[논문]조직구성원의 긍정피드백이 직무만족에 미치는 영향: 내적 동기부여의 매개효과와 LMX의 조절효과를 중심으로

서순금; 오상진

doi:10.5392/jkca.2020.20.10.593

조직구성원의 긍정피드백이 직무만족에 미치는 영향: 내적 동기부여의 매개효과와 LMX의 조절효과를 중심으로
Impact of Organizational Member's Positive Feedback on their Job Satisfaction: The Mediating Role of Intrinsic Motivation and the Moderating Role of LMX 원문보기

한국콘텐츠학회논문지 = The Journal of the Korea Contents Association, v.20 no.10, 2020년, pp.593 - 614

서순금 (서울종합과학대학원대학교 경영학과) , 오상진 (서울종합과학대학원대학교 경영학과)

초록
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본 연구의 목적은 긍정피드백이 직무만족에 미치는 영향을 알아보고 그 과정에서 내적 동기부여의 매개효과와 LMX의 조절효과를 실증적으로 검증하고자 하였다. 이를 위해 국내 기업의 다양한 업종의 구성원 중 총396명에게 설문하여 345명으로부터 자료를 수집하였고, SPSS 25.0 AMOS 25.0를 사용하여 설문의 타당도를 Process Macro 3.0을 사용하여 변인들 간의 인과관계와 매개효과 조절효과를 검증하였다. 연구결과, 조직구성원들의 긍정피드백은 내적 동기부여와 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 조직구성원의 내적 동기부여는 직무만족에 정(+)의 영향을 미치며, 긍정피드백과 직무만족간에 정(+)의 매개효과를 갖는 것으로 보였다. LMX는 긍정피드백과 내적 동기부여에 정(+)의 조절효과를 보였으며, 조직 구성원의 내적 동기부여는 긍정피드백과 직무만족간에 LMX에 의한 정(+)의 조절된 매개효과를 갖는 것으로 나타났다. 이러한 연구결과의 시사점은 첫째, 조직에서 최근 이슈가 되고 있는 리더의 긍정피드백은 조직구성원의 내적 동기부여를 만들어내고 그들의 직무만족을 향상시킨다는 것이다. 또한 리더와 조직구성원의 관계가 좋을수록 리더의 긍정피드백이 그들의 내적동기부여를 촉진시킨다는 것이다. 둘째, 조직의 성과와 인재육성을 위해서는 조직 구성원의 직무만족이 중요한 바, 이를 위해 조직구성원의 직무만족을 향상시킬 수 있는 다양한 방안으로 리더의 적절한 긍정피드백을 제공해야 하는 바 다양한 교육방법을 통해 리더의 역량을 배양해야 한다는 실무적 시사점을 제시하였다.

Abstract ▼ AI-Helper

The purpose of this study is to find out how positive feedback affects job satisfaction and empirically validate, in the process, the mediation effect of intrinsic motivation and the moderating effect of LMX. For this study, data was gathered on 345 out of total 396 members of domestic organizations in various industries, on whom we conducted a survey, and we reviewed the validity of our survey by means of confirmatory factor analysis, performed based on SPSS 25.0 AMOS 25.0, and confirmed correlations, and mediating and moderating roles existing among variables using Process Macro 3.0. As a result, it was verified that organizational members' positive feedback positively affects their intrinsic motivation and job satisfaction. In this study, it is validated that organizational member's intrinsic motivation has a positive influence on job satisfaction and positive mediation effect exists between them. Also, LMX has a positive moderating role for positive feedback and intrinsic motivation, and organizational member's intrinsic motivation revealed that it has a LMX-moderated positive mediation effect on positive feedback and job satisfaction. The implications of these findings are first, positive feedback, an issue these days in corporate organizations, produces intrinsic motivation of organization members and raises their job satisfaction. Furthermore, organizational members' intrinsic motivation is triggered by their leader's positive feedback when they are more in a good relationship. Lastly, given that job satisfaction of organizational members matters for organizational performance and human resource development, we can get a practical implication that we should nurture the capabilities of a leader through various education methods as we must provide an adequate positive feedback as one of the multiple ways that help improving the job satisfaction of organizational members.

주제어

표/그림 (8)

그림 Figure 1. Research Model
표 Table 1. Demographic Features of Respondents
표 Table 2. Outcome of Confidence and Confirmatory Factor Analysis
표 Table 3. Correlation Analysis
표 Table 4. Result of Hypothesis Testing
표 Table 5. Result of the Verification of Mediating Effects by Bootstrap Method
표 Table 6. Moderating Effect Result
표 Table 7. Mediating Effects moderated by Bootstrapping Method

AI 본문요약
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가설 설정

Hypothesis 1: Positive feedback on organizational members positively affects their intrinsic motivation.
Hypothesis 2: Positive feedback of organizational members positively affects their job satisfaction.
Hypothesis 3: Intrinsic motivation of organizational members positively affects their job satisfaction.
Hypothesis 4: Intrinsic motivation of organizational members positively mediates between positive feedback and job satisfaction.
Hypothesis 5: LMX has positive moderating effects on positive feedback and intrinsic motivation of organizational members.
Hypothesis 6: Intrinsic motivation of organizational members plays a positive LMX-moderated mediating role between their positive feedback and job satisfaction.

