조직 구성원들의 정서 경험:요인구조의 동등성 및 타당도 분석 = Measuring Affects in Organization:Measurement Equivalence and its Validity

다국어 초록 (Multilingual Abstract)

The present study examined the factor structure of affect in organization. Assuming the factor structural differences in affect between in everyday life and in organizational life, we developed 26 adjectives based on interview results from 24 employees and exploratory factor analysis. Confirmatory factor analysis results showed 4 factor-structure(Passion, Relief, Anger, and Frustration) was better fitted to the data than any other models. This solution failed to show evidences for measurement equivalence between students and employees sample, results of differential item functioning(DIF) analysis revealed that 22 of 26 items displayed uniform or nonuniform DIF. No evidence was observed for the bipolarities of any pair of the 4 affect dimensions. However, results of correlation and regression analysis with other variables such as personalities and performances demonstrated scale's convergent, discriminant, and predictive validities. Findings, limitations, and implications were discussed with reference to theoretical framework proposed for understanding the role of affect in organization.

국문 초록 (Abstract)

본 연구는 조직 장면에서 구성원들을 대상으로 직장에서 경험하는 정서 구조를 파악하고자 하였다. 일상 생활 장면과 기업조직에서는 경험하는 정서 구조가 다를 수 있다는 인식 아래, 24명의 직장인들을 대상으로 한 면접과 탐색적 요인분석결과를 참조하여 26개의 정서형용사가 본 연구에 포함되었다. 조직 형용사 척도에 대한 구조를 분석하기 위한 확인적 요인 분석결과, 4요인 모형이 다른 경쟁 모형보다 적합도가 높은 것으로 나타났고 이들을 각각 열정, 평안, 화, 좌절이라고 명명하였다. 이 정서구조는 대학생 집단과 비교해 볼 때, 요인구조의 동등성이 검증되지 않았으며, 문항반응이론에 따른 분석결과, 4개의 형용사를 제외한 22개의 형용사들이 잠재요인과의 관련성 및 반응위치 상에서 차이를 보였다. 정서요인들 간에는 양극성 차원을 지지해 줄 근거를 찾지 못하였고, 4개 요인간에는 유의한 상관이 있었으며, 개인 성격과 변별되는 구조를 가지고 있었고 조직 효과성 변인에도 각 요인의 고유한 설명력이 있는 것으로 나타났다. 향후에는 본 연구의 몇 가지 한계점을 보완하여 정서구조에 대한 포괄적이고 심층적인 비교 및 검증이 필요하며 조직원들이 경험하는 정서 구조를 바탕으로, 다양한 연구들이 진행될 수 있음을 논의하였다.

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