일가치감의 결정요인과 조직효과성 = Determinants of perceived value of work and organizational effectivenes

다국어 초록 (Multilingual Abstract)

This study includes three main streams. First, the concept of perceived value of work (PVW) was established and its determinants were identified. Second, the effect of PVW and its determinants on organizational effectiveness variables were tested. Lastly, it was tested if this effect was moderated by work values.
For the study, the scale of PVW was operationally defined as cognitive evaluations that one is valuable and greatly needed by one's organization as well as subsequent positive emotional responses and developed through the broad reviews of previous work motivation-related theories and field researches.
In a preliminary study, three factors of PVW was found as work-related value, self-related value, and value-related emotion and its determinants were also found by and exploratory factor analysis; 1) job significance as a dimension of job attribute, 2) process efficiency as a dimension of work process, 3) product usefulness as a dimension of work result, 4) vision realizability as a dimension of individual vision, 5) social recognition as a dimension of social evaluation.
In the Study 1, confirmatory factor analyses were implemented to establish the scale of PVW and its determinants. It was found that PVW and its determinant were different and reliable variable, and PVW was distinguished from job satisfaction. Additionally, it was found that intrinsic reward orientation and extrinsic reward orientation were differentiated.
In the Study 2, proposed hypotheses were tested. First, the effect of PVW determinants on PVW was examined controlling for the impact of demographical variables. As a result, all the main effects of PVW determinants rated in terms of a current state were found significant, but none main effects of PVW determinants rated in terms of importance were found significant. However, the interaction effects between the current state ratings and importance ratings of job significance, product usefulness, and vision realizability reached significance levels. That is, when those who thought these three factors were important were not satisfied with them, their PVW became lower but higher when satisfied with them than those who did not think these three factors were important.
Second, the effect of PVW, intrinsic/extrinsic reward orientation, and their interaction on job satisfaction, job commitment, and job motivation were analyzed controlling for the impact of demographical variables. It was found that the effects of PVW and intrinsic/extrinsic reward orientation were significant. Especially, when PVW were lower, job motivation and job commitment of the intrinsic reward orientation group rather than the extrinsic reward orientation group were higher, but when PVW were higher, the difference of job motivation and job commitment between two groups were very small.
Third, it was tested if the effect of PVW determinants on the organizational effectiveness variables were mediated by PVW. As a result, it was found that all the effects of five PVW determinants on organizational effectiveness variables were partially mediated by PVW, but the effect of job significance on job satisfaction was fully mediated by PVW. However, the mediation(indirect) effect were larger than the direct effect, which showed that five PVW played an important mediating role between five PVW determinants and organizational effectiveness variables.
In Study 3, it was tried to prove that the increase of PVW determinants leads to that of PVW. For this, task value creation(TVC) program was developed and it attempted to verify the effect of TVC program using a pre/post experimental design. The result was that the experimental group that participated in the TVC program showed the significant increase of the other four PVW determinants except for job significance. However, the control group did not show any increase of PVW determinants.
This study has a theoretical contribution in that it established the concept of PVW, empirically identified its determinants, found the effect of PVW on organizational effectiveness variables such as job satisfaction, job commitment, and job motivation, and lastly discovered the above effect was moderated by personal value. Moreover, TVC program was developed and it proved that boosting up PVW determinants leaded to PVW based on this study.

목차 (Table of Contents)

