주요 경영관련 저널에서는 매년 '일하고 싶은 회사(100 best companies to work for)'를 발표해 오고 있다. 여기에 선정된 회사들은 높은 기업성과 뿐만 아니라 다양한 형태의 복지프로그램 제공과 구성원들의 높은 직무만족, 조직몰입, 일-가정 균형 인식, 및 긍정적 정서를 높일 수 있는 프로그램을 제공하는 특징을 갖고 있다. 이는 조직 구성원들은 이러한 프로그램을 통해 직무만족, 조직몰입, 일-가정 균형에서 오는 안정감과 행복감을 느끼며, 이는 삶에 대한 전반적 만족 및 긍정적 정서로 나타나기 때문이다. 최근 기업들은 조직 구성원들의 심리적 안정과 긍정적 사고가 개인 및 조직의 성과를 향상시킨다는 믿음으로 많은 노력을 해오고 있다. 본 연구에서는 구성원이 지각하는 행복감과 혁신행동 간의 관계에서 일-가정 촉진의 조절효과를 검증하였다. 이를 위해 IT, 서비스, 제조업 등 총 11 개 기업의 직원들을 대상으로 설문조사를 실시하여 실증 분석하였다. 분석결과는 다음과 같다. 첫째, 직장 행복감이 혁신행동에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 직장 행복감과 혁신행동 간의 관계에 있어 일-가정 촉진 및 가정-일 촉진의 조절효과가 통계적으로 유의한 결과가 나타났다. 결론 부분에 이 연구의 시사점과 한계점, 그리고 향후 연구 방향을 제시하였다.
주요 경영관련 저널에서는 매년 '일하고 싶은 회사(100 best companies to work for)'를 발표해 오고 있다. 여기에 선정된 회사들은 높은 기업성과 뿐만 아니라 다양한 형태의 복지프로그램 제공과 구성원들의 높은 직무만족, 조직몰입, 일-가정 균형 인식, 및 긍정적 정서를 높일 수 있는 프로그램을 제공하는 특징을 갖고 있다. 이는 조직 구성원들은 이러한 프로그램을 통해 직무만족, 조직몰입, 일-가정 균형에서 오는 안정감과 행복감을 느끼며, 이는 삶에 대한 전반적 만족 및 긍정적 정서로 나타나기 때문이다. 최근 기업들은 조직 구성원들의 심리적 안정과 긍정적 사고가 개인 및 조직의 성과를 향상시킨다는 믿음으로 많은 노력을 해오고 있다. 본 연구에서는 구성원이 지각하는 행복감과 혁신행동 간의 관계에서 일-가정 촉진의 조절효과를 검증하였다. 이를 위해 IT, 서비스, 제조업 등 총 11 개 기업의 직원들을 대상으로 설문조사를 실시하여 실증 분석하였다. 분석결과는 다음과 같다. 첫째, 직장 행복감이 혁신행동에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 직장 행복감과 혁신행동 간의 관계에 있어 일-가정 촉진 및 가정-일 촉진의 조절효과가 통계적으로 유의한 결과가 나타났다. 결론 부분에 이 연구의 시사점과 한계점, 그리고 향후 연구 방향을 제시하였다.
Major business journals have been annually announced '100 best companies to work for'. These companies have some characteristics having not only high organization performance but also various benefit programs such as job satisfaction, organization commitment, work-family balance and positive psychol...
Major business journals have been annually announced '100 best companies to work for'. These companies have some characteristics having not only high organization performance but also various benefit programs such as job satisfaction, organization commitment, work-family balance and positive psychology. When people have job satisfaction, organization commitment, and happiness, it will increase the positive psychology of people. Therefore, in this study, we examined the moderating effect of work-family facilitation between occupational well-being and innovative behavior. For the empirical analysis, the survey was executed on employees of 11 companies in IT, Service, and Manufacturing business field. The analysis result is as follows. First, occupational well-being gives positive(+) influence on innovative behavior. Second, the control effect of work-family facilitation in the relationship between occupational well-being and innovative behavior was significant according to statistics. The conclusion states the implications and limitations of this study, and suggests directions on future studies.
