The purpose of this study is to examine the mediating effects of Job Crafting, Organizational Commitment on the relation between Positive Psychological Capital and Innovative Behavior of teachers.
In order to achieve the purpose of the study, the concept of the whole variable and the concept rel...
The purpose of this study is to examine the mediating effects of Job Crafting, Organizational Commitment on the relation between Positive Psychological Capital and Innovative Behavior of teachers.
In order to achieve the purpose of the study, the concept of the whole variable and the concept related to the study were summarized and the preceding research and the theoretical background related to the variable were examined in association. And the observed variables of each variable were set based on the analyzed contents.
The observational variables of Positive Psychological Capital was set with four variables: self-efficacy, hope, resilience, and optimism. The observational variables of Innovation Behavior were set as two variables: innovation propensity and innovation attitude. The observational variables of Organizational Commitment were set to three variables: loyalty, self-motivation, value acceptance. Finally, the observational variables of Job Crafting were set to three variables: task crafting, cognitive crafting and relationship crafting.
The researcher set up a research model based on the reviewed contents, set Positive Psychological Capital as an independent variable, and tried to solve research problem by setting Organizational Commitment, Job Crafting as parameters and Innovative Behavior as dependent variables.
It targets elementary school teachers working in the jurisdiction of the Daegu and Gyeongbuk office of education. The samples were sampled from 30 teachers starting January 6, 2020 using the method of Statistical Random Sampling(Pilot test). Based on the results, the online questionnaire was completed and distributed online for four months from February 3, in consideration of the teachers' background variables. 427 questionnaires were collected, and a total of 405 questions were analyzed, excluding 22 responses that were unscrupulous or non-response such as incomplete responses. The measurement instrument consisted of a total of 55 questions: 19 questions of Positive Psychological Capital, 9 questions of Innovation Behavior, 15 questions of Job Crafting, 12 questions of Organizational Commitment. As a result of reliability analysis, Positive Psychological Capital was .920, Innovation Behavior was .920, Job Crafting was .910, and Organizational Commitment was .896, which was suitable for reliability. In order to analyze the validity of the measurement tools, confirmatory factor analysis was performed. The results of confirmatory factor analysis of total variables showed that the Chi square value was 182.848, the degree of freedom was 48, and the p value was statistically significant. The goodness-of-fit index is GFI = .932, TLI = .945, CFI = .960, which is suitable as a good goodness-of-fit level, and RMSEA = .083 is analyzed as a moderate level of goodness. The analysis results showed that the concentration and discrimination of all variables are valid, indicating that the validity of the measurement tool is appropriate.
The results of this study are summarized as follows:
1. The results showed that Positive Psychological Capital had an effect on Job Crafting of .714,, Positive Psychological Capital had an effect on Organizational Commitment of .439, Positive Psychological Capital had influence on Innovative Behavior of .323. The effect of Job Crafting on Organizational Commitment was .506, the effect of Job Crafting on Innovative Behavior was .276, and the effect of Organizational Commitment on Innovative Behavior was .426. Analyze that all are statistically significant.
2. As a result of analyzing direct and indirect effects of total variables, Positive Psychological Capital has a positive effect on Job Crafting with a direct effect of .714. The direct effect of Positive Psychological Capital on Organizational Commitment was .439, the indirect effect was .361, and total effect was .800, and partial mediation effect. The direct effect of Positive Psychological Capital on Innovative Behavior was .323, the indirect effect was .538, and total effect was .861, and partial mediation effect.
3. Job Crafting has a positive effect on Organizational Commitment with a direct effect of .506. The direct effect of Job Crafting on Innovative Behavior was .276, the indirect effect was .215, and total effect was .492, and partial mediation effect.
4. Organizational Commitment has a positive effect on Innovative Behavior with a direct effect of .426.
Based on the results of the research, the following suggestions can be made.
