조직구성원의 목표지향성이 직무 및 학습동기와 직무수행에 미치는 영향

Abstract

Rarely did it find the studies on the mediating effects of job and learning motivation in the relationship between goal-orientation and job performance in the Korean organizational research, in particular, in case of multi-dimension of job performance (task performance and innovative performance). The present study advances understanding the effect of goal orientation in relation to motivation and job performance. First, the influence of goal orientation toward both sorts of motivation concept was investigated. Second, each pattern of motivation was intended to verify the influence on task performance and innovative performance. Third, mediating effects of individual motivational concept was demonstrated in the relationship between goal orientation and job performance. The data in the current study was given the 266 employees who are working for 4 sorts of service companies in Jeju province. The analysis was carried out with the program of SPSS 18.0 and mediating effect was accomplished with the procedure of 5 steps by Baron & Kenny (1986). The results of the current study were as follow. First, goal orientation had the significant effect with job motivation. In detail, learning goal orientation and performance-approach goal was positively associated with job motivation, and performance-avoidance goal was the negative relation. Second, goal orientation was partially related to the learning motivation. Learning goal orientation just had the significance with learning motivation but other income variables had no significance. Third, job motivation was linked with both job performance positively and learning motivation was positively significant with innovative performance but not related to the task performance. Forth, the mediation by job motivation was partially significant in the relationship between goal orientation and job performance. Above all, the mediating effects by job motivation in the relations; learning goal orientation-task performance, and learning goal orientation-innovative performance, was all partially significant. And then, the relationship between performance-approach goal and task performance was partially mediated by job performance and the relationship between performance-approach goal and innovative performance was fully mediated by job performance. Finally, it was no significant mediating effect by the job motivation in the relationship between performance-avoidance goal and job performance. Fifth, the role of learning motivation as mediating variables was not accepted in most of cases except for the relationship between learning goal orientation and innovative performance partially mediated. The present study has the implication for research and for practice. The concept of goal orientation as the psychological factors affects the job performance. Namely, in the selection, organizations under the pressure of the innovative environment are likely to consider the employee characteristics for the better performance, in particular, for a person who is high level of learning goal orientation and performance-approach goal. Learning motivation affects extra-role contextual performance. Job performance is consisted of two parts, in-role task performance and extra -role contextual performance. Learning motivation just had the significant effect with innovative performance as well as the relationship between learning goal orientation and innovative performance was only partially mediated by learning motivation. In other words, it is possible to infer the importance of learning motivation in case that an organization requires the extra-role contextual performance for innovation.