심리적 임파워먼트와 조직시민행동의 관계에 대한 성취욕구의 조절효과 검증

• 영문명: The Impacts of Psychological Empowerment on the Organizational Citizenship Behaviors of Hotel Service Employees：The Moderating Effect of Need for Achievement
• 발행기관: 한국인사조직학회
• 저자명: 한나영(Na-Young Han) 김영조(Young-Joe Kim)
• 간행물 정보: 『인사조직연구』인사조직연구 제19권 제1호, 185~226쪽, 전체 42쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2011.03.30

국문 초록

본 연구는 호텔 직원들을 대상으로 심리적 임파워먼트가 조직시민행동의 수행에 어떠한 영향을 미치는지, 그리고 구성원의 성취욕구가 이들 관계에 대해 어떠한 형태의 조절효과를 갖는지 분석하는 것을 목적으로 하고 있다. 부산 지역 6개 특급 호텔을 대상으로 설문조사를 실시하여 275부의 설문지가 회수되었으며, 이중에 설문응답이 불성실한 21부를 제외한 후 254부의 자료를 실제 분석에 활용하였다. 연구결과, 인구통계변수들은 조직시민행동을 유의하게 설명하지 않는 반면, 심리적 임파워먼트는 유의하게 설명하는 것으로 나타났다. 특히, 과업의미성(meaning)은 조직시민행동의 다섯 가지 차원들 중에 적극 참여행동, 양심적 행동과 비불평 행동에 유의적인 영향을 미치고 있고, 영향력(impact)은 적극 참여행동에만 유의적인 영향을 미치는 것으로 나타났다. 한편, .10의 유의수준을 기준으로 했을 때는 과업의미성은 다섯 차원의 조직시민행동 모두에 유의한 영향을 미치고 있고, 효능감(competence)은 이타적 행동, 배려적 행동과 비불평 행동을 유의하게 설명하는 것으로 나타났다. 반면에, 자율결정권은 다섯 가지 차원의 조직시민행동과 모두 유의적인 관계를 보이지 않고 있다. 다음으로, 성취욕구가 강한 구성원일수록 조직시민행동을 더 적극적으로 수행하는 것으로 나타났고, 성취욕구의 조절효과에 대한 분석결과 과업의미성과 성취욕구의 상호작용 항목만이 조직시민행동(이타적 행동과 양심적 행동)을 유의하게 설명하는 것으로 나타났다. 구성원의 성취욕구가 강할수록 조직시민행동에 대한 심리적 임파워먼트의 긍정적 효과가 확대되어 나타날 것이라고 가설을 설정하였는데, 가설에서 예상한 것과 반대로 성취욕구가 강한 구성원들은 과업의미성과 조직시민행동이 유의적인 관계를 갖고 있지 않는 반면, 성취욕구가 약한 구성원들은 과업의미성이 높아질수록 조직시민행동을 더 적극적으로 수행하는 것으로 나타났다. 이러한 연구결과가 갖는 시사점에 대해 논의하였다.

영문 초록

This study is aimed to examine a positive impact of psychological empowerment of employees on their organizational citizenship behaviors(OCBs), and moderating effect of the need for achievement(nAch) on relationship between psychological empowerment and OCBs. Because empowered employees believe that they are competent and autonomous and regard their tasks as important and valuable, they are more likely to be motivated to proactively perform OCBs and to show job responsibilities. Thus, we hypothesize that psychological empowerment is positively related to OCBs(H1). Meantime, psychological empowerment may not affect all employees in the same way. We suggest that the need for achievement can enhance positive impact of psychological empowerment on OCBs. Therefore, we hypothesize that nAch moderates the relationship between psychological empowerment and OCBs(H2). Specifically, we expect correlation between psychological empowerment and OCBs will be stronger amongst individuals with high nAch than amongst individuals with low nAch. To test the hypotheses proposed, data were obtained from a sample of customer-contact employees working for six luxury hotels in Busan Metropolitan City. 275 out of 330 questionnaires were returned from the six hotels(response rate 83.3%). After excluding 21 unusable cases which had unacceptable level of missing data, 254 cases were used for analysis. The survey consisted of nine measures: four dimensions of psychological empowerment, five dimensions of OCBs, and need for achievement. Psychological empowerment was defined and measured with four dimensions using Spreitzer’s(1995) scales: meaning, competence, self-determination, and impact. Podsakoff et al.’s(1990) scales were used to measure five dimensions of OCBs: altruism, courtesy, sportsmanship, conscientiousness, and civic virtue. Need for achievement was conceptualized as an employee’s tendency to strive to overcome obstacles and to accomplish challenging goals and measured with 5 items. In addition, we controlled for four demographic variables such as age, gender, length of service, and position. The results supported the hypothesis that the dimensions of psychological empowerment are positively related to the OCBs of service workers. Meaning had a significant positive impact on civic virtue, conscientiousness, and sportsmanship out of five dimensions of OCBs, and impact had a positive influence on only one dimension of OCBs(i.e., civic virtue). Competence was a significant predictor of altruism, courtesy, and sportsmanship at .10 significance level, but self-determination was not related to any dimensions of OCBs. These results imply that meaning and competence are more powerful predictors of OCBs than other types of empowerment. Therefore, empowered employees, especially those who feel their job is meaningful and believe they have the capacity to perform work activities with skills, are more actively engaged in the OCBs. It was found that the need for achievement had not only a direct impact on the OCBs but also a moderating effect on the relationship between meaning and OCBs. Contrary to the hypothesis that expected a stronger relationship between empowerment and OCBs among individuals with higher nAch, the result showed the that the impact of meaning on altruism and conscientiousness was significant and positive among employees with low nAch while it was not significant among employees with high nAch. This result implies that psychological empowerment plays a vital role in encouraging employees with low nAch to perform OCBs, but not necessarily for employees with high nAch since achievement-oriented employees tend to overcome obstacles and strive for challenging goals. These findings suggest that not only psychological empowerment but also employees’ need for achievement is important to induce employees to perform OCBs. The results have implication for human resource management policies as well as organizational interv

목차

〈초록〉

Ⅰ. 서론

Ⅱ. 이론적 배경과 가설의 도출

Ⅲ. 연구 방법

Ⅳ. 연구결과

Ⅴ. 토론

참고문헌

ABSTRACT

키워드

심리적 임파워먼트 조직시민행동 성취욕구 Psychological Empowerment Organizational Citizenship Behaviors(OCBs) Need for Achievement