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상사행동과 직무수행 및 일탈행동 관계에서 조절동기의 매개효과 연구

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Alternative Title
A Study on the Mediating Effects of Regulatory Motivation in the Relationships between Leader Behavior and Job Performance, and Deviant Behavior
Abstract
In an environment where management related incidents unfold based on
people, and management activities are explained through the process of goal
achievement of organization members, the importance of manager's behaviors
is growing in the viewpoint of modern management. This is because goal
achievement is brought to fruition from the activities of the organization
members, and this makes manager's behaviors ever more important as it
aggregates and controls organization members' efforts as a leader of an
organization or as an executive. Specifically, managers of an organization
improves morale that contributes to the organization's goal achievement by
influencing its members, and are required of managerial behaviors that can
tap the potential of the organizational members Additionally, motivation is
also an important factor in affecting the organizational members' performance on duties.
The study attempts to look into the mediator effect of regulatory motivation
on the relationship between manager's behaviors and performance on duties.
The purpose of the following research is to verify the influence of manager's
behavior pertaining to job function on regulatory motivation types, and to
verify the mediator effect of regulatory motivation types in terms of the
relationship between manager's behavior types (structural and self-giving)
and performance on duties (conducts within and outside of the organizational
role and deviant behaviors). Based on literature research, existing research
results were considered, and hypothesis and thesis model were set.
Afterwards, a survey was created after going through the process of
operation definition of the factors. Evidence based analysis was conducted
based on the distributed and collected surveys. Subjects of the study were
employees of financial․insurance businesses, hotel․service businesses and
public institutions․state-owned companies located in Jeju Special
Self-Governing Province.
Collected data underwent credibility analysis in order to prove the internal
consistency of the factors that were included in the research model, and
Amos 18.0 was utilized to investigate the discriminant validity of the
regulatory motivation construct in order to verify of its validity. SPSS 18.0
program was utilized to conduct exploratory factor analysis, correlation
analysis and hypothesis verification. Additionally, in order to verify the
research hypothesis, stepwise regression analysis was conducted, and Baron
& Kenny's (1986) 3 step verification process was utilized to verify the
mediator effects. Finally, Sobel verification test was used to verify the
statistical significant of the indirect effects.
Based on the results of the research, first, in terms of the influencing
relationship between manager's behavior types (structural and self-giving)
and regulatory motivation types (integration·verification, internal·external regulation), structural behavior had a negative (-) influence on integrated and
verified regulation, and had a positive (+) influence on external regulation.
Additionally, self-giving behaviors had a positive (+) influence on integrated
and verified regulation. Second, the relationship between manager's behavior
types (structural and self-giving) and conducts within and outside of the
organizational role and deviant behaviors were identified. The results showed
that manager's structural behavior had a positive (+) influence on deviant
behaviors and a negative (-) influence on conducts outside of the
organizational role. On the other hand, manager's self-giving behaviors had a
positive (+) influence on conducts outside of the organizational role and a
negative (-) influence on deviant behaviors. Third, after looking into the
cause-and-effect relationship between regulatory motivation types
(integration·verification, internal·external regulation) and deviant behaviors,
conducts within and outside of the organizational role, integrated and verified
regulation had a positive (+) influence on both conducts within and outside of
the organizational role. In terms of internal regulation, it had a positive (+)
influence on both conducts within and outside of the organizational role.
Finally, external regulation had a negative (-) influence on conducts outside
of the organizational role and a positive (+) influence on deviant behaviors.
Fourth, after verifying for the mediator effects, the process of structural
behavior→integrated and verified regulation→conducts outside of the
organizational role and self-giving behaviors→integrated and verified
regulation→conducts outside of the organizational role and structural
behaviors→external regulation→deviant behaviors was the only path that
satisfied the requirements for verifying the mediator effect.
The theoretical implication of the following research is, first, verifying the
relationship between manager's behavior types and performance on duties and
deviant behaviors by utilizing the regulatory motivation types when applying
it in organizational behaviors. Second, the research investigated the importance of manager's behavior types on regulatory motivation types.
