직무요구와 창의적 성과의 관계

• 영문명: The Relationship between Job Demands and Creative Performance: Mediation Effect of Work-family Enrichment
• 발행기관: 한국인사관리학회
• 저자명: 노세리(Se Ri No) 김미희(Mi hee Kim) 이상민(Sang Min Lee)
• 간행물 정보: 『조직과 인사관리연구』조직과 인사관리연구 제39집 1권, 65~92쪽, 전체 28쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2015.02.28

국문 초록

본 연구는 일과 가정의 상호작용 모형(work life interaction model )과 몰입-증진 이론에 근거하여 직무요구와 창의적 성과 간의 곡선적 관계에서 나타나는 일-가정 증진의 매개효과를 검증하고자 한다. 근로자들은 직장에서 경험하는 업무량이나 시간 압박의 정도가 적정 수준일 때에 이를 최적의 자극으로 받아들이고 일에 몰입한다. 이러한 일 몰입은 일 외의 경험에도 영향을 줄 수 있는데, 구체적으로 근로자들이 일 경험을 바탕으로 가정에서 주어진 역할을 보다 잘 수행할 수 있다고 느끼게 되는 일-가정 증진에 영향을 주게 된다. 그리고 주목할 것은 근로자의 일-가정 증진이 근로자의 직장 영역에서 과업성과에도 긍정적인 영향을 준다. 근로자는 일-가정 증진을 통하여 일에 대한 긍정적인 태도를 가지기도 하지만, 무엇보다 다양한 역할을 수행하면서 발생한 긍정적 감정과 지식 및 기능의 축적으로 자원의 풍족을 경험한다. 이러한 자원의 풍족으로, 근로자는 과업을 수행하면서 발생하는 문제를 해결하는 데에 여유를 가지고 접근하게 되며 다양한 생각을 바탕으로 해결책을 제시하여 창의적 성과를 향상시킬 수 있다. 실증분석을 위하여 다양한 산업과 규모의 26개 기업에서 근무하는 244명 근로자들을 표본으로 사용하였다. 분석결과에 따르면 첫째, 직무요구와 창의적 성과 사이에 유의미한 비선형적 관계가 존재하며, 둘째, 직무요구와 일-가정 증진 역시 유의미한 비선형적 관계를 갖는 것으로 나타났다. 마지막으로, 일-가정 증진은 직무요구와 창의적 성과 간의 곡선적 관계를 완전매개(full mediation)하는 것으로 확인되었다.

영문 초록

Individual creativity is important to organization innovation. We focus on job demands that affect the creative performance as a crucial work environment. Job demands refers to aspects of job that require sustained effort, and, as such incur certain costs as a result. Bear & Oldham (2006) argued that the relationship between job demands and creativity is inverted U-shape. When job demands are not high or low levels but moderate level, the employees recognize intermediate level of job demands as a optimal stimulation. However, the study has explained the curvilinear relationship between job demand and creativity in manufacturing industry, and in concept of job demand as time pressure for creative work performance. In addition, the study cannot demonstrate the mechanism that explain the curvilinear relationship between job demands and creative performance. How does moderate level of job demands enhance creativity? According to engagement-enrichment theory, engagement leads to enrichment. Previous studies focus on enrichment such as job satisfaction and organizational commitment that are caused by work engagement. However, work engagement can lead to non-work experience. For example, Bakker & Domerouti (2008) demonstrated that employees who experience work engagement that is characterized by vigor and absorption voluntarily participate in various activities at home. In addition, they argued because various domains such as work and family are not separate but integrate, family life affect work performance. Greenhaus & Powell (2006) insist although there is a work-family conflict which is negative role conflict, there is a work-family enrich-ment which is positive synergy role accumulation. Based on work and life integration model, especially, enrichment process, this study presents that the relationship between moderate level of job demands and creative performance. In addition, we demonstrate the effect of non-work experience such as work-family enrichment in the curvilinear relationship between job demands and creativity based on engagement-enrichment theory. Amabile(1988) has demonstrated intrinsic motivation is key factor in creativity. Job demand can be enhancer intrinsic motivation as well as hinder intrinsic motivation depend on perception of employees. Previous literature insists there are curvilinear relationship between job demand and creativity. According to optimal experience theory, the moderate level of pressure for work load and work speed or time lead to intrinsic interest. The optimal stimulation makes employees engage their work. As a result, the employees who engage the job show risk taking behavior to achieve the goal. In other word, because the employees who engage their task show experimental behavior and exploitation activities, they create outstanding new and novel performance. Furthermore, engagement of the job cause enrichment state according to engagement-enrichment theory. Work engagement, which is defined as a positive, fulfilling work-related state of mind characterized by vigor, dedication, and absorption, causes enrichment according to engagement-enrichment theory. Employees who engage their job feel vigor or absorption, as a result, they think that their job is very meaningful and helpful for their develop-ment. The feeling leads to positive affect and attitude for their job as well as their life such as family. Thus, the employees have confidence to carry out their roles as a father or mother through the positive affect accumulated by job. In addition, when the employees experience work-family enrichment, they recognize that they have abundant resource such as social capital and psychological resource. Thus, the employees feel relaxed, which make them have various alternative and show risk taking behaviors. We use 224 samples consist of various firm sizes and industry in the analysis. We conduct confirmatory factor analysis, correlation analysis and hierarchical regression to verify t

목차

<요약>

Ⅰ. 문제제기

Ⅱ. 이론적 배경 및 가설 전개

Ⅲ. 연구방법

Ⅳ. 연구결과

Ⅴ. 논의

참고문헌

키워드

일과 가정의 상호작용 일-가정 증진 창의적 성과 직무요구 work life interaction work family enrichment individual creativity job demands