활력네트워크특성이 조직구성원의 태도에 미치는 영향 연구 : 직무특성의 매개효과를 중심으로

국문 초록 (Abstract)

본 연구는 활력네트워크가 직무에 대한 지각과 조직 구성원의 태도에 미치는 영향에 대해 검증하고자 하였다. 자신이 활력을 받는 네트워크의 중심성, 자신에게 활력을 주는 네트워크의 중심성과 활력네트워크의 밀도가 직무특성요인인 과업중요성, 자율성, 피드백 지각에 어떤 영향을 미치는지, 활력네트워크의 특성이 직무특성요인에 대한 지각을 매개로 하여 직무만족과 조직몰입에는 어떤 영향을 미치는지를 검증하고자 하였다. 이를 위해 우정산업 종사자들을 대상으로 활력네트워크에 대한 응답을 얻어 분석하였다. 실증분석 결과 자신이 활력을 받는 네트워크의 중심성은 과업중요성, 자율성과 피드백 지각에 긍정적인 영향을 미쳤으며, 자신이 활력을 주는 네트워크의 중심성은 피드백의 지각에만 긍정적인 영향을 미쳤다. 활력네트워크의 밀도는 직무특성 지각에 유의한 영향을 미치지 못하였다. 과업중요성, 자율성과 피드백 지각은 자신이 활력을 받는 네트워크 중심성과 직무만족과 조직몰입 간의 관계를 매개하였다. 하지만 자신이 활력을 주는 네트워크의 중심성은 자율성만이 자신이 활력을 주는 네트워크의 중심성과 직무만족과 조직몰입 간의 관계를 매개하였다. 연구결과를 토대로 연구의 시사점 및 한계점, 향후 연구방향을 제시하였다.

목차 (Table of Contents)

• <제목 차례>
• 국문초록 ⅵ
• I. 서론 1
• 1. 연구의 필요성 및 목적 1
• 2. 연구의 방법 및 논문 구성 5
• II. 이론적 배경 7
• 1. 긍정조직학 7
• 2. 활력(energy) 8
• 3. 사회 네트워크 이론과 활력네트워크(energizing networks) 16
• 4. 직무특성이론 24
• 5. 네트워크 특성과 직무특성 29
• 가. 활력을 받는 네트워크 중심성과 직무특성 31
• 나. 활력을 주는 네트워크 중심성과 직무특성 32
• 다. 활력네트워크의 밀도와 직무특성 34
• 6. 직무특성요인이 네트워크 특성과 조직구성원의 태도에 미치는 매개효과 35
• 가. 활력제공네트워크가 직무만족에 미치는 효과 37
• 나. 활력제공네트워크가 조직몰입에 미치는 효과 41
• III. 연구모형 45
• 1. 연구모형 45
• IV. 연구방법 및 절차 46
• 1. 분석단위 46
• 2. 연구대상 및 자료수집 방법 46
• 3. 표본의 특성 48
• 가. 응답자의 인구적 특성 48
• 4. 변수의 조작적정의 및 설문지의 구성 49
• 가. 변수의 조작적 정의 49
• 1) 활력네트워크 특성 49
• 가) 활력네트워크의 파악 49
• 나) 활력네트워크의 중심성 50
• 다) 활력네트워크의 밀도 51
• 2) 직무특성요인 52
• 3) 직무만족 52
• 4) 조직몰입 53
• 5) 통제변수 54
• 나. 설문지의 구성 54
• 5. 분석방법 54
• V. 연구결과 56
• 1. 측정도구 평가 56
• 가. 측정도구의 신뢰도 검증 결과 56
• 나. 측정도구의 타당도 검증 결과 56
• 다. 활력네트워크의 네트워크 특성 분석 결과 58
• 2. 가설의 검증 58
• 가. 상관관계 분석 58
• 나. 회귀분석 60
• 다. 매개효과 검증 61
• VI. 연구결과 및 논의 72
• 1. 연구결과 요약 및 시사점 72
• 2. 연구의 한계점 및 향후 연구 방향 76
• <참고문헌> 78
• <Abstract) 103
• <설문서> 106

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