제안 방법

This study intends to examine positive feedback’s influence on intrinsic motivation and job satisfaction, based on on job characteristics model (JCM), in which members get strong intrinsic motivation from autonomy in their own duty and a feedback giving them clear and direct information on their performance, as well as self- self-determination theory and one of its sub-theories, cognitive appraisal theory

이론/모형

For the purpose of testing positive feedback, intrinsic motivation, job satisfaction and LMX, this study used SPSS Process Macro 3.0 which makes analysis utilizing the bootstrap method (Hayes, 2010). Here is its result.

성능/효과

In-group allows its members to bond more and comfortably interact with each other, while outgroup, when it exists, can produce unfriendly perceptions or misunderstandings among its members[107]. As members in corporate organization work at home with the dramatic environmental risk caused by the COVID-19 pandemic and the advent of super-connected society built on untact interactions, difficulties in interactions would decline for in-group as they are based on intimacy and trust but difficulties in increased interactions would rise for out-group. This development, in turn, would affect these members’ performance and job satisfaction.
The implication of this research is that their importance is being highlighted and rechecked at this juncture. But the significance of this study is that it met the basic psychological desires of organizational members with theories like motivation theory, job characteristics theory, self-determination theory, cognitive evaluation theory and organismic integration theory of positive feedback and tested how their information and emotions are exchanged under the recent development and affect their job satisfaction. under the latest untact environment.
First, positive feedback of organizational members positively affects their job satisfaction and intrinsic motivation. Positive feedback allows them to successfully complete their jobs and learning as it adds to their confidence[24].
Fourth, LMX positively moderates positive feedback and intrinsic motivation. Moreover, intrinsic motivation of organizational members has LMX-moderated positive mediating effects on the relationship between positive feedback and job satisfaction.
LMX is connected with intrinsic motivational factors - meanings of work, competence, self-determination and influence[110]. In all, positive feedback on organizational members, as was seen previously, positively influences their intrinsic motivation and job satisfaction[24], and their intrinsic motivation positively affects their job satisfaction. LMX further positively moderates positive feedback and intrinsic motivation[20].
Fourth, LMX positively moderates positive feedback and intrinsic motivation. Moreover, intrinsic motivation of organizational members has LMX-moderated positive mediating effects on the relationship between positive feedback and job satisfaction. As was mentioned, it can be assumed that an organization, where members receives positive feedback, can enjoy higher job satisfaction.
Second, intrinsic motivation of organizational members positive affects their job satisfaction. Motivational factors of job satisfaction include job itself, opportunities for promotion, pay, and leader and colleagues[105].
[24]in the meantime, put forward an idea that intrinsic motivation is activated in a culture, in which members take risks to make challenges and their autonomous activities are supported. Therefore, intrinsic motivation serves as an important mediator between positive feedback and job satisfaction since positive feedback members receive on such autonomous behaviors may raise their satisfaction with their jobs.
Third and lastly, companies need to recognize the importance of intrinsic motivation. There is a need for organizations in this untact era to encourage intrinsic capabilities than relying on personal abilities.
Third, intrinsic motivation of organizational members positively mediates the relationship between their positive feedback and job satisfaction. Intrinsic motivation is the latent source of energy for members in many organizations and organizations are keenly interested in how this can be tapped to achieve given tasks and goals.
This finding once again confirmed the outcome of prior studies that positive feedback influences job satisfaction of organizational members via intrinsic motivation.

후속연구

This approach can provide us with more implications. This study proposes that a meaning follow-up research can be made on the process of positive feedback increasing intrinsic motivation and leading to creative self-esteem and innovation activities.

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표제어: PCR

동의어: Packet Collision Rate

용어 설명 출처 목록 (6)

용어 설명: PCR은 세균 특이성이 있는 primer를 이용하여 적은 수의 세균이 있을지라도 쉽게 검출할 수 있는 유용한 방법이며, 이를 이용하여 구강 내 치면세균막이나 타액에서 직접 세균을 검출할 수 있게 되었다[8].

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메일정보	받는사람 (필수) @ 보내는사람 (선택) @ 제목 내용 KISTI 검색결과 이메일 서비스
안내	총 건의 자료가 검색되었습니다. 다운받으실 자료의 인덱스를 입력하세요. (1-10,000) 검색결과의 순서대로 최대 10,000건 까지 다운로드가 가능합니다. 데이타가 많을 경우 속도가 느려질 수 있습니다.(최대 2~3분 소요) 다운로드 파일은 UTF-8 형태로 저장됩니다. 파일의 내용이 제대로 보이지 않을실 때는 웹브라우저 상단의 보기 -> 인코딩 -> 자동선택 여부를 확인하십시오. ~ Text(ASCII format) Excel format