직무특성모형에서 자아효능감과 공정성민감도의 조절효과에 관한 연구 = A Study on Moderating effects of Self-efficacy and Equity Sensitivity in the Job Characteristic Model

국문 초록 (Abstract)

직무가 조직과 구성원들에게 미치는 영향을 설명하는 대표적 이론은 Hackman과 그의 동료들에 의해 개발된 직무특성모형(Job characteristics model)을 들 수 있으며(Griffin, 1987), 직무특성모형은 과거 수 십 년 동안 조직 내 직무재설계에 관련된 이론 중 가장 설득력 있고 이해하기 쉬운 모형중의 하나라고 할 수 있다(Anthony, Perrewe & Kacmar, 1999).
그러나 이렇듯 모형에 대한 높은 관심에도 불구하고 모형을 구성하는 구체적 구성요소들의 문제점과 연구방법에 관련된 비판이 지속적으로 있어왔다. 본 연구에서는 최근 관심을 모으고 있는 두 가지 성격요인인 자아효능감과 공정성민감도를 직무특성모형의 예측력을 증가시킬 수 있는 조절요인으로 제안하고자 한다.
본 연구에서는 직무특성모형의 타당도와 예측력을 증가시키기 위해 1)다양한 문헌고찰을 통한 직무특성모형의 문제점과 한계점을 정리하고, 2)최근 개인의 성과에 중요한 영향요인으로 강조되고 있는 두 가지 성격변수인 자아효능감과 공정성민감도를 새로운 조절변수로 제시하고 이를 실증하였다. 3) 자아효능감과 공정성민감도의 조절효과를 실무경영에 효율적으로 적용할 수 있는 방안에 대해 모색해 보았다.
실증분석을 위해 광주.전남지역의 3개의 대기업과 주요연구기관, 중소기업에 종사하는 종업원 300명을 대상으로 한 설문조사를 통해 핵심직무특성, 직무만족, 조직몰입, 이직의도, 직무성과, 자아효능감, 공정성민감도, 성장욕구강도와의 관계를 조사하였다. 분석결과, 1)직무특성과 직무만족, 조직몰입, 이직의도, 직무성과의 관계에서 긍정적 영향관계임을 증명하였으며, 2) 자아효능감의 조절효과는 위계적 조절회귀분석을 이용하여 증명하고자 하였는데, MPS를 독립변수로 한 분석에서 직무만족, 직무성과와의 관계에서 유의한 조절효과를 증명하였으며, 각 핵심직무특성과의 관계에서 부분적 조절효과를 밝힐 수 있었다. 3) 공정성민감도의 조절효과분석에서는 MPS를 독립변수로 한 위계적 조절회귀분석결과 조절효과가 거의 나타나지 않음을 발견하였으나, 각 핵심직무특성과의 관계에서는 일부 직무특성과의 상호작용효과가 나타남을 제시하였다. 4) 마지막으로 추가분석을 통해 직무특성, 자아효능감, 공정성민감도의 상호작용효과가 존재하는 검증하기 위해 위계적 조절회귀분석을 실시하였으며, 직무만족과 동일시몰입에서 약하지만 세가지 변수의 상호작용효과가 검증되었다.
마지막으로 본 연구결과가 암시하는 이론적, 실무적 시사점은 다음과 같다. 첫째, 직무특성모형에서 그동안 간과하였던 개인차이 변수인 자아효능감과 공정성민감도를 추가하여 새로운 모형으로 확장하고, 기존에 제시된 성장욕구강도의 조절효과와 비교하여 검증하였다는 점이다. 둘째, 자아효능감이 성장욕구강도보다 핵심직무특성과 작업결과를 설명하는데 있어 보다 효과적인 변수라는 점은 현대 조직에서 직무를 설계할 때 높은 자아효능감을 소유한 사람들에게 핵심직무특성수준을 높임으로써 효과적 작업결과를 이끌 수 있을 것이라는 점을 시사하고 있다. 마지막으로 세 가지 변수(직무특성, 자아효능감, 공정성민감도)의 상호작용효과가 직무만족과 일부 조직몰입에서 검증되었다는 사실은 직무설계에서 뿐만 아니라, 전반적 인사관리에 있어 자아효능감과 공정성민감도를 고려할 필요성을 함축하고 있다.

