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

참고문헌 (Reference)

1. Tust, Gambetta, , 1988

2. Mental energy, Lykken, , 2005

3. Work redesign, Hackman, J. Richard, Addison-Wesley, , 1980

4. Networking smart, Baker, , 1994

5. Emotion experience, Frijda, , 2005

6. Emotional contagion, Hatfield, Elaine, Cambridge University Press, Emotional Contagion, , 1994

7. Work and Motivation, Vroom, V. H., , 2000

8. The healing connection, Miller, Stiver, , 1997

9. Emotions in organizations, Elfenbein, , 2007

10. The human group (5th ed.), Homans, , 1951

11. 사회 네트워크 분석, 손동원, 經文社, 사회네트워크분석, , 2005

12. Network data and measurement, Marsden, , 1990

13. Thriving at work a diary study, Sonnentag, Niessen, Sach, , 2012

14. Creating sustainable performance, Porath, Spreitzer, , 2012

15. Employee Organizational Linkages, Mowday, Porter, Steers, Employee-organizational linkages, , 1982

16. Four ways five factors are basic, Costa, McCrae, , 1992

17. Unleashing organizational energy, Bruch, Ghoshal, , 2003

18. Social networks and organizations, Kilduff, Martin, SAGE, , 2003

19. EmotionintheWorkplace:AReappraisal, Ashfoth, Emotion in the workplace: A reappraisal, , 1995

20. Positiveorganizational scholarship, Qu inn, Dutton, Cameron, Positive organizational scholarship, , 2003

21. Theories of communication networks, Monge, Peter R, Oxford University Press, Theories of communication networks, , 2003

22. The Hidden Power of Social Networks, Parker, Cross, The hidden power of social networks, , 2004

23. Social network analysis : a handbook, Scott, John, SAGE Publications, , 2005

24. Thefunctionandmeaningofworkandthejob, Morse, Weiss, The function and meaning of work and the job, , 1955

25. Measuring and assessing organizations, Van de Ven, Andrew H, Wiley, Measuring and assessing organizations, , 1980

26. The biopsychology of mood and arousal, Thayer, Robert E, Oxford University Press, The biopsychology of mood and arousal, , 1989

27. Coordination as energy-in-conversation, Qu inn, Dutton, , 2005

28. Introduction to social network methods, Hanneman, R. A, , 2005

29. Network analysis in the social science, Borgatti, Mehra, Labianca, Brass, , 2009

30. The contingent value of social capital, Burt, , 1997

31. Why Does Affect Matter inOrganizations, sigal G, , 2007

32. The focused organization of social ties, Feld, , 1981

33. Job design: A social network perspective, Brass, Kilduff, , 2010

34. The Job Demands-Resources Model ofBurnout, Wilmar B.Schaufeli, The job demands-resources model of burnout, , 2001

35. Communication networks. In Berkowitz (Ed.), Shaw, , 1964

36. Charged up: Creating energy in organizations, Cross, Parker, , 2004

37. Intraorganizational Networks: The Micro Side, Brass, Krackhardt, Intraorganizational networks: The micro side, , 1994

38. Measurement of perceived task characteristics, Aldag, Barr, Brief, , 1981

39. Charisma, positive emotions and mood contagion, Ilies, Bono, "Charisma, , 2006

40. One being positive: Concerns and counter points, Fineman, , 2006

41. Prominence. In R. S. Burt, & M. J. Miner (Eds.), Burt, Knoke, "Prominence. In R. S. Burt, , 1983

42. Social capital in the creating of human capital, Coleman, , 1988

43. The support of autonomy and control of behavior, Deci, Ryan, , 1985

44. Affective job insecurity and risk taking at work, Storseth, , 2007

45. Mood and emotions in small groups and work teams, Barsade, Kelly, , 2001

46. Social network analysis : methods and applications, Wasserman, Stanley, Cambridge University Press, , 1994

47. Toward a construct definition of positive deviance, Sonenshein, Spreitzer, , 2004

48. The role of affective experience in work motivation, Seo, Bartunek, Barrett, , 2004

49. The role of positive emotions in positivepsychology, Fredrickson, The role of positive emotions in positive psychology, , 2001

50. Building sustainable organizations: The human factor, Pfeffer, , 2010

51. Reliability of measures of centrality and prominence, Hlebec, Zemljic, , 2005

52. Antecedents and Outcomes of Organizational Commitment, Steers, Antecedents and outcomes of organizational commitment, , 1977

