ISSN : 1229-0696
본 연구의 목적은 첫째, 직무자율성이 직무만족을 거쳐 혁신행동에 미치는 영향을 살펴보고, 둘째, 직무자율성이 직무만족에 미치는 영향에 있어서 개인특성 변인인 주도성과 개방성의 조절효과를 검증하고, 셋째, 직무만족이 혁신행동에 미치는 영향에 있어서 조직혁신풍토의 조절효과를 검증하는 데 있었다. 이를 위하여 기업 및 공공기관에서 근무하는 종업원들에게 설문조사를 실시하여 총 338명의 응답 자료를 분석에 사용하였다. 자료를 분석한 결과, 직무자율성이 높을수록 직무만족과 혁신행동이 높게 나타났다. 그리고 직무자율성이 혁신행동에 미치는 영향에 있어서 직무만족이 매개효과를 가지는 것으로 나타났다. 주도성과 개방성이 낮을 때보다 높을 때 직무자율성과 직무만족 간의 정적 관계가 더 강하게 나타났기 때문에 주도성과 개방성은 직무자율성과 직무만족 간의 관계를 조절한다는 것을 알 수 있었다. 또한 조직혁신풍토가 낮을 때보다 높을 때 직무만족과 혁신행동 간의 정적 관계가 더 강하게 나타났기 때문에 조직혁신풍토는 직무만족과 혁신행동 간의 관계를 조절한다는 것이 밝혀졌다. 이러한 연구 결과를 토대로 본 연구의 시사점 및 제한점, 추후 연구과제에 대해 논의하였다.
The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.
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