows: First, how does psychological safety and trust in supervisor have an effect on employees` perceived organizational support? Second, how does perceived organizational support have an effect on employees` organizational commitment and job performance? Third, how does psychological safety and trust in supervisor have an effect on employees` organizational commitment and job performance when perceived organizational support acts as an intermediary? A total number of 211 employees from 11 firms responded to the questionnaire. Frequency analysis, reliability analysis, exploratory factor analysis, and three-step mediated regression analysis were used to analyze the data. Findings show that psychological safety and trust in supervisors are positively associated with perceived organizational support. Second, perceived organizational support has also a significant impact on organizational commitment and job performance. Furthermore, perceived organizational support has a partial or full mediating effect on the relationships between psychological safety and trust in supervisors, and organizational commitment and job performance. Specifically, perceived organizational support has a full mediating effect on the relationships between psychological safety and organizational commitment, and between psychological safety and job performance. Perceived organizational support has a full mediating effect on the relationships between trust in supervisors and organizational commitment, and between trust in supervisors and job performance. Overall, these patterns suggests that psychological safety and trust in supervisors has direct or indirect effects on organizational commitment and job performance of employees, mediating through followers` perceived organizational support. Implications of the research findings are discussed, and recommendation for future research are provided.

조직지원인식이 주관적 경력성공에 미치는 영향: 경력계획의 매개효과 검증

강예지,이수연,문진희,장지현 한국유통과학회 2016 유통과학연구 Vol.14 No.2

Purpose – The purpose of this study is to identify the relations among perceived organizational support, career planning, and subjective career success (career satisfaction and job satisfaction). In particular, this study focuses on the mediating effect on the career planning between perceived organization and subjective career success. The target cases are employees of a Korean branch of a global company (A), which operates formal career program to support a career development for employees. Research design, data, and methodology – The data were collected from December, 2014 to March, 2015. 211 out of 300 questionnaires were returned (response rate 70.3%). After the data cleaning, 209 questionnaires were used for the data analysis. These data were analyzed through descriptive statistics, correlation analysis, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling (SEM). The whole process of the data analysis was accomplished using the SPSS 21.0 for windows and the AMOS 21 program. Results – The findings of the study are as follows: First, the better the organizational support is perceived, the higher career satisfaction and job satisfaction is. That is, the employees’ career and job satisfaction is higher, when they feel themselves received more supporting. Second, perceived organizational support has a positive impact on employees’ career planning. This result means that it is important to support employees in their career development. Third, career planning has a positive impact on career satisfaction, but not on job satisfaction. Lastly, it is verified that career planning has a mediating effect between the perceived organizational support and career satisfaction. Not only has the perception of an organizational support a direct impact on career satisfaction, but also an indirect impact through career planning. However, there is not an indirect relationship through career planning, just an direct relationship between the perception of an organizational support and job satisfaction Conclusions – Based on the findings of this study, the major conclusion of the study was as follows: The study provides theoretical values and practical implications for the fact that the differences of the subjective perception about organizational support exist among employees, and the differences have an impact on their career planning as well as subjective career success. Furthermore, some recommendations for workplace were suggested: The companies should support the career development for employees in organization level. Even though employment instability makes individual workers themselves to be responsible for their own career development, it is an important issue in organizational level that employees’ career success could have positive effects on organizational development and success, as well. However, there is a limit in the study that analyzing results cannot be generalized due to the data from a single company. Some recommendations for future research are suggested: First, a comparative study should be conducted with other various companies. Second, a hierarchical analyzing model needs to be applied to substantiate how organizational context influences on subjective career success of employees.

외식종사원의 직무특성지각이 조직몰입에 미치는 영향 연구: 조직후원인식 조절효과 검증

이인숙,윤혜현 한국외식경영학회 2010 외식경영연구 Vol.13 No.3

The purpose of this study is to investigate effects of perception of job characteristics of foodservice employees on organizational commitment and moderating of perceived organizational support on effective relation between job characteristics and organizational commitment. For empirical analysis, the sample of 366 subjects were conducted of reliability and factor analysis to be examined variables, and multiple regression analysis was used for hypothesis verification. According to the results of this study, as for the perception of job characteristics of foodservice employees, feedback, task significance, and task identity autonomy (in order), had significantly positive effects on organizational commitment, while the perceived organizational support had positive moderating effect on relation of task identity autonomy and organizational commitment. Conclusively, the job characteristics of foodservice employees was the antecedent variable of organizational commitment. In particular, foodservice employees had stronger attachment to their organizations as they highly perceive feedback and task significance. As for the relation between task identity autonomy and organizational commitment, the employees had more positive attitude as members of organizations via perceived organizational support. The purpose of this study is to investigate effects of perception of job characteristics of foodservice employees on organizational commitment and moderating of perceived organizational support on effective relation between job characteristics and organizational commitment. For empirical analysis, the sample of 366 subjects were conducted of reliability and factor analysis to be examined variables, and multiple regression analysis was used for hypothesis verification. According to the results of this study, as for the perception of job characteristics of foodservice employees, feedback, task significance, and task identity autonomy (in order), had significantly positive effects on organizational commitment, while the perceived organizational support had positive moderating effect on relation of task identity autonomy and organizational commitment. Conclusively, the job characteristics of foodservice employees was the antecedent variable of organizational commitment. In particular, foodservice employees had stronger attachment to their organizations as they highly perceive feedback and task significance. As for the relation between task identity autonomy and organizational commitment, the employees had more positive attitude as members of organizations via perceived organizational support.

조직지원인식이 직원 창의성에 미치는 영향 : 일 몰입의 매개효과와 내재적 동기부여의 조절효과

조인숙,조성준 한국상업교육학회 2024 상업교육연구 Vol.38 No.1

This study aims to confirm the significance of perceived organizational support and intrinsic motivation as crucial factors influencing the creativity of organizational members in a rapidly changing business environment. This is achieved by verifying the moderated mediating effects of intrinsic motivation on the relationship between perceived organizational support, work engagement, and employee creativity. The study employed a structural equation model to analyze hypotheses based on previous research, targeting 423 employees in small and medium-sized manufacturing, service, finance, and information communication industries. The specific findings of the study are as follows: First, perceived organizational support positively influences employee creativity. Second, perceived organizational support positively influences work engagement. Third, work engagement positively influences the relationship between perceived organizational support and employee creativity. Fourth, work engagement mediates the relationship between perceived organizational support and employee creativity. Fifth, intrinsic motivation enhances the relationship between perceived organizational support, work engagement, and employee creativity. Sixth, the indirect impact of perceived organizational support on employee creativity through work engagement is mediated by intrinsic motivation, and this effect is stronger for individuals with higher levels of intrinsic motivation. This study found that when employees recognize the support provided by their organization and are intrinsically motivated, their creativity and engagement are positively affected. In essence, it is important for organizations to actively support and promote support for their members. This support has been shown to enhance individual creativity, contributing to the growth and development of the entire organization. This highlights the significance of organizational-level support and reinforcement for members, and the significance of creating an environment that promotes creativity and engagement.