대기업 근로자의 맥락수행과 성격, 자기효능감의 관계 = The Relationship among Contextual Performance, Personality Factors, and Self-efficacy of Employees in Large Corporations

다국어 초록 (Multilingual Abstract)

The purpose of this study was to determine the relationship between contextual performance and personality, self-efficacy of employees in large corporations of South Korea. The specific objectives are finding out the level of contextual performance, personality, and self-efficacy and identifying the effect of personality and self-efficacy on contextual performance.
The major findings of this study were as follows: First, the level of employees' contextual performance in large corporations was slightly above average. Second, the extraversion, the conscientiousness, the agreeableness and the openness, which are of the Big 5 Factors, have positive effect on the contextual performance, but neuroticism has negative effect. And the self-efficacy has positive effect on the contextual performance. Third, on the regression analysis for the interpersonal facilitation and the personality. the extraversion, the openness, the agreeableness and the conscientiousness have positive effect on the interpersonal facilitation, but the neuroticism has negative effect. And the self-efficacy has positive effect on the interpersonal facilitation. Fourth, on the regression analysis for the job dedication and the personality, the openness and the conscientiousness have positive effect on the job dedication, but the neuroticism has negative effect. Contrary to the interpersonal facilitation, the extraversion and the agreeableness have no effect on the job dedication. And self-efficacy has positive effect on the job dedication.
According to the findings of this research, one of effective ways to make more competent corporations would be to improve the contextual performance of employees. Some interventions to raise the levels of the extraversion, the openness, the agreeableness, the conscientiousness and reduce the level of the neuroticism might be helpful to improving the contextual performance of employees. Also boosting the self-efficacy of employees can be other way to improve.

국문 초록 (Abstract)

이 연구는 대기업 근로자의 맥락수행과 성격, 자기효능감의 수준 및 관계를 구명하여, 근로자의 맥락수행을 위한 연구 및 개발에 기초자료를 제공하는데 그 목적이 있다. 이를 위해 ‘①성격, 자기효능감과 맥락수행의 수준 파악’, ‘② 성격, 자기효능감과 맥락수행의 관계 구명’을 연구 목표로 하여, 13개 대기업 근로자 450명을 대상으로 질문지 조사를 실시하였다.
그 변인의 수준을 살펴보면 우리나라 대기업 근로자의 맥락수행은 대체로 보통 수준이었고, 성격 5요인 수준은 외향성, 성실성이 다른 요인에 비해 상대적으로 높고, 신경증 수준이 낮았으며, 대기업 근로자 대부분은 자신이 업무 수행을 약간 잘 할 수 있다고 판단하였다. 변인 간 관계를 살펴보면 성격 5 요인 중 외향성, 성실성, 친화성 그리고 개방성은 맥락수행에 정적 영향을 미치나 신경증은 부적영향을 미치는 것으로, 자기효능감은 맥락수행에 정적 영향을 미치는 것으로 나타났다. 맥락수행의 하위요인인 대인지원과 직무헌신에 대해서는 다음과 같다. 성격 5요인 중 외향성, 성실성, 친화성 그리고 개방성은 맥락수행 대인지원에 정적 영향을 미치나 신경증은 부적영향을 미치는 것으로 나타났다. 또한 자기효능감은 맥락수행 대인지원에 정적 영향을 미치는 것으로 나타났다. 성격 5요인 중 외향성과 성실성은 맥락수행 직무헌신에 정적 영향을 미치며, 신경증은 부적영향을 미치나, 친화성과 개방성은 직무헌신에 영향을 미치지 않는 것으로 나타났다. 또한 자기효능감은 맥락수행 직무헌신에 정적 영향을 미치는 것으로 나타났다.
이러한 결과를 통해 첫째, 보다 경쟁력 있는 조직을 형성하기 위한 방안 중 하나로 조직원의 맥락수행을 향상시키는 것을 고려해 볼 수 있으며, 둘째, 근로자의 맥락수행 수준을 높이기 위해서는 개인의 성격 요인 중 외향성, 성실성, 친화성, 개방성을 높이면서 신경증을 낮추며 자기효능감을 높이도록 유도할 수 있는 적절한 개입이 필요함을 볼 수 있었다.

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