다국어 초록 (Multilingual Abstract)

Over the last three decades, Hackman and Oldham's Job Characteristics Model(JCM) has emerged as one of the most comprehensive and influential research approaches on job design, and It was widely accepted as a conceptual tool for addressing problems related to employee motivation, satisfaction and work performance.
However, in spite of concentrated concern about JCM, criticism has increasingly been voiced regarding specific components of the model, and specific shortcomings of model, specially relating on moderation effect of growth need strength and mediation effect of critical psychological states.
This study investigated some limitations and drawbacks through review and evaluation regarding the research on the JCM.
In view of the results on those reviews, it was suggested that new personality of worker, being able to overcome shortcomings of growth need strength, is more important variables on the job characteristics-work outcomes.
This study suggested two personality variables, self-efficacy and equity sensitivity, as moderators between job characteristics and work outcomes(job satisfaction, organizational commitment, job performance, and employee turnover intention), and was examined this model by hierarchial Moderated Multiple Regression.
Using a sample of 300 workers, the study provided some support for the model's assumption of a moderation effect of self-efficacy on the job characteristics-work outcomes. but equity sensitivity was not supported as a moderation effect on the job characteristics-work outcomes.
The theoretical and practical implications of these findings are discussed and come suggestions are given.

목차 (Table of Contents)

• 제 1 장 서 론 = 1
• 제1절 연구의 필요성과 목적 = 1
• 제2절 논문의 구성 = 7
• 제 2 장 이론적 배경 = 8
• 제1절 직무특성이론 = 8
• 1. 직무특성이론의 배경 = 8
• 2. 직무특성모형(JCM: Job Characteristic Model) = 9
• 3. 직무특성모형 연구의 흐름과 비판 = 14
• 제2절 새로운 조절변수의 모색 = 21
• 1. 자아효능감 = 21
• 2. 공정성민감도 = 31
• 제 3 절 작업결과 = 42
• 1. 직무만족 = 42
• 2. 조직몰입 = 43
• 3. 이직의도와 직무성과 = 44
• 제 3 장 연구모형과 가설설정 = 46
• 제 1 절 연구모형 = 46
• 제 2 절 가설의 설정 = 48
• 1. 핵심직무특성과 작업결과의 관계 = 48
• 2. 조절변수로서의 자아효능감 = 51
• 3. 조절변수로서의 공정성민감도 = 56
• 제 4 장 연구방법 = 61
• 제1절 표본의 구성 = 61
• 제2절 변수의 조작적 정의 = 62
• 1. 핵심직무특성 = 62
• 2. 종업원 태도와 성과 = 63
• 3. 성장욕구강도 = 65
• 4. 자아효능감 = 65
• 5. 공정성민감도 = 65
• 제3절 설문문항의 구성 = 66
• 제4절 분석방법 = 67
• 제 5 장 연구결과 = 68
• 제1절 기초통계 분 = 68
• 1. 자료의 기술통계분석 = 68
• 2. 측정도구의 타당성과 신뢰성 분석 = 70
• 3. 상관관계분석 = 74
• 제2절 가설의 검증 = 75
• 1. 직무특성모형의 검증 = 75
• 2. 자아효능감의 조절효과 = 76
• 3. 공정성민감도의 조절효과 = 83
• 4. 추가분석 = 85
• 제 6 장 결론 = 87
• 제1절 연구의 요약 및 시사점 = 87
• 제2절 연구의 한계 및 미래의 연구방향 = 92
• 참고문헌 = 95
• Abstract = 110
• 부록(설문지) = 112

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