개인-조직 부합, 개인-직무 부합과 낙관주의, 사회적 지지가 작업태도에 미치는 영향 = (The) effect to person-organizationa fit, person-job fit and optimism, social support on work attitude

다국어 초록 (Multilingual Abstract)

This study examined the interaction effect between person-organization fit(P-O fit), person-job fit(P-J fit) and optimism, social support on work attitude. In most studies, P-O fit has been conceptualized and operationalized for a variety ways. And there are no single scales for P-O fit. Therefore, present study 1 developed scale for P-O fit and investigated factors that considered importantly when people judge P-O fit.
Data is collected from various company employees in Korea with opened questionnaire. In the questionnaire, responses were formed in pairs matched person's characteristics with organization's ones. And then Exploratory Factor Analysis were carried out by collected responses for organization's characteristics. As a result of Exploratory Factor Analysis, P-O fit scales were found six factors such as 1) a growth possibility 2) relation-centeredness 3) justice 4) predictability 5) aggression 6) fufilling organization's duty.
P-J fit has also been assessed by various scales but those scales are not developed only for P-J fit. And it is necessary to develope scales which measure general abilities, personalities and characteristics rather than specific KSA. Therefore, study 2 developed scale for P-J fit and investigated factors that considered importantly when people judge P-J fit. With the same investigation method and subjects as study 1, P-J scales were found four factors such as 1) developable possibility 2) sincerity 3) professionalism 4) meaningfulness.
Next study 3 examined main effect of P-O fit and P-J fit on organizational commitment and job satisfaction. And moderate effect of optimism and social support for P-O fit and P-J fit is examined. Previously, most studies have been reported the main effect of P-O fit and P-J fit for work attitude. But some psychological characteristics can decrease negative effect that employees who are not fit with their organization or job have on. So this study predicts that optimism and social support have moderate effect for P-O fit and P-J fit. It was examined by using questionnaire contained the P-O fit and P-J scale developed in study 1 and 2. Data was collected from 405 Korean employees worked at various company. This data was analyzed by multiple regrerssion and hierarchical regression. As expected, the main effect of P-O fit and P-J fit measured by the scales developed in study 1 and 2 was statistically significant. Moderate effect of the optimism was significant only for the relation between P-J fit and job satisfaction. Social support had a significant moderate effect on the relation between P-O fit and organizational commitment.
However, direction of the moderate effect was opposite to the hypotheses. Optimism had no buffer effect for those who are not fit with their job. Instead, for those who are good fit with their job, optimism increased level of the job satisfaction. In the case of the social support, direction of the moderate effect was the same as optimism. When level of the P-O fit was low, level of the organizational commitment was not depend on social support. But for those who good fit with their organization, the more social support was provided, the more level of the organizational commitment increased.
P-O fit and P-J fit scales developed in study 1 and 2 can be useful in future research and theory development in fit research by providing scholars sound tool for quantitatively assessing P-O fit and P-J fit. Finally, we've discussed no only summary, limitations, contributions of these study, but also the direction of future study.

목차 (Table of Contents)

• 목차 = i
• Ⅰ. 서론 = 1
• Ⅱ. 이론적 배경 = 4
• 1. 개인-환경 부합 = 4
• (1)개인-환경 부합의 개념 = 4
• (2)개인-환경 부합의 종류 = 7
• (3)개인-환경 부합의 측정 = 8
• 2. 개인-조직 부합(Person-Organization Fit) = 9
• (1) 개인-조직 부합의 개념과 정의 = 9
• (2) 개인-조직 부합의 통합적 모델 = 12
• (3) 개인-조직 부합에 관한 선행 연구 = 14
• 3. 개인-직무 부합(Person-Job Fit) = 19
• (1) 개인-직무 부합의 개념과 정의 = 19
• (2) 개인-직무 부합에 관한 선행 연구 = 20
• 4. 낙관주의와 사회적지지 = 21
• (1) 낙관주의 = 23
• (2) 사회적 지지 = 25
• Ⅲ. 연구 가설 = 28
• 1. 개인-조직 부합과 개인-직무 부합이 작업태도에 미치는 주효과 검증 = 28
• 2. 낙관주의와 사회적 지지가 작업태도에 미치는 주효과 검증 = 30
• 3. 개인-조직 부합, 개인-직무 부합이 작업태도에 미치는 영향에 대한 낙관주의와 사회적 지지의 조절효과 검증 = 32
• Ⅳ. 연구 1 : 개인-조직 부합의 척도 개발 = 35
• 1. 연구 목적 = 35
• 2. 개인-조직 부합에 대한 예비연구 = 37
• (1) 조사대상 = 37
• (2) 조사절차 = 37
• (3) 개인-조직 부합에 관한 응답 분류 = 37
• 3. 개인-조직 부합의 문항 개발 = 38
• (1) 조사대상 = 38
• (2) 조사절차 = 40
• (3) 분석 방법 = 40
• (4) 분석 결과 = 41
• 4. 논의 = 46
• Ⅴ. 연구 2: 개인-직무 부합의 척도 개발 = 49
• 1. 연구 목적 = 49
• 2. 개인-직무 부합에 대한 예비연구 = 50
• (1) 조사대상 = 50
• (2) 조사절차 = 50
• (3) 개인-직무 부합에 관한 응답 분류 = 50
• 3. 개인-직무 부합의 문항 개발 = 51
• (1) 조사대상 = 51
• (2) 조사절차 = 51
• (3) 분석 방법 = 51
• (4) 분석결과 = 52
• 4. 논의 = 56
• Ⅵ. 연구 3: 개인-조직 부합, 개인-직무 부합과 낙관주의 사회적 지지가 작업태도에 미치는 영향 = 58
• 1. 연구 목적 = 58
• 2. 방법 및 절차 = 61
• (1) 조사대상 = 61
• (2) 조사절차 = 61
• (3) 설문지 구성 = 62
• 3. 분석방법 = 63
• 4. 결과 = 64
• 5. 논의 = 71
• Ⅶ. 종합논의 = 74
• 1. 연구결과의 요약 및 논의 = 74
• (1) 결과에 대한 요약 = 74
• (2) 논의 및 시사점 = 75
• 2. 본 연구의 제한점과 추후과제 = 78
• 참고문헌 = 80
• 부록 1 개방형 설문지 = 88
• 부록 2 설문지 = 91
• ABSTRACT = 99