조절초점 성향이 프리젠티즘을 매개로 혁신행동과 이직의도에 미치는 영향: 직무자율성의 조절효과 (The Effects on Innovative Behavior and Turnover Intention through Sickness Presenteeism with the Chronic Regulatory Focus : The Moderating Role of Job Autonomy)

서지정보

· 발행기관 : 대한경영학회
· 수록지 정보 : 대한경영학회지 / 32권 / 10호 / 1829 ~ 1862페이지
· 저자명 : 전병윤, 정진철

초록

몸 상태가 안 좋아 쉬어야 함에도 불구하고, 출근하여 근무하지만 정상시보다 업무수행과 주의집중이 떨어져개인과 조직의 생산성에 역기능을 유발하는 현상인, 프리젠티즘(presenteeism)은 이미 우리 조직 내 만연해있다. 본 연구에서 구성원들 개인의 동기요인과 행동전략이 프리젠티즘에 미치는 영향에 대해 알아보았다.
프리젠티즘의 선행변수로 향