본 연구는 조직구성원에게 인식된 조직의 미덕이 그들의 태도 및 행위에 미치는 영향을 살펴보았다. 구체적으로, 조직구성원에 의해서 인식된 조직의 미덕이 어떠한 메커니즘을 통해서 결과변수인 잡크래프팅과 직무성과에 영향을 주는지 실증적으로 분석하고자 했다. 이를 위해서 국내 9개 기업에서 365명의 직원을 대상으로 자료를 얻어 분석하였다. 연구결과는 가설에서 제시 된 대로 조직구성원에게 인식된 조직의 미덕은 긍정심리자본에 정(+)의 영향을 미쳤고, 긍정심리자본은 잡 크래프팅과 직무성과에 정(+)의 영향을 미쳤다. 또한 긍정심리자본은 조직구성원에게 인식된 조직의 미덕과 잡 크래프팅 간의 관계를 완전 매개하였으며, 조직구성원에게 인식된 조직의 미덕과 직무성과 간의 관계도 완전 매개하였다. 마지막으로 잡 크래프팅을 많이 할수록 직무성과가 향상 되는 것으로 나타났다. 본 연구의 의의는 조직구성원에게 인식된 조직의 미덕이 직접적으로 잡 크래프팅과 직무성과에 영향을 미치기 보다는 매개변수인 긍정심리자본을 통해서 영향을 미친다는 사실을 통해 긍정심리자본의 중요성을 확인 시킨데 있다.
This study tried to examine the influence of organizational virtue perceived by organizational members in the individual level, and assumed that it would influence organizational members' job performance. Virtue in organization has received attention as critical attribute of positive organizational scholarship. Cameron(2003) defined the study of virtue as a study of the capacity, attributes, and reserve in organization that facilitates the expression of positive deviance among organization member. Job crafting is a process whereby employees redesign or modify their jobs, and this aspect of organizational management has received great attention from scholars. The focus in existing job crafting research has been mainly on employees’ perceptions about opportunities to craft their jobs. Positive psychological capital and job crafting were considered as the mechanism to connect these two variables, and thus, whether organizational virtue perceived by organizational members influences positive psychological capital, job crafting, and job performance was verified. In order to test convergent and discriminant validities, we examined the relationships between organizational virtue perceived by organizational members and organizational effectiveness such as job crafting and job performance. For the research method, 400 questionnaires were distributed to 50 superiors and 350 subordinates of 9 domestic companies (389 were returned), and 365 were finally used to verify hypotheses. subordinates' job performance was measured with help of superiors, which contributed to generalizing study results related to domestic job performance through objective indexes. We explored this dynamic by considering that organizational virtue perceived by organizational members relates to job performance through positive psychological capital. In addition, We explored this dynamic by considering that organizational virtue perceived by organizational members relates to job crafting through positive psychological capital. As a result of the empirical analysis, organizational virtue perceived by organizational members had a positive (+) effect on positive psychological capital. However, organizational virtue perceived by organizational members had not a positive (+) effect on job performance and job crafting. In addition, positive psychological capital had a positive (+) effect on job performance and job crafting. And positive psychological capital had a mediating effect between organizational virtue perceived by organizational members and job crafting, and between organizational virtue perceived by organizational members and job performance. Lastly, job crafting had a positive (+) effect on job performance. This study has a meaning in that it measured the relationship between organizational virtue perceived by organizational members and job performance in the individual level, and in that it measured and proved the relationship between positive psychological capital and job performance through objective indexes.
This study tried to examine the influence of organizational virtue perceived by organizational members in the individual level, and assumed that it would influence organizational members' job performance. Virtue in organization has received attention as critical attribute of positive organizational scholarship. Cameron(2003) defined the study of virtue as a study of the capacity, attributes, and reserve in organization that facilitates the expression of positive deviance among organization member. Job crafting is a process whereby employees redesign or modify their jobs, and this aspect of organizational management has received great attention from scholars. The focus in existing job crafting research has been mainly on employees’ perceptions about opportunities to craft their jobs. Positive psychological capital and job crafting were considered as the mechanism to connect these two variables, and thus, whether organizational virtue perceived by organizational members influences positive psychological capital, job crafting, and job performance was verified. In order to test convergent and discriminant validities, we examined the relationships between organizational virtue perceived by organizational members and organizational effectiveness such as job crafting and job performance. For the research method, 400 questionnaires were distributed to 50 superiors and 350 subordinates of 9 domestic companies (389 were returned), and 365 were finally used to verify hypotheses. subordinates' job performance was measured with help of superiors, which contributed to generalizing study results related to domestic job performance through objective indexes. We explored this dynamic by considering that organizational virtue perceived by organizational members relates to job performance through positive psychological capital. In addition, We explored this dynamic by considering that organizational virtue perceived by organizational members relates to job crafting through positive psychological capital. As a result of the empirical analysis, organizational virtue perceived by organizational members had a positive (+) effect on positive psychological capital. However, organizational virtue perceived by organizational members had not a positive (+) effect on job performance and job crafting. In addition, positive psychological capital had a positive (+) effect on job performance and job crafting. And positive psychological capital had a mediating effect between organizational virtue perceived by organizational members and job crafting, and between organizational virtue perceived by organizational members and job performance. Lastly, job crafting had a positive (+) effect on job performance. This study has a meaning in that it measured the relationship between organizational virtue perceived by organizational members and job performance in the individual level, and in that it measured and proved the relationship between positive psychological capital and job performance through objective indexes.