1. This study sought to implement educational policies appropriate to rapidly changing social needs and to understand and respond to changes. There are implications in that the teacher's Innovation Behavior, Positive Psychological Capital, Job Crafting, and Organizational Commitment were discussed as a strategy for this.
2. In school organizations, it was confirmed that Job Crafting was a variable that had direct and indirect effects on Organizational Commitment and Innovation Behavior. Considering that job crafting is not only an result variable that is affected by Positive Psychological Capital, but also a preceding variable that can positively influence Organizational Commitment and Innovation Behavior, the Job Crafting that teachers have in school organizations should not be viewed as a simple teacher's voluntary behavior. Therefore, school organizations need to support appropriate strategies for each constituent factor in order to increase the level of teacher Job Crafting.
3. In the school organization, it was confirmed that teachers' Positive Psychological Capital not only directly affects Innovation Behavior, but also affects Innovation Behavior by raising the level of teacher Job Crafting and organizational commitment. This suggests that in order to increase Job Crafting, Organizational Commitment, and Innovation Behavior in school organizations, it is necessary to pay attention to the Positive Psychological Capital of elementary school teachers.
4. In the school organization, it was confirmed that the teacher's Organizational Commitment not only directly affects the Innovation Behavior, but also plays a role as a mediator between the teacher's Positive Psychological Capital and Innovation Behavior, and Job Crafting and Innovation Behavior. Organizational commitment is being studied a lot in the field of human resources, and it is focused on dealing with organizational effects such as Job Satisfaction, Organizational Citizenship Behavior, and Turnover Intention as result variables. In this study, Innovation Behavior was presented as the result variable of Organizational Commitment. There are implications for analyzing and presenting the path of how Organizational Commitment expresses Innovation Behavior in the relationship between Positive Psychological Capital and Job Crafting.
5. Research related to Job Crafting, Organizational Commitment, and Innovation Behavior has been conducted a lot in organizations such as corporations and public institutions. But there is a lack of research in school organizations. Therefore, research on Job Crafting, Organizational Commitment, and Innovation Behavior should be systematically conducted in school organizations.
6. Further research is needed on the relationship between various variables that were not identified in this study.
The purpose of this study is to examine the mediating effects of Job Crafting, Organizational Commitment on the relation between Positive Psychological Capital and Innovative Behavior of teachers.
In order to achieve the purpose of the study, the concept of the whole variable and the concept related to the study were summarized and the preceding research and the theoretical background related to the variable were examined in association. And the observed variables of each variable were set based on the analyzed contents.
The observational variables of Positive Psychological Capital was set with four variables: self-efficacy, hope, resilience, and optimism. The observational variables of Innovation Behavior were set as two variables: innovation propensity and innovation attitude. The observational variables of Organizational Commitment were set to three variables: loyalty, self-motivation, value acceptance. Finally, the observational variables of Job Crafting were set to three variables: task crafting, cognitive crafting and relationship crafting.
The researcher set up a research model based on the reviewed contents, set Positive Psychological Capital as an independent variable, and tried to solve research problem by setting Organizational Commitment, Job Crafting as parameters and Innovative Behavior as dependent variables.
It targets elementary school teachers working in the jurisdiction of the Daegu and Gyeongbuk office of education. The samples were sampled from 30 teachers starting January 6, 2020 using the method of Statistical Random Sampling(Pilot test). Based on the results, the online questionnaire was completed and distributed online for four months from February 3, in consideration of the teachers' background variables. 427 questionnaires were collected, and a total of 405 questions were analyzed, excluding 22 responses that were unscrupulous or non-response such as incomplete responses. The measurement instrument consisted of a total of 55 questions: 19 questions of Positive Psychological Capital, 9 questions of Innovation Behavior, 15 questions of Job Crafting, 12 questions of Organizational Commitment. As a result of reliability analysis, Positive Psychological Capital was .920, Innovation Behavior was .920, Job Crafting was .910, and Organizational Commitment was .896, which was suitable for reliability. In order to analyze the validity of the measurement tools, confirmatory factor analysis was performed. The results of confirmatory factor analysis of total variables showed that the Chi square value was 182.848, the degree of freedom was 48, and the p value was statistically significant. The goodness-of-fit index is GFI = .932, TLI = .945, CFI = .960, which is suitable as a good goodness-of-fit level, and RMSEA = .083 is analyzed as a moderate level of goodness. The analysis results showed that the concentration and discrimination of all variables are valid, indicating that the validity of the measurement tool is appropriate.
