조직구성원의 긍정심리자본이 조직몰입과 직무스트레스에 미치는 영향

Abstract

The purpose of this study is to analyze empirically the effect of positive psychological capital of organizational members on organizational commitment and job stress. The subject of inquiry for this is as follows:

First, what effect will the positive psychological capital have on organizational commitment of organizational members? Second, what effect will the positive psychological capital have on job stress of organizational members? Third, what effect will the positive psychological capital have on organizational commitment and job stress of organizational members?

To solve subject of this inquiry, I collected data through questionnaire filled up by 315 among office workers of organizations, on the major base of large and small companies in Seoul, Gyeonggi-do and Daejeon, and conducted statistical analysis. To summarize the findings based on this study is as in the following:

First, it shows that positive psychological capital of organizational members has a meaningful impact on the organizational commitment. When I look at it by lower factors concretely, hope and optimism among self-efficacy, hope, optimism and force of restitution were shown to have positive impact on the emotional and the normative commitments, and the influence of positive psychological capital to continuous commitment was found not to be meaningful statistically. The result means those who have bigger positive psychological capital shows higher organizational commitment. Second, the positive psychological capital of organizational members can be found to have a meaningful impact on job stress. When I look at it by lower factors of job stress, it was found job autonomy had a positive effect on self-efficacy and force of restitution; 본 연구는 조직구성원의 긍정심리자본이 조직몰입과 직무스트레스에 어떠한 영향을 미치는지 실증적으로 분석하는데 목적이 있다. 이를 위한 연구문제는 다음과 같다.

첫째, 조직구성원의 조직몰입에 긍정심리자본은 어떠한 영향을 미치는가? 둘째, 조직구성원의 직무스트레스에 긍정심리자본은 어떠한 영향을 미치는 가? 셋째, 조직구성원의 조직몰입과 직무스트레스에 긍정심리자본은 어떠한 영 향을 미치는가?

위와 같은 연구문제 해결을 위한 방법으로 서울 대기업, 중소기업 및 경기도, 대전 지역을 주요 기반으로 조직 내에서 근무하고 있는 직장인을 대상으로 315명이 작성한 설문지를 통해 수집하였으며, 이를 통계분석을 하였다. 본 연구를 통해 얻은 결과를 요약하면 다음과 같다. 첫째, 조직구성원의 긍정심리자본은 조직몰입에 유의한 영향을 미치고 있는 것으로 조사되었다. 구체적으로 긍정심리자본의 하위변인별로 살펴보면 자기효능감, 희망, 낙관주의, 복원력 중에 정서적 몰입과 규범적 몰입에 희망과 낙관주의가 긍정적인 영향을 미치는 것으로 나타났고, 지속적 몰입에 대한 긍정심리자본의 영향력이 통계적으로는 유의하지 않다는 것을 알 수 있다. 이러한 결과는 긍정심리자본의 큰 사람일수록 조직몰입이 높게 나타난다는 것을 의미한다. 둘째, 조직구성원의 긍정심리자본은 직무스트레스에 유의한 영향을 미치고 있는 것으로 조사되었다. 직무스트레스의 하위변인별로 살펴보면, 직무자율은 자기효능감과 복원력에, 관계갈등과 직장문화는 낙관주의에, 조직체계와 보상부적절은 희망과 낙관주의에 긍정적인 영향을 미치는 것으로 나타났으며, 직무요구와 직무불안정은 영향을 미치지 못하는 것으로 나타났다. 이러한 연구 결과는 긍정심리자본이 큰 사람일수록 직무스트레스가 낮게 나타난다는 것을 의미한다. 셋째, 조직구성원의 긍정심리자본은 조직몰입과 직무스트레스에 유사한 크기만큼 유의한 영향을 미치고 있는 것으로 조사되었다. 긍정심리자본 하위변인 중에 조직몰입과 직무스트레스에 가장 많은 영향을 준 변인은 낙관주의며, 희망이 2번째로 많은 영향을 주었다. 자기효능감과 복원력은 직무스트레스에 하위변인 직무자율에만 영향을 주었다. 이러한 연구결과는 긍정심리자본 하위변인 중에 낙관성과 희망이 높은 사람일수록 조직몰입과 직무스트레스에 긍정적인 영향일 주는 것을 의미한다. 즉, 결론적으로 긍정심리자본은 조직몰입과 직무스트레스에 긍정적인 영향을 주며 중요한 변수이다.

본 연구의 한계점과 제언은 조사대상이 남자보다 여자의 비율이 높으며, 20대~30대의 연령으로 편중되어 있어 다양한 연령층에 대한 조사가 미흡하다는 점과 조사 방법에 있어 다양한 직군, 업종, 조직규모, 조직특성 등에 따른 차이를 반영하지 못했다는 한계점이 있다. 마지막으로 긍정심리자본은 심리학분야 넘어서 평생교육학적 측면에서 그 연구가 증가하고 있다. 향후 후속 연구에서는 긍정심리자본과 희망, 행복을 반영하여 다른 변인들을 토대로 연구가 지속적으로 이루어져야 할 것이다. |The purpose of this study is to analyze empirically the effect of positive psychological capital of organizational members on organizational commitment and job stress. The subject of inquiry for this is as follows:

First, what effect will the positive psychological capital have on organizational commitment of organizational members? Second, what effect will the positive psychological capital have on job stress of organizational members? Third, what effect will the positive psychological capital have on organizational commitment and job stress of organizational members?

To solve subject of this inquiry, I collected data through questionnaire filled up by 315 among office workers of organizations, on the major base of large and small companies in Seoul, Gyeonggi-do and Daejeon, and conducted statistical analysis. To summarize the findings based on this study is as in the following:

First, it shows that positive psychological capital of organizational members has a meaningful impact on the organizational commitment. When I look at it by lower factors concretely, hope and optimism among self-efficacy, hope, optimism and force of restitution were shown to have positive impact on the emotional and the normative commitments, and the influence of positive psychological capital to continuous commitment was found not to be meaningful statistically. The result means those who have bigger positive psychological capital shows higher organizational commitment. Second, the positive psychological capital of organizational members can be found to have a meaningful impact on job stress. When I look at it by lower factors of job stress, it was found job autonomy had a positive effect on self-efficacy and force of restitution; relation conflict and job culture on optimism, and organizing system and inappropriate compensation on hope and optimism. The study indicates that those who have the bigger positive psychological capital have the lower job stress. Third, the research shows that positive psychological capital of organizational members can have a meaningful impact on organizational commitment, whose impact is similar to them in size. Among lower factors of positive psychological capital, optimism most affected organizational commitment and job stress, which is followed by hope. Self-efficacy and force of restitution affected only job autonomy, a lower factor of job stress. This research finding indicates that those who have higher optimism and hope, among lower factors of positive psychological capital, are a positive influence on organizational commitment and job stress. In other words, to conclude, positive psychological capital is a positive influence on organizational commitment and job stress, and is an important variable.

The critical point and a proposal of this study are that female rate of its research subjects was higher than male, the investigation over all age groups was insufficient as leaned too much towards 20s~30s of age group, and the survey method didn’t reflect difference by various occupational group, type of business, organization scale and organizational character. Lastly, the study of positive psychological capital tends to increase in terms of lifelong education beyond psychology. The follow-up studies should be continued to conduct based on other factors reflecting positive psychological capital, hope and happiness.