The purpose of this study was to investigate the effect of psychological well­-being of employees on organizational commitment and organizational citizenship behavior as a leading variable, and to examine the moderating effect of Big 5 personality and the mediating effect of value congruence among them.
The questionnaire survey was conducted on an online survey to exclude the characteristics of specific regions and companies. The results of 378 respondents, excluding the same IP, were used for the analysis among 452 respondents.
The results of this study are as follows. First, psychological well-­being has a positive(+) relationship with emotional commitment and negative(-) relationship with continuance commitment and normative commitment. In the relationship between the lower dimension of psychological well-­being and the lower dimension of organizational commitment, there was a positive relationship between self-­acceptance and environmental mastery and emotional commitment. Only positive relations with others was positively related to normative commitment, positive relations with others and personal growth showed significant negative relationship with computational commitment. In psychological well­-being and organizational citizenship behavior, both psychological well­-being and organizational citizenship behavior were significantly positive. However, only positive relations with others, personal growth, and environmental mastery were found to have positive(+) relationship with organizational citizenship behaviors, and self ­acceptance, autonomy, and purpose of life were not related. Self­ acceptance, personal growth, environmental mastery, and purpose of life were positively related to organizational citizenship behavior, but positive relations with others and autonomy were not related.
Second, the Big 5 personality predicted that the relationship between psychological well­-being and organizational commitment and organizational citizenship behavior would be moderated. However, openness to experience only moderates the relationship between psychological well-­being and organizational commitment. And no adjustment effect.
Third, value congruence mediates both psychological well-­being and all the sub ­dimensions of organizational commitment and organizational citizenship behavior. Therefore, through this study, it can be predicted that the value congruence is an important variable mediating the relationship between psychological well­-being and organizational commitment and organizational citizenship behavior, and can mediate the relationship between psychological well-being and various dependent variables in the future.
The results of this study showed that most of the previous studies focused on the verification and development of the leading variables that affect the psychological well-­being, and the effect of the psychological well-­being on the dependent variables such as organizational commitment and organizational citizenship behavior as sub ­It has an important meaning in that it is verified.
In addition, by examining the relationship between the lower dimension of psychological well-being and the lower dimension of organizational commitment and organizational citizenship behavior, we provided practical implications for the development of systematic training and curriculum for improving psychological well­-being of members. And the need for organizational efforts and support for the harmonization of values.