53. Charged up: Managing the energy that drives innovation, Parker, Cross, Linder, , 2006

54. Centrality in social networks: Conceptual clarification, Freeman, Centrality in social networks conceptual clarification, , 1979

55. Some correlates of communication roles in organizations, O’Reilly, III, Roberts, , 1979

56. Emotion in the workplace: The new challenge for managers, Ashkanasy, Dous, , 2002

57. Ucinet for Windows: Software for Social Network Analysis, Borgatti, S. P., UCINET for windows: Software for social network analysis, , 2002

58. Work desing. In W. Borman, D. Ilgen, & R. Klimoski (Eds.), Campion, Morgeson, "Work desing. In W. Borman, , 2003

59. Manage your energy, not your time. Harvard Business Review, Schwartz, "Manage your energy, , 2007

60. Emotional energy as the common dominator of rational action, Collins, , 1993

61. The development of markers for the Big-Fivefactor structure, Goldberg, Goldberg, L. R., The development of markers for the big five factor structure, , 1992

62. The role of affectivity in job satisfaction: A meta-analysis, Viswesvaran, Connolly, , 2000

63. Beyond the three-component model of organizational commitment, Roe, Solinger, , 2008

64. Social Networks and the Performance of Individuals and Groups, M.L.Kraimer, R.C.Liden, Sparrowe, Social networks and the performance of individuals and groups, , 2001

65. Social contagion and social structure. In D., Oacobucci (Ed.), Janicik, Burt, "Social contagion and social structure. In D., , 1996

66. The ties that torture: Simmelian tie analysisin organizations, Krackhardt, The ties that torture: Simmelian tie analysis in organizations, , 1999

67. Bowling alone : the collapse and revival of American community, Putnam, Robert D., Simon & Schuster, Bowling alone: The collapse and revival of American community, , 2000

68. Identification and some conditions of organization involvement, Brown, , 1969

69. Organizational energy . In K. Cameron & G. M. Spreitzer (Eds.), Vogel, Bruch, , 2011

70. Activation theory and job design: Review and reconceptualization, Gardner, Cummings, , 1988

71. Conservation of resources: a new attempt atconceptualizingstress, Hobfoll, Conservation of resources: A new attempt at conceptualizing stress, , 1989

72. Putting job design in context: Introduction to the special issue, Fried, Grant, Parker, Frese, , 2010

73. The nature and causes of job satisfaction. In M. D.Dunnette (Ed.), Locke, The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), , 1976

74. Mood contagion”: The automatic transfer of moods between persons, Neumann, Strack, , 2000

75. Service with a Smile: Emotional Contagion In the Service Encounter, Pugh, Service with a smile: Emotional contagion in the service encounter, , 2001

76. Social density and mental health. In P. V. Marsedn & N. Lin (Eds.), Kadushin, , 1982

77. Communication in Our Lives, Fith Edition, Wadsworth Genage Learning, Wood, "Communication in Our Lives, , 2012

78. Emotional contagion: Behavioral induction in individuals and groups, Schoenewolf, Emotional contagion: Behavioral induction in individuals and groups:, , 1990

79. The role of energy-in-conversation in leading organizational change, Virgilio, Ludema, , 2007

80. Determinants and Consequences of Employee DisplayedPositive Emotions, Tsai, Determinants and consequences of employee displayed positive emotions, , 2001

81. Job characteristics and the creativity of frontline service employees, Coelho, Augusto, , 2010

82. Taking stock of Networks and Organizations: A Multi-Level Perspective, Tsai,Wenpin, Greve,H.R., Galaskiewicz,J., Brass,D.J., Taking stock of networks and organizations: A multilevel perspective, , 2004

83. Organizations, emotion and the myth of rationality, In S. Fineman (Ed.), Mumby, Putnam, "Organizations, , 1993

84. Social contagion and innovation: cohesion versus structural equivalence, Burt, , 1987

85. Factos influencing the relation between extraversion and pleasant affect, Fujita, Lucas, , 2000

86. Mediational inferences in organizational research: Then, now, and beyond, Bergh, DeShon, Mathieu, "Mediational inferences in organizational research: Then, , 2008

87. Relational job design and the motivation to make a prosocial differences, Grant, , 2007

88. The construct validity of vigor and its antecedents: A qualitative study, Sharga, Shirom, , 2009

89. Potential power and power use; an investigation of structure and behavior, Burkhardt, Brass, Potential power and power use: An investigation of structure and behavior, , 1993

