갈등관리에 대한 직무탈진의 영향

다국어 초록 (Multilingual Abstract)

The present study primarily focused on the negative influence of job burnout on the effectiveness of conflict management. Individuals' perceived inauthenticity and communication competency were considered as predictor variables of the job burnout which was, therefore, examined as a mediating variable. The two predictors were also investigated if they have direct effects on conflict management, by the model comparisons with the full-mediation model. In addition, the interaction effects of job type and gender on the relationship between burnout and conflict management were also tested to see if the relationship differs across the groups. Applying a stratified sampling method the study collected 628 employee data from six investigative jobs and five enterprise jobs. The study used the Structural Equation Modeling to compare the mediation models, and the interaction effects were tested adopting the equality constraint methodology to the non-essential paths. Results revealed that the partial mediation model was highly explicable, and that the interaction effects of job type and gender were also significant, thereby burnout having the strongest effect on conflict management for the male investigative group. Based on the findings, theoretical and practical implications were provided.

참고문헌 (Reference)

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