기본심리욕구, 목표지향성, 내적직무동기, 결과변수간의 구조적 관계: 임파워링 리더행동의 조절효과

Abstract

In this study, we mainly conducted three categories regarding the psychological mechanism which influences the behavior of employees. First, we demonstrated the linear relationship among three factors of basic psychological needs(autonomy, competence and relatedness). Second, we demonstrated the structural relationship among basic psychological needs as the independent variable, goal orientation(proving goal orientation, learning goal orientation and avoiding goal orientation) and intrinsic job motivation as the mediating variable and subjective career success and adaptive performance as the resulting variable. Third, we demonstrated the moderating effect of empowering leader behavior between basic psychological needs and goal orientation or basic psychological needs and intrinsic job motivation. We conducted research samples for the analysis with 348 employees in Jeju Special Self-Governing Province. The result of the empirical analysis is as follows. First, it indicated that autonomy and relatedness which are sub-factors of basic psychological needs positively influenced competence. Second, it indicated that learning goal orientation and proving goal orientation positively influenced competence while autonomy and relatedness did not directly influence competence, meaning that autonomy and relatedness influenced learning goal orientation and proving goal orientation through competence. Also, it showed that only autonomy negatively influenced avoiding goal orientation while competence and relatedness did not influence avoiding goal orientation. Third, it indicated that autonomy, competence and relatedness positively influenced intrinsic job motivation. Also, it showed that autonomy and relatedness directly influenced intrinsic job motivation while they indirectly influenced intrinsic job motivation through competence. Fourth, it indicated that only learning goal orientation positively influenced intrinsic job motivation while proving goal orientation and avoiding goal orientation did not influence intrinsic job motivation, meaning that basic psychological needs indirectly influenced intrinsic job motivation through learning goal orientation. Fifth, it indicated that only proving goal orientation positively influenced subjective career success which is the resulting variable while learning goal orientation and avoiding goal orientation did not influence subjective career success. Also, it showed that three sub-factors of goal orientation did not influence adaptive performance. Sixth, it indicated that intrinsic job motivation positively influenced subjective career success and adaptive performance which is the resulting variable. Seventh, it demonstrated that there was the moderating effect of empowering leader behavior between basic psychological needs and goal orientation or basic psychological needs and intrinsic job motivation. The suggestion of the result in this study is as follows. First, we provide academically and practically meaningful information by demonstrating the linear relationship among basic psychological needs which have been studied in pedagogy and psychology fields. In this study, we studied competence and relatedness and demonstrated that autonomy and relatedness are predisposing factors of competence even though studies in business administration field have focused on autonomy, meaning that employees consider the needs for autonomy and relatedness as a tool to ultimately show their competence. The result of this study suggests that the effort to improve competence of employees is important and it logically implicates the need of human resource development for improving competence. Second, we expanded the range of the existing studies on goal orientation by demonstrating the relationship between basic psychological needs and goal orientation. In fact, the existing studies on goal orientation in business administration field have focused on environmental factors such as leadership as predisposing factors of goal orientation while studies on psychological factors which promote goal orientation have not been presented. This study academically and practically shows a meaning that we identified the relationship with goal orientation by selecting basic psychological needs which can be innate and developed. As a result of this study, it showed that only competence significantly influenced learning goal orientation and proving goal orientation, meaning that the factors, which make employees in the organizational environment show the behavior of goal orientation are related to competence. Third, it indicated that three basic psychological needs significantly influenced intrinsic job motivation in the relationship with basic psychological needs, goal orientation and intrinsic job motivation as highlighted in the self-determination theory while only learning goal orientation significantly influenced intrinsic job motivation through goal orientation. Also, it showed that intrinsic job motivation positively influenced subjective career success and adaptive performance which are the resulting variable while learning goal orientation did not influence subjective career success and adaptive performance, meaning that learning goal orientation is a variable that influences subjective career success and adaptive performance through intrinsic job motivation. However, it indicated that proving goal orientation did not influence intrinsic job motivation while it significantly influenced subjective career success. The above result demonstrates that learning goal orientation and proving goal orientation differently influenced subjective career success and adaptive performance. In other words, learning goal orientation influenced outcome or performance variable through psychological variables while proving goal orientation is considered as the variable which can directly influence outcome or performance variable. Specifically, we need to consider that adaptive performance is the variable which is connected to the long-term performance in a company and consider proving goal orientation for the short-term performance and learning goal orientation for the long-term performance as important factors. Fourth, we emphasize the importance of leader's role in promoting goal orientation and job motivation of employees in an organization. As a result of this study, it indicated that basic psychological needs influenced goal orientation and intrinsic job motivation more for subordinates who highly recognize superior's empowering behavior, meaning that the importance of leader's role is emphasized when basic psychological needs are changed into goal orientation and intrinsic job motivation.