90. The effects of physical fitness and feeling vigorous on self-rated health, Melamed, Shapira, Shirom, Berliner, Toker, , 2008

91. The validity of the job characteristics model: A review and meta-analysis, Gerald, Yitzhak, The validity of the job characteristics model: A review and meta-analysis, , 1987

92. Your love lifts me higher! The energizing quality of secure relationships, Carnelley, Sedikides, Luke, , 2012

93. Energy at work: A measurement validation and linkage to unit effectiveness, Vogel, Cole, Bruch, , 2011

94. Energy management of people in organizations: A review and research agenda, Schippers, Hogenes, , 2011

95. Feeling energetic at work: On vigor’s antecedents, In A. B. Bakker (Ed.), Shirom, "Feeling energetic at work: On vigor’s antecedents, , 2010

96. Not what it was and not what it will be: The future of job design research, Hackman, Oldham, , 2010

97. The ripple effect : Emotional contagion and itsinfluence on group behavior, Barsade, The ripple effect: Emotional contagion and its influence on group behavior, , 2002

98. Personality and job satisfaction: The mediating role of job characteristics, Bono, Judge, Locke, , 2000

99. Directand indirecteffectsof third-party relationships on interpersonal trust, Ferrin, , 2006

100. Leader-member exchange, feelings of energy, and involvement in creative work, Atwater, Carmeli, "Leader-member exchange, , 2009

101. Collaboration networks, structural holes and innovation: A longitudinal study, Ahuja,G., "Collaboration networks, , 2000

102. Energizing others in work connections, In J. E. Dutton, & B. R. Ragins (Eds.), Qu inn, "Energizing others in work connections, , 2007

103. Job and work design : organizing work to promote well-being and effectiveness, Parker, Sharon, Sage Publications, , 1998

104. The role of potential loss in the influence of affect on risk-taking behavior, Isen, Arkes, Herren, , 1988

105. A revision of the Job Diagnostic Survey: Elimination of a measurement artifact, Drasgow, Idaszak, A revision of the job diagnostic survey: Elimination of a measurement artifact, , 1987

106. Helping students manage their energy: Taking their pulse with the energy audit, Spreitzer, Grant, , 2012

107. Emotions in the Workplace:TheNeglected Side of Organizational Life Introduction, Fox Suzy, Emotions in the workplace: The neglected side of organizational life introduction, , 2002

108. Job and team design: Toward a more integrative conceptualization of work design, Morgeson, Humphrey, , 2008

109. Multiple roles and role strain: Some notes on human energy, time and commitment, Marks, "Multiple roles and role strain: Some notes on human energy, , 1977

110. Trust, connectivity, and thriving: Implications for innovative behaviors at work, Spreitzer, Carmeli, "Trust, , 2009

111. Gender and the effects of demographics, status, and work values on work centrality, Mannheim, "Gender and the effects of demographics, , 1993

112. Giving commitment: Employee support programs and the prosocial sensemaking process, Rosso, Grant, Dutton, , 2008

113. Group social capital andgroup effectiveness: The role of informal socializing ties, Chung, Labianca, Group social capital and group effectiveness: The role of informal socializing ties, , 2004

114. Connected: The surprising power of our social networks and how they shape our lives, Fowler, Christakis, , 2009

115. Energize your workplace : how to create and sustain high-quality connections at work, Dutton, Jane E, Jossey-Bass, , 2003

116. Job characteristics, flow, and performance: The moderating role of conscientiousness, Demerouti, "Job characteristics, , 2006

117. When competence is irrelevant: The role of interpersonal affect in task-related ties, Lobo, Casciaro, , 2008

118. 7 redesigning work design theories: The rise of relational and proactive perspectives, Parker, Grant, , 2009

119. A social network perspective on organizational psychology In S. W. J. Kozlowski (Ed.), Brass, , 2012

120. Corporate SocialPerformance and Organizational Attractiveness toProspective Employees, Greening, Turban, Corporate social performance and organizational attractiveness to prospective employees, , 1996

121. Positive relationships at work: An introduction and invitation, In J. E. Dutton (Ed.), Ragins, Dutton, "Positive relationships at work: An introduction and invitation, , 2007

122. Structural relationships, job characteristics, and workersatisfaction and performance, Brass, "Structural relationships, , 1981

