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학술저널
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한국인적자원관리학회 인적자원관리연구 인적자원관리연구 제24권 제3호
발행연도
2017.1
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1 - 19 (19page)

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This study is empirical research about a mediating effect of organizational based self-esteem in relation with job-calling consciousness and proactive behavior and figuring out the relationship between work engagement and proactive behavior by analyzing the studies of job-calling consciousness up until now. The study has basically three purposes. First, the study is to identify the relationship of organizational based self-esteem with job-calling consciousness as a precedence factor. Second, the study tries to figure out the relationship between job-calling consciousness, work engagement and proactive behavior which affect organizational behaviors. Third, the study verified a mediating effect of organizational based self-esteem in relation with work engagement, proactive behavior and its precedence factor. The study collected data from employees of companies located in metropolitan areas like Seoul and analyzed surveys from 211 respondents. The results are as follow. First, job-calling consciousness had a positive effect on the organizational based self-esteem. Second, job-calling consciousness had a positive effect on work engagement when considering the relationship between job-calling consciousness and work engagement, a dependent variable. Third, job-calling consciousness had a positive effect on proactive behavior. Fourth, organizational based self-esteem works as a partial mediator when it comes to the relationship between job-calling consciousness, work engagement and proactive behavior. The study has three implications. First, it is necessary to hire employees that fit job-calling consciousness or enhance organizational identification by job-calling consciousness development. Second, it is necessary to develop potential ability and consciousness because employees can devote passion, effort and energy as they find meanings from their work. Third, it is necessary to hire employees prioritizing job-calling consciousness in a hiring process especially for R&D sectors and sectors that are sensitive to environmental changes. Lastly, the study found out that organizational based self-esteem such as trust and belief plays a crucial role in enhancing intrinsic motivation variables such as work engagement and proactive behavior.
#직무소명 #조직기반자긍심 #직무열의 #주도적 행동 #job-calling #organizational based self-esteem #work engagement #proactive behavior

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참고문헌 (24)

참고문헌 신청
Ashford, S. J. / 1983 / Feedback as an individual resource: Personal strategies of creating information / Organizational behavior and human performance 32 (3) : 370 ~ 398 google schola Ashforth, B. E. / 1989 / Social identity theory and the organization / Academy of management review 14 (1) : 20 ~ 39 google schola Baron, Reuben M / 1986 / Moderator-Mediator Variables Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations / Journal of Persona google schola Baumeister, R. F. / 1999 / The self in social psychology / Psychology Press google schola Bellah, R. N. / 2007 / Habits of the heart: Individualism and commitment in American life / Univ of California Press google schola

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