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ISSN : 1229-0688
본 연구는 공기업 직장인 184명을 대상으로 조절초점과 업무동기, 자기효능감이 과업수행과 심리적 안녕감에 영향을 줄 것이라고 가정하여 가설 모형을 설정한 후, 구조적인 관련성에 대해 탐구하고자 하였다. 연구 결과 첫째, 향상초점은 업무동기와 자기효능감을 매개로 하여 과업수행에 영향을 미쳤고, 향상초점 그 자체로는 안녕감이나 과업수행에 직접적으로 영향을 미치지 않았음을 발견할 수 있었다. 둘째, 예방초점은 심리적 안녕감에 직접적으로 영향을 미쳤으나, 과업수행에는 직접적인 영향을 미치지 않았음을 발견하였다. 셋째, 과업수행과 심리적 안녕감에 대하여 조절초점, 업무동기, 자기효능감 등 예측변인들의 설명량을 살펴본 결과, 과업수행에 대해서는 조절초점, 업무동기, 자기효능감의 설명력이 매우 높게 나타났고 심리적 안녕감에 대해서는 예방초점의 설명력이 매우 높게 나타났다. 본 연구를 통해 과업수행과 심리적 안녕감에 영향을 미치는 동기적 특성 및 과정을 파악할 수 있었고, 공기업 직장인들의 업무효율성이나 심리적 안녕감을 증진시킬 수 있는 방법을 구체적으로 살펴볼 수 있었다는 데에 연구의 의의가 있다.
This study examined the relations among regulatory focus, work motivation, self-efficacy, work performance and psychological well-being. In doing so, authors employed the structural equation model , with which input-procedure-output framework for motivational variables, work performance, and psychological well-being was examined. Data in the current study were obtained from 184 employees. The results were as follows: 1) promotion focus indirectly influenced work performance through changing the levels of work motivation and self-efficacy, whereas promotion focus did not yield direct effects on psychological well-being and work performance. 2) prevention focus produced direct effects on psychological well-being, but not on work performance, and 3) predictors including regulatory focus, work motivation, and accounted for work performance well and prevention focus explained psychological well-being well. The findings in this study are discussed in terms of work efficient and psychological well-being in employees.
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