123. The creative-destructive process of organizational change: The case of the post office, Biggart, , 1977

124. Being in the right place: A structural analysis of individual influence in organization, Brass, , 1984

125. Building organizational commitment : the socialization of managers in workorganizations, Buhanan.B, , 1974

126. The effect of mood on creativity in the innovation process,” In L. V. Shavinina (Ed.), Kaufmann, "The effect of mood on creativity in the innovation process, , 2003

127. Boundary control: The social ordering of work and family time in a high-tech corporation, Perlow, , 1998

128. Emotion helpers: The role of high positive affectivity and high self-monitoring managers, Kilduff, Anand, Toegel, , 2007

129. How long do you benefit from vacation? A closer look at the fade-out of vacation effects, Sonnentag, Kuhnel, , 2010

130. Sourcesof support and expatriate performance: The mediating role ofexpatriate adjustment, Kraimer, Wayne, Jaworski, , 2001

131. Changes in workers, work, and organizations. In W. Borman, R. Klimoski, & D. Ilgen (Eds.), Cascio, "Changes in workers, , 2003

132. The meaning of work: The challenge of regaining employee engagement and reducing cynicism, Cartwright, Holmes, , 2006

133. Back to basics: Learning about employee energy and motivation from running on my treadmill, Welbourne, Andrews, , 2005

134. Men's and women's networks: A study of interactionpatterns and influence in an organization, Brass, men’s and women’s networks: A study of interaction patterns and influence in an organization, , 1985

135. Development and validation of briefmeasures of positive and negative affect:The PANAS Scales, 교육인적자원부 보도자료, Development and validation of brief measures of positive and negative affect: The PANAS scales, , 1998

136. EmotionalBalancingofOrganizationalContinuityandRadicalChange:TheContributionofMiddleManagers, Huy, , 2002

137. Team effectiveness 1997-2007: A reviews of recent advancements and a glimpse into the future, Mathieu, Gilson, Rapp, Maynard, , 2008

138. On energy, personality, and health: Subjective vitality as a dynamic reflection of well-being, Fredrick, Ryan, "On energy, , 1997

139. Service with a smile and encounter satisfaction: Emotional contagion and appraisal mechanisms, Grandey, Barger, Barger, Patricia. B., , 2006

140. Transformational leadership and job behaviors: The mediating role of core job characteristics, Ronald F.P, Jason A.Colquitt, , 2006

141. Gender differences in organizational commitment: Influences of work positions and family roles, Kalleberg, Marsden, Cook, , 1993

142. Recent developments in network measurement In P. J. Carrington, J. Scott & S. Wasserman (Eds.), Marsden, "Recent developments in network measurement In P. J. Carrington, , 2005

143. Fully charged : how great leaders boost their organization's energy and ignite high performance, Bruch, Heike, Harvard Business Press, , 2011

144. A relational perspective on turnover: Examing structural, attitudinal, and behavioral predictors, Henagan, Settoon, Mossholder, "A relational perspective on turnover: Examing structural, , 2005

145. Deliberate versus emergent strategies: A case study of information technology in the post office, Fuller-Love, Cooper, , 2000

146. 조직 활력을 위한 저성과자 관리의 효과적 접근방안. KEF Compensation Quarterly, 이승윤, , 2012

147. Personality disorder in social networks: Network position as a marker of interpersonal dysfunction, Clifton, Turkheimer, Oltmanns, , 2009

148. Social Networks, Personal Values, and Creativity: Evidence for Curvilinear and Interaction Effects, Choi, Shin, Daniel J.B, Zhang, Zhou, "Social networks, , 2009

149. Age-based faultlines and perceived productive energy: The moderation of transformational leadership, Kunze, Bruch, , 2010

150. Clarifying conditions and decision points for mediational type inferences in organizational behavior, Taylor, Mathieu, , 2006

151. Explaining IJV survival in a transitional economy through social exchange and knowledge perspectives, Lyles, Steensma, , 2000

152. Reflections on the looking glass: A review of research on feedback-seeking behavior in organizations, Ashford, Blatt, Walle, , 2003

153. Designing jobs to do good: Dimensions and psychological consequences of prosocial job characteristics, Grant, , 2008

154. Learning and performance in multidisciplinary teams: The importance of collective team identification, Van der Vegt, Bunderson, , 2005

155. A review and meta-anlysis of the antecedents, correlates and consequences of organizational commitment, Mathieu, Zajac, "A review and meta-anlysis of the antecedents, , 1990

156. Discriminant Validation of Measuresof Job Satisfaction, Job Involvement, and Organizational Commitment, D.W.Russell, "Discriminant validation of measures of job satisfaction, , 1988