Major business journals have been annually announced '100 best companies to work for'. These companies have some characteristics having not only high organization performance but also various benefit programs such as job satisfaction, organization commitment, work-family balance and positive psychology. When people have job satisfaction, organization commitment, and happiness, it will increase the positive psychology of people. Therefore, in this study, we examined the moderating effect of work-family facilitation between occupational well-being and innovative behavior. For the empirical analysis, the survey was executed on employees of 11 companies in IT, Service, and Manufacturing business field. The analysis result is as follows. First, occupational well-being gives positive(+) influence on innovative behavior. Second, the control effect of work-family facilitation in the relationship between occupational well-being and innovative behavior was significant according to statistics. The conclusion states the implications and limitations of this study, and suggests directions on future studies.
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문제 정의
Therefore, this research aims to explore the relationship between innovation and occupational well-being. The study will also focus on how the relationships between the two elements affect the adjustments to the work-family facilitation[8].
Here the employee will do the their best to compose work plans that can be executed by being more cautious about each detail of the current work environment while letting go of the irrational reasoning methods[7]. Therefore, this research aims to explore the relationship between innovation and occupational well-being. The study will also focus on how the relationships between the two elements affect the adjustments to the work-family facilitation[8].
Third, the survey respondents were office workers in the Busan. This research utilized a cross-sectional design research. Thus, it is important to analyze data from other members of the same generation.
가설 설정
The summary of the empirical analysis result of this research is as follows. First, occupational well-being is directly proportional to innovative behavior. Thus, occupational well-being has a positive (+) influence on innovative behavior.
Hypothesis 1: Occupational well-being will have a positive (+) effect on innovative behavior.
Hypothesis 2-1: Work-family facilitation moderates the relationship between occupational well-being and innovative behavior.
Hypothesis 2-2: Family-Work facilitation moderates the relationship between occupational well-being and innovative behavior.
제안 방법
Examples are shown on [Table 2]. This study developed the concepts of ideas, supporters, and idea execution after analyzing the concept of innovative behavior. Scott and Bruce’s (1994)[18] definition of innovative behavior was adopted, which includes the main terms mentioned above through advanced research.
This study noted the need to include elements such as organizational support, motivation, and sociality. The element of occupational well-being is sociality, which is the most important element of social exchange.
To verify the hypothesis that work-family facilitation will apply as a moderating variable between occupational well-being and the innovative behavior, the moderating variable and independent variables were input into the first stage of the hierarchical regression analysis, while the multiplication of the occupational well-being and work-family facilitation variables was input in the second stage.
대상 데이터
The survey was conducted on employees working in companies in Busan. A total of 240 surveys were distributed. Thirty surveys were not collected and 12 surveys were not responded to sincerely.
While this research has scholastic and practical implications, it also has limitations. First, this study used a total of 198 samples. This, while it achieved the statistical standard, was not a large number of samples.
To verify the hypotheses and the research model, this model collected data using the survey method. The survey was conducted on employees working in companies in Busan. A total of 240 surveys were distributed.
Also, some participants did not sincerely participate in the survey sincerely when the researcher was not watching. Third, the survey respondents were office workers in the Busan. This research utilized a cross-sectional design research.
Thirty surveys were not collected and 12 surveys were not responded to sincerely. Thus, a total of 198 surveys were used for the final analysis.
이론/모형
In 1990, Weat and Farr[17] argued for the classification of work-family relationships into six types. This study created a model based on this 6-fold classification. Work-family facilitation was classified into developmental facilitation, emotional facilitation, and psychological asset facilitation.
To verify the hypotheses and the research model, this model collected data using the survey method. The survey was conducted on employees working in companies in Busan.
성능/효과
Hypothesis 1 (occupational well-being will have a positive effect on innovative behavior) was supported by showing a statistically positive (+) direction statistically (β=.539, p<.000).
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