• 목차 = ⅰ
• 논문 개요 = ⅶ
• 제1장. 서론 = 1
• 제2장. 이론적 배경 = 5
• 제1절. 일(work)이란 무엇인가? = 5
• 1. 일의 정의 = 5
• 2. 일의 역할과 기능 = 7
• 3. 일가치(work values) = 9
• 제2절. 일가치감이란 무엇인가? = 20
• 제3장. 예비연구 = 30
• 제1절. 연구목적 = 30
• 제2절. 일가치감의 결정요인에 대한 사례연구 = 30
• 1. 방법 및 절차 = 30
• 2. 분석결과 = 31
• 제3절. 일가치감 및 일가치감 결정요인에 대한 탐색적 요인분석 = 35
• 1. 방법 및 절차 = 35
• 2. 분석결과 = 38
• 제4절. 논의 = 44
• 제4장. 본 연구의 가설 및 연구모형 = 45
• 제1절. 일가치감 결정요인 = 45
• 1. 업무특성 차원: 업무의 중요성 = 45
• 2. 업무수행 과정 차원: 과정의 효율성 = 51
• 3. 업무수행 결과 차원: 결과의 유용성 = 56
• 4. 개인비전 차원: 비전의 실현성 = 60
• 5. 사회적 평가 차원: 사회적 인정 = 63
• 제2절. 조직효과성 = 68
• 1. 직무만족 = 69
• 2. 직무몰입 = 70
• 3. 직무동기 = 72
• 제3절. 개인의 일가치 = 74
• 1. 일가치감 결정요인들에 대한 중요도 판단 = 74
• 2. 내/외 보상 지향성 = 77
• 제4절. 연구가설 = 83
• 제5장. 연구 1: 척도개발 = 88
• 제1절. 연구의 목적 = 88
• 제2절. 방법 및 절차 = 88
• 1. 조사 대상자 = 88
• 2. 조사방법 = 90
• 3. 질문지 구성 = 90
• 4. 분석방법 = 94
• 제3절. 분석결과 = 96
• 1. 일가치감과 직무만족간 구성개념 타당화 = 96
• 2. 일가치감 결정요인, 일가치감 및 조직효과성 척도에 대한 확인적 요인분석 결과 = 98
• 3. 내/외 보상 지향성에 대한 확인적 요인분석 결과 = 102
• 제4절. 논의 = 105
• 제6장. 연구 2: 가설검증 = 109
• 제1절. 연구목적 = 109
• 제2절. 방법 및 절차 = 111
• 1. 조사대상자 = 111
• 2. 조사도구 = 111
• 3. 분석방법 = 113
• 제3절. 분석결과 = 114
• 1. 일가치감 결정요인들이 일가치감에 미치는 영향 = 114
• 2. 일가치감이 조직효과성에 미치는 영향 = 122
• 3. 일가치감의 매개효과 검증 = 128
• 제4절. 논의 = 133
• 제7장. 연구 3: 현장실험 = 141
• 제1절. 연구목적 = 141
• 제2절. 방법 및 절차= 142
• 1. 실험설계 = 142
• 2. 참여자 = 143
• 3. 실험절차 = 143
• 4. 독립변인 = 145
• 5. 종속변인 = 148
• 제3절. 분석결과 = 149
• 1. 일가치감 결정요인(독립변인)의 변화 = 149
• 2. 일가치감(종속변인)의 변화 = 154
• 제4절. 논의 = 156
• 제8장. 전체 논의 = 159
• 제1절. 연구결과들에 대한 논의 및 시사점 = 159
• 1. 일가치감에 대한 논의 및 시사점 = 159
• 2. 일가치감 결정요인에 대한 논의 및 시사점 = 161
• 3. 내/외 보상 지향성의 조절효과에 대한 논의 및 시사점 = 165
• 4. 현장실험 결과에 대한 논의 및 시사점 = 167
• 제2절. 연구의 제한점 및 제언 = 168
• 참고문헌 = 173
• 부록 1 설문지 = 195
• 부록 2 일가치감 및 직무만족에 대한 공분산 행렬 = 203
• 부록 3 일가치감 결정요인, 일가치감, 및 조직효과성 변인들에 대한 공분산 행렬 및 확인적 요인분석 프로그램 = 204
• 부록 4 내/외 보상 지향성 변인에 대한 공분산 행렬 및 확인적 요인분석 프로그램 = 208
• 부록 5 일가치감, 직무만족, 직무몰입, 및 직무동기에 대한 인구통계 집단별 평균과 표준편차 = 209
• Abstract = 211