157. Social networkers: Measuring and examining individual differences in propensity to connect with others, Holman, Totterdell, Hukin, , 2008

158. Who helps and harms whom? Relational antecedents of interpersonal helping and harming in organizations, R.S.Dalal, Venkataramani, , 2007

159. An alternative to bureaucratic impersonality and emotional labor: Bounded emotionality at the body shop, Martin, Beckman, , 1998

160. Building a sustainable model of human energy in organizations: Exploring the critical role of resources, Spreitzer, Qu inn, Lam, , 2012

161. Mission possible? The performance of prosocially motivated employees depends on manager trustworthiness, Grant, Sumanth, , 2009

162. Sparking knowledge processes: A social network analysis of organizational energizers and social capital, Reinke, , 2005

163. Proximal job characteristics, feeling of empowerment, and intrinsic motivation: A multidimensional model, Senecal, Koestnet, Gagne, "Proximal job characteristics, , 1997

164. Staying vigorous until work is over: The role of trait vigour, day-specific work experiences and recovery, Sonnentag, Niessen, "Staying vigorous until work is over: The role of trait vigour, , 2008

165. The strength of strong ties: The importance of philos in organizations. In N. Nohria & R. G. Eccles (Eds.), Karckhardt, , 1992

166. Driving results through social networks: How top organizations leverage networks for performance and growth, Thomas, Cross, , 2009

167. The relationship of the job demands-control-support model with vigor across time: Testing for reciprocality, Shirom, Armon, Shumuel, , 2012

168. 조직 내 개인의 멘토링 네트워크 특성이 멘토링 기능에 미치는 영향에 관한 연구, 김민수, 김민정, 오홍석, 한국심리학회, "한국심리학회지: 산업 및 조직, , 2006

169. Power, social influence, and sensemaking: Effects of network centrality and proximity on employee perceptions, Ibarra, Andrews, "Power, , 1993

170. From ego-depletion to vitality :Theory and findings concerning the facilitation of energyavailable to the self, Deci, Ryan, From ego depletion to vitality: Theory and findings concerning the facilitation of energy available to the self, , 2008

171. Growth need strength and context satisfactions as moderators of the relations of the job characteristics model, Tetrick, Tiegs, Fried, , 1992

172. The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions, Grant, "The significance of task significance: Job performance effects, , 2008

173. The structure andfunction of collective constructs: Implications for multilevelresearch and theory development, Hofmann, Morgeson, The structure and function of collective constructs: Implications for multilevel research and theory development, , 1999

174. A longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit, Cot?, Morgan, "A longitudinal analysis of the association between emotion regulation, , 2002

175. From persistence to pursuit: A longitudinal examination of momentum during the early stages of strategic change, Jansen, , 2004

176. Positive organizationalnetwork analysis and energizing relationships. In K.Cameron, J. Dutton, & R. Quinn(Eds.), Wooten, Baker.W, Cross, "Positive organizational network analysis and energizing relationships. In K. Cameron, , 2003

177. Introduction: What is positive about positive organizational scholarship?. In K. Cameron & G. M. Spreitzer (Eds.), Spreitzer, Cameron, , 2011

178. Changing Patterns or Patterns ofChange: The Effects of a Change in Technology on Social NetworkStructure and Power, Burkhardt, Brass, Changing patterns or patterns of change: The effects of a change in technology on social network structure and power, , 1990

179. It’s the connections: The network perspective in interorganizational research. Academy of Management Perspective, Milanov, Gozubuyuk, Zaheer, , 2010

180. Moderating effects of gender and organizational level between role stress and job satisfaction among hotel employees, Murrmann, Kim, Lee, , 2009

181. Trait mindfulness and work-family balance among working parents: The mediating effects of vitality and sleep quality, Allen, Kiburz, , 2012

182. Conservation of resources theory: Applications to stress and management in the workplace. In R. T. Golembiewski (Ed.), Hobfoll, Shirom, , 2001

183. Revitalization through Self-Regulation: The Effects of Autonomous and Controlled Motivation on Happiness and Vitality, Ryan, Deci, Manly, , 1999

184. Ties, leaders, and time in teams: Strong inference about network structure's effects on team viability and performance, Balkundi, Harrison, "Ties, , 2006

185. The power of high-quality connections. In K. S. Cameron, J. E. Dutton, & R. E. Quinn, Positive organizational scholarship, Heaphy, Dutton, "The power of high-quality connections. In K. S. Cameron, , 2003

