밀레니얼 세대의 피드백 환경 인식이 직무만족과조직 몰입에 미치는 영향: 가치 일치의 매개효과

Abstract

본 연구의 목적은 90년대생 밀레니얼 세대가 조직 내에서 피드백 환경을 인식할 때 직무만족과 조직 몰입에 미치는 영향과 그 사이에서 가치 일치의 매개효과를 살펴봄으로써 밀레니얼 세대의 조직 내 갈등, 조직 부적응, 조기 퇴사 등의 문제에 있어 해결책을 제시하고 실무적 시사점을 제공하는 데 있다. 본 연구에서는 국내 기업에 종사하고 있는 90년대생 밀레니얼 세대를 연구대상으로 하여 설문을 진행하였으며 총 222부의 유효 설문지를 회수하였다. 수집된 자료의 분석은 SPSS 25.0과 AMOS 25.0 프로그램을 이용하여 연구모형 검증 및 변수 간 영향 관계를 파악하였으며, 통계적 유의성은 .05를 기준으로 하였다. 연구의 결과는 첫째, 밀레니얼 세대가 인식한 피드백 환경 인식은 직무만족에 정적인 영향을 미치는 것으로 확인되었다. 둘째, 밀레니얼 세대가 인식한 피드백 환경 인식은 조직 몰입에 정적인 영향을 미치는 것으로는 확인되었으나 직무만족에 비교해서는 낮은 영향을 주는 것으로 나타났다. 셋째, 밀레니얼 세대가 인식한 피드백 환경 인식과 직무만족 및 조직 몰입의 관계에서 가치 일치가 정적인 매개 역할을 하는 것을 확인할 수 있었다. 가치 일치가 매개했을 때는 직무만족보다 조직 몰입이 더 높은 영향 값을 가지는 것으로 나타났다. 이를 종합하여 도출한 시사점은 다음과 같다. 첫째, 밀레니얼 세대의 피드백 환경 인식은 그들이 맡은 직무에 대한 만족도를 높이고 조직에 대해 몰입하도록 도움을 준다. 둘째, 밀레니얼 세대의 피드백 환경 인식과 직무만족 및 조직 몰입의 관계에서 가치 일치가 매개했을 때 직무만족과 조직 몰입이 2배 가까이 높아지는 것을 확인할 수 있었으며, 이는 밀레니얼 세대의 조직과의 가치 일치가 직무만족과 조직 몰입에 있어 매우 중요한 역할을 하는 것을 알 수 있었다. 셋째, 밀레니얼 세대에 피드백 환경 인식의 요인 가운데 부정적 피드백은 매우 낮은 영향을 가지고 있어 제거되었으며, 높은 영향을 주는 것으로 나타난 요인들은 긍정적 피드백, 피드백의 전달, 피드백 추구의 활성화, 피드백의 질 순이였다. 이 요인들의 공통점으로 봤을 때 밀레니얼 세대는 우호적인 분위기 속에서 주고받는 정서적인 피드백을 가장 중요하게 여기는 것을 알 수 있었다.|The purposes of this study are firstly, proposing solutions to the Millennial Generation's conflicts within organization, maladjustment to organization, and early resignation and secondly, providing practical implications. The goals of this study were accomplished by examining the influence on job satisfaction & organizational commitment and the mediating effect of value congruence when the generation born in the 1990s perceive feedback environment within organization. This study conducted questionnaire surveys targeting the Millennial Generation who were born in the 1990s and working in a company in Korea and collected a total of 222 valid surveys. When it came to the analysis of the collected data, the influencing relationship between study model verification and variables was identified by using the SPSS 25.0 and the AMOS 25.0 programs and statistical significance was based on .05. The following are the study results. First, it has been identified that the Millennial Generation's perceived feedback environment had positive influence on job satisfaction. Second, it has been identified that the generation's perceived feedback environment had positive influence on organizational commitment but this was lower than the influence on job satisfaction. Third, it has been found that value congruence played positive mediating role in the relationship between the generation's perceived feedback environment and job satisfaction & organizational commitment. It has been identified that when value congruence mediated, organizational commitment had higher influence value than job satisfaction. The following are the derived implications. First, the Millennial Generation's perceived feedback environment enhances job satisfaction and helps them be committed to their organization. Second, it has been identified that job satisfaction and organizational commitment almost doubled when value congruence mediated in the relationship between the generation's perceived feedback environment and job satisfaction & organizational commitment and this implies that the generation's value congruence with organization plays a significant role when it comes to job satisfaction and organizational commitment. Third, out of the Millennial Generation's perceived feedback environment factors, unfavorable feedback was removed since it has a very low influence. The factors with high influence were in this order: favorable feedback, feedback delivery, promotes feedback seeking, and feedback quality. When considering the common point of these factors, the generation regards emotional feedback given and received in favorable atmosphere as the most important.; The purposes of this study are firstly, proposing solutions to the Millennial Generation's conflicts within organization, maladjustment to organization, and early resignation and secondly, providing practical implications. The goals of this study were accomplished by examining the influence on job satisfaction & organizational commitment and the mediating effect of value congruence when the generation born in the 1990s perceive feedback environment within organization. This study conducted questionnaire surveys targeting the Millennial Generation who were born in the 1990s and working in a company in Korea and collected a total of 222 valid surveys. When it came to the analysis of the collected data, the influencing relationship between study model verification and variables was identified by using the SPSS 25.0 and the AMOS 25.0 programs and statistical significance was based on .05. The following are the study results. First, it has been identified that the Millennial Generation's perceived feedback environment had positive influence on job satisfaction. Second, it has been identified that the generation's perceived feedback environment had positive influence on organizational commitment but this was lower than the influence on job satisfaction. Third, it has been found that value congruence played positive mediating role in the relationship between the generation's perceived feedback environment and job satisfaction & organizational commitment. It has been identified that when value congruence mediated, organizational commitment had higher influence value than job satisfaction. The following are the derived implications. First, the Millennial Generation's perceived feedback environment enhances job satisfaction and helps them be committed to their organization. Second, it has been identified that job satisfaction and organizational commitment almost doubled when value congruence mediated in the relationship between the generation's perceived feedback environment and job satisfaction & organizational commitment and this implies that the generation's value congruence with organization plays a significant role when it comes to job satisfaction and organizational commitment. Third, out of the Millennial Generation's perceived feedback environment factors, unfavorable feedback was removed since it has a very low influence. The factors with high influence were in this order: favorable feedback, feedback delivery, promotes feedback seeking, and feedback quality. When considering the common point of these factors, the generation regards emotional feedback given and received in favorable atmosphere as the most important.