The results of this study are summarized as follows:
1. The results showed that Positive Psychological Capital had an effect on Job Crafting of .714,, Positive Psychological Capital had an effect on Organizational Commitment of .439, Positive Psychological Capital had influence on Innovative Behavior of .323. The effect of Job Crafting on Organizational Commitment was .506, the effect of Job Crafting on Innovative Behavior was .276, and the effect of Organizational Commitment on Innovative Behavior was .426. Analyze that all are statistically significant.
2. As a result of analyzing direct and indirect effects of total variables, Positive Psychological Capital has a positive effect on Job Crafting with a direct effect of .714. The direct effect of Positive Psychological Capital on Organizational Commitment was .439, the indirect effect was .361, and total effect was .800, and partial mediation effect. The direct effect of Positive Psychological Capital on Innovative Behavior was .323, the indirect effect was .538, and total effect was .861, and partial mediation effect.
3. Job Crafting has a positive effect on Organizational Commitment with a direct effect of .506. The direct effect of Job Crafting on Innovative Behavior was .276, the indirect effect was .215, and total effect was .492, and partial mediation effect.
4. Organizational Commitment has a positive effect on Innovative Behavior with a direct effect of .426.
Based on the results of the research, the following suggestions can be made.
1. This study sought to implement educational policies appropriate to rapidly changing social needs and to understand and respond to changes. There are implications in that the teacher's Innovation Behavior, Positive Psychological Capital, Job Crafting, and Organizational Commitment were discussed as a strategy for this.
2. In school organizations, it was confirmed that Job Crafting was a variable that had direct and indirect effects on Organizational Commitment and Innovation Behavior. Considering that job crafting is not only an result variable that is affected by Positive Psychological Capital, but also a preceding variable that can positively influence Organizational Commitment and Innovation Behavior, the Job Crafting that teachers have in school organizations should not be viewed as a simple teacher's voluntary behavior. Therefore, school organizations need to support appropriate strategies for each constituent factor in order to increase the level of teacher Job Crafting.
3. In the school organization, it was confirmed that teachers' Positive Psychological Capital not only directly affects Innovation Behavior, but also affects Innovation Behavior by raising the level of teacher Job Crafting and organizational commitment. This suggests that in order to increase Job Crafting, Organizational Commitment, and Innovation Behavior in school organizations, it is necessary to pay attention to the Positive Psychological Capital of elementary school teachers.
4. In the school organization, it was confirmed that the teacher's Organizational Commitment not only directly affects the Innovation Behavior, but also plays a role as a mediator between the teacher's Positive Psychological Capital and Innovation Behavior, and Job Crafting and Innovation Behavior. Organizational commitment is being studied a lot in the field of human resources, and it is focused on dealing with organizational effects such as Job Satisfaction, Organizational Citizenship Behavior, and Turnover Intention as result variables. In this study, Innovation Behavior was presented as the result variable of Organizational Commitment. There are implications for analyzing and presenting the path of how Organizational Commitment expresses Innovation Behavior in the relationship between Positive Psychological Capital and Job Crafting.
5. Research related to Job Crafting, Organizational Commitment, and Innovation Behavior has been conducted a lot in organizations such as corporations and public institutions. But there is a lack of research in school organizations. Therefore, research on Job Crafting, Organizational Commitment, and Innovation Behavior should be systematically conducted in school organizations.
6. Further research is needed on the relationship between various variables that were not identified in this study.
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