186. When helping helps: Autonomous motivation for prosocial behavior and its influence on well-being for helper and recipient, Ryan, Weinstein, , 2010

187. Relationship quality and relationship context as antecedents of person- and task-focused interpersonal citizenship behavior, Settoon, Mossholder, Relationship quality and relationship context as antecedents of person- and task- focused interpersonal citizenship behavior, , 2002

188. Commitment andEmployee Behavior: Comparison of Affective Commitment andContinuance Commitmentwith Perceived OrganizationalSupport, Shore, Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support, , 1993

189. It’s the little thing that matter: An examination of knowledge workers’ energy management. Academy of Management Perspectives, Fritz, Spreitzer, Lam, , 2011

190. The Moderator-mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic and Statistical Considerations, David A.Kenny, Reuben M.Baron, "The moderator-mediator variable distinction in social psychological research: Conceptual, , 1986

191. The work design questionnaire(WDQ):developing and validating a comprehensive measure for assessing job design andthe nature of work, Morgeson, Humphrey, , 2006

192. Group tasks, group interaction processes, and group performance effectiveness: A review of proposed integration", In L. Berkowitz (Ed), Hackman, Morris, "Group tasks, , 1975

193. Vigor as a positive affect at work: Conceptualizing vigor, its relations with related constructs, and its antecedents and consequences, Shirom, "Vigor as a positive affect at work: Conceptualizing vigor, , 2011

194. When “the show must go on”: Surface acting and deep acting as determinants of emotional exhaustion and peer-rated service delivery, ey, When “the show must go on”: Surface acting and deep acting as determinants of emotional exhaustion and peer-rated service delivery, , 2003

195. Exploring the role of social networks in affective organizational commitment: Network centrality, strength of ties, and structural holes, Lee, Kim, "Exploring the role of social networks in affective organizational commitment: Network centrality, , 2010

196. Explaining employees' health care costs: A prospective examination of stressful job demands, personal control, and physiological reactivity, Dwyer, Fox, Ganster, "Explaining employees' health care costs: A prospective examination of stressful job demands, , 2001

197. Alive and creating: The mediating role of vitality and aliveness in the relationship between psychological safety and creative work involvement, Kark, R., Carmeli, Kark, , 2009

198. Integrating motivational, social, and contextual work features: A meta-analytic summary and theoretical extension of the work design literature, Humphrey, Nahrgang, Morgeson, "Integrating motivational, , 2007

199. Performance management, managerial citizenship and worker commitment: A study of the United States postal service with some global implications, Fraser, Kick, Davis, "Performance management, , 2006

200. An examination of thejoint effects of affective experiences and job beliefs on jobsatisfaction and variations in affective experiences over time, Nichols, Weiss, Daus, , 1999

201. An examination of themediating role of psychological empowerment on the relations betweenthe job, interpersonal relationships, and work outcomes, Wayne, Liden, Sparrow, "An examination of the mediating role of psychological empowerment on the relations between the job, , 2000

202. Structural impacts on the occurrence and effectiveness of transformational leadership: An empirical study at the organizational level of analysis, Walter, Bruch, , 2010

203. 진성 리더십이 종업원의 심리적 웰빙과 팀 성과에 미치는 영향에 관한 연구: 팀 에너지의 매개효과를 중심으로, 정예지, 김문주, , 2012

204. A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes. In K. J. Klein & S. W. Kozlowski (Eds.), Kozlowski, Klein, "A multilevel approach to theory and research in organizations: Contextual, , 2000

205. The design of jobs: A strategy for enhancing the positive outcomes of individuals at work. 2011 Conference, Center for Positive Organizational Scholarship, Oldham, "The design of jobs: A strategy for enhancing the positive outcomes of individuals at work. 2011 Conference, , 2011

206. The interactive effect of chronic exposure to noise and job complexity on changes in blood pressure and job satisfaction: A longitudinal study of industrial employees, Melamed, Fried, Froom, , 2001

207. Organizational effectiveness: Its demise and re-emergence through positive organizational scholarship. In M. A. Hitt & K. G. Smith (Eds.) Handbook of management theory: The process of theory development, Cameron, , 2007

208. Structural alignments, individual strategies, and managerial action: Elements toward a network theory of getting things done. In N. G. Nohria & R. G. Eccles (Eds.), Networks and organizations: Structure, form, and action (pp. 165-188), Ibarra, "Structural alignments, , 1991