Third, the results suggest the importance of regulatory motivation types on
performance on duties and deviant behaviors. Fourth, the paper verifies the
psychological mechanism that leads from regulatory motivation type to
performance on duties and deviant behaviors. The practical implication is,
first, the need for strategic application of manager's behaviors in order to
induce internal motivation of the organization members in regards to their
duty. Second, there is a need to reduce structural behaviors that lead to
nonproductive behaviors from the organization members.
Despite the implications mentioned above, the following research has certain
limitations. First, the limitation stems from the fact that the research was a
cross-sectional study. Because data on manager's behaviors perceived by the
organization members were collected at a certain point in time, a temporary
influence on the measurement for evaluating the relationship between the
manager and his or her subordinates cannot be prevented. Second, there was
a lack of regulation on situational factors. There were limitations to
regulating situational factors such as psychological distance between the
manager-organization member and organizational culture which have an effect
on the perception of manager's behaviors by the organization members. Third,
there is a need to conduct a follow-up research on regulatory motivation. It
was found through the research that there were many hypotheses that were
rejected in terms of the influencing relationship that regulatory motivation
types have on the manager's behavior types and factors. Even though
regulatory motivation types is an mediator variable that links the relationship
in manager's and organization member's behaviors, this result implies that
there is another factor that connects manager to regulatory motivation types
and regulatory motivation types to deviant behaviors. Fourth, the results
speak for the need to develop a measurement system that explains regulatory
motivation types.
Author(s)
김효정
Issued Date
2015
Awarded Date
2016. 2
Type
Dissertation
URI
http://dcoll.jejunu.ac.kr/jsp/common/DcLoOrgPer.jsp?sItemId=000000007605
Alternative Author(s)
Kim, Hyo-Jung
Department
경영대학원 경영학과
Advisor
강영순
Table Of Contents
Ⅰ. 서 론 1
1. 연구의 필요성 및 목적 1
1) 연구의 필요성 1
2) 연구의 목적 4
2. 연구방법 및 논문구성 5
1) 연구 방법 5
2) 논문 구성 5
Ⅱ. 이론적 배경 7
1. 상사행동 7
1) 상사행동 유형 7
2) 구조적 행동 개념 및 선행연구 9
3) 희생적 행동 개념 및 선행연구 11
2. 조절동기 16
1) 자기결정성 이론 및 조절동기 개념 16
2) 조절동기 유형 및 선행연구 17
3) 상사행동 유형과 조절동기의 관계 22
3. 직무수행과 일탈행동 24
1) 직무수행과 일탈행동의 개념 24
2) 구조적 행동과 직무수행 및 일탈행동의 관계 28
3) 희생적 행동과 직무수행 및 일탈행동의 관계 29
Ⅲ. 연구설계 31
1. 연구모형 및 연구가설 31
1) 연구모형 32
2) 연구가설 설정 32
2. 변수의 조작적 정의 및 조사 설계 40
1) 변수의 조작적 정의 40
2) 조사 설계 44
Ⅳ. 실증분석 47
1. 표본특성과 측정도구 타당성 및 신뢰성 47
1) 표본특성 47
2) 측정도구 신뢰성 및 타당성 검증 49
3) 기술적 통계 및 상관관계 분석 54
2. 가설 검증 56
1) 구조적 및 희생적 행동과 조절동기 유형의 관계 56
2) 구조적 및 희생적 행동과 직무수행 및 일탈행동의 관계 59
3) 조절동기 유형과 직무수행 및 일탈행동의 관계 62
4) 조절동기 유형의 매개효과 65
Ⅴ. 결 론 69
1. 연구결과의 요약 및 시사점 69
2. 연구의 한계 및 향후 연구과제 72
참고문헌 73
설 문 지 84
Degree
Master
Publisher
제주대학교 경영대학원
Citation
김효정. (2015). 상사행동과 직무수행 및 일탈행동 관계에서 조절동기의 매개효과 연구
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