직무특성이 개인창의성에 미치는 영향 = 선행적 행동의 매개효과를 중심으로

다국어 초록 (Multilingual Abstract)

Employee creativity can help organizations have competitive advantages for an organizational innovation, survival and long term success. Creativity researchers have concentrated on examining the antecedents that influence employee creativity in an organizational context. Specifically, they have found that personal characteristics (e.g., creative personality and openness) and organizational context (e.g., work environment and leadership) are associated with individual creativity. In particular, it is notable that one of the antecedents of individual creativity is job characteristics. However, less research has focused on examining how various job characteristics influence individual creativity. According to Hackman & Oldham(1980), there are five job characteristics: job autonomy, task identity, task importance, skill variety, and feedback. Researchers have found that those five job characteristics are associated with turnover intention, organizational citizenship behaviors, job satisfaction, and organizational commitment. However, no research has examined how those five job characteristics influence individual creativity. In addition, creativity researchers have paid less attention to examine the underlying process by which job characteristics influence individual creativity. To address theses issue, we examined how the five job characteristics influence individual creativity, how job characteristics affect proactive behaviors, and how proactive behaviors influence individual creativity. We also directly test whether proactive behaviors can mediate the relationships between job characteristics and individual creativity. We collected data from 154 employee-supervisor pairs from research and development(R&D) departments in 14 organizations in South Korea. The employees reported on their job characteristics and proactive behaviors, while the supervisors assessed the employees`` individual creativity. To test the research hypotheses, we conducted structural equation modeling analysis using AMOS 4.0. The results show that overall the proposed research model fits to the data well based on various fix indices such as CFI, RMSEA, and GFI. Specifically, we found a positive relationship between individual creativity and the five job characteristics. In addition, the results revealed that job characteristics were significantly associated with proactive behaviors which in turn significantly influenced individual creativity. Finally, proactive behaviors fully mediated the relationship between individual creativity and job characteristics. This study has distinct implications in theory. For example, the present study can contribute to creativity research by examining the effects of various job characteristics on individual creativity. This approach has seldom been used in the literature. Second, it identified an underlying process that related job characteristics to individual creativity. Findings in this study have also some practical implications in organizations. In R&D departments, the results of this study can be adopted to enhance individual creativity by designing jobs that place significance on pertinent job dimensions (i.e., job autonomy, task identity, task importance, skill variety, and feedback). In addition, R&D departments that aim to encourage individual creativity need to provide an environment that encourages proactive employees.

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