개인-업무환경 적합성이 선제적 행동에 미치는 영향에 관한 연구 : 조직매력성의 매개역할을 중심으로 = The Effect of Mediation Role of Organization Attractiveness on the Relationship between Person-Task Environment Fit and the Proactive Behavior

다국어 초록 (Multilingual Abstract)

Recently the enterprises which are being in mega competition environment are focusing on most effort which take possession of a high competitive advantage. The enterprises recognize the importance of the human competitive power which is a source of competitive advantage from the economic structure which the focus of production is changing in the business community in the focus of knowledge and the possession of human power is what gives them a competitive advantages. Not only the creation, innovation activity in the source of human competitive power but also study the research which proactive behavior become accomplished and the advanced from the various point. From the research, It found Person-Task environment fit that the cause is proactive behavior that are voluntary and progressive behavior. Also it found psychological process which reached proactive behavior by examines the mediation role of Organization Attractiveness.
Despite the point of view Person-Task environment fit researches are various, It focused on the Person- Organization fit, Person-Job fit. It examines personal's perception with two point of view and Person-Supervisor fit. Also the fits examined differential effect of proactive behavior each. And It examined differential effect of proactive behavior through mediation role of organization Attractiveness. it distributed 300 questionnaires to the employee for the researches. As a result of research Person-Organization, Person-Job fits have influence on proactive behavior and Person-Organization fit has an effect on proactive behavior through the full mediation. so it found that the cause which effect on proactive behavior is the Person- Task fit. Stand on like this research result, discussed current point and following research direction.

목차 (Table of Contents)

• 제 1장 서론 = 1
• 제 1절 문제제기 및 연구목적 = 1
• 제 2 절 연구의 범위 및 구성 = 5
• 제 2 장 이론적 배경 = 6
• 제 1 절 개인-업무환경의 적합성 = 6
• 1. 업무환경 적합성의 다차원 개념 = 6
• 2. 개인-조직 적합성 = 9
• 3. 개인-직무 적합성 = 17
• 4. 개인-상사 적합성 = 22
• 제 2 절 개인-업무환경 적합성과 조직 유효성의 관계 = 25
• 1. 개인-업무환경 적합성과 조직매력성 = 25
• 2. 개인-업무환경 적합성과 선제적 행동 = 27
• 제 3장 연구모형 및 연구가설 = 32
• 제 1절 연구모형 = 32
• 제 2절 연구가설의 설정 = 33
• 1. 개인-업무환경 적합성과 선제적 행동과의 관계 = 33
• 2. 개인-업무환경 적합성과 조직매력성과의 관계 = 35
• 3. 조직매력성과 선제적 행동과의 관계 = 35
• 4. 조직매력성의 선제적 행동에 대한 매개역할 = 36
• 제 4장 연구조사방법 = 37
• 제 1 절 변수의 조작적 정의 = 37
• 1. 변수의 조작적 정의 = 37
• 2. 설문구성 = 38
• 3. 표본선정 및 분석방법 = 39
• 제 5 장 실증분석 및 가설검증 = 40
• 제 1 절 실증분석 = 40
• 1. 표본의 특성 = 40
• 2. 신뢰성 및 타당성 분석 = 42
• 제 2 절 가설검증 = 47
• 제 6장 결론 = 55
• 제 1 절 연구결과의 요약 및 시사점 = 55
• 제 2 절 연구의 한계점과 앞으로의 연구방향 = 59
• 참고문헌 = 60
• 설문지 = 68