조직구성원의 긍정심리자본이 직무만족과 조직몰입에 미치는 영향 : 중국기업을 중심으로 = The effects of positive psychological capital on job satisfaction and organizational commitment

다국어 초록 (Multilingual Abstract)

Recently, the role of positive psychological capital of an organizational member on organization effectiveness has received serious attention from researchers. However, the previous research has focused mainly on the direct effect of positive psychological capital on organization effectiveness, not paying enough attention on a mediating or a moderating role in their relationship.
In this study, I try to find out a role of positive affect plays in the relationship between his/her positive psychological capital and his/her job satisfaction, organizational commitment, based on previous studies suggesting positive psychological capital cause personal positive affect. We tested the proposed relationships using date from 350 employees in Chinese firms.
Based on advanced literature, we regard positive psychological capital as four factors and organizational commitment as three factors in this study. They are positive psychological capital: ⑴ self-efficacy ⑵ hope ⑶ optimism ⑷ resiliency and organizational commitment: ⑴ affective commitment ⑵ continuance commitment ⑶ normative commitment. According to these factors, we built research model and posited five hypotheses as follow.
H1: Positive psychological capital(self-efficacy, hope, optimism, resiliency) is positively(+) related to positive affect.
H2: Positive psychological capital(self-efficacy, hope, optimism, resiliency) is positively(+) related to job satisfaction.
H3: Positive psychological capital(self-efficacy, hope, optimism, resiliency) is positively(+) related to organizational commitment(affective commitment， continuance commitment， normative commitment).
H4: Positive affect is positively(+) related to job satisfaction.
H5: Positive affect is positively(+) related to organizational commitment(affective commitment， continuance commitment， normative commitment).
H6: Through the mediation of positive affect, positive psychological capital(self-efficacy, hope, optimism, resiliency) has a positive(+) association with job satisfaction.

With empirical analysis, the main finding come as follow:
Firstly, Self-efficacy, hope, optimism, resiliency has a significant positive(+) effect on positive affect. And self-efficacy, resiliency has a significant positive(+) effect on job satisfaction. Positive psychological capital has a partly effect on organizational commitment.
Secondly, Positive affect has a significant positive(+) effect on job satisfaction and organizational commitment.
Thirdly, Through the mediation of positive affect, self-efficacy, resiliency are indirectly and positive(+) associated with job satisfaction. Through the mediation of positive affect, positive psychological capital is a partly associated with affective commitment and continuance commitment.

목차 (Table of Contents)

• 제 1 장 서론
• 제1절 연구의 배경 및 목적 1 제2절 연구방법 및 논문구성 4
• 제 2 장 이론적 배경
• 제1절 긍정심리자본 5
• 1. 긍정심리자본의 개념 5
• 2. 긍정심리자본의 구성요인 8
• 3. 긍정심리자본의 대한 선행 연구 14
• 제2절 긍정적 정서 18
• 1. 긍정적 정서의 개념 18
• 2. 긍정적 정서에 대한 선행 연구 19
• 제3절 직무만족 21
• 1. 직무만족의 개념 21
• 2. 직무만족의 결정요인 24
• 3. 직무만족에 대한 선행연구 26
• 제4절 조직몰입 28
• 1. 조직몰입의 개념 28
• 2. 조직몰입의 유형 30
• 3. 조직몰입에 대한 선행연구 33
• 제6절 관련변수들 간의 관계에 관한 선행연구 35
• 1. 긍정심리자본과 긍정적 정서의 관계 35
• 2. 긍정심리자본과 직무만족의 관계 36
• 3. 긍정심리자본과 조직몰입의 관계 37
• 4. 긍정적 정서와 직무만족의 관계 38
• 5. 긍정적 정서와 조직몰입의 관계 39
• 제 3 장 연구설계
• 제1절 연구모형 및 가설설정 40
• 1. 연구모형 40
• 2. 가설설정 41
• 제2절 변수의 조작적 정의 및 측정방법 49
• 1. 긍정심리자본 49
• 2. 긍정적 정서 49
• 3. 직무만족 50
• 4. 조직몰입 50
• 제 4 장 실증분석 결과
• 제1절 측정 도구 및 분석방법 51
• 제2절 표본의 인구통계학적 특성 53
• 제3절 타당성과 신뢰성 분석 55
• 제4절 상관관계 분석 60
• 제5절 가설검증 62
• 제 5 장 결론
• 제1절 연구의 요약 및 시사점 85
• 제2절 연구의 한계점 및 향후과제 89
• 참고문헌 90
• 설 문 지 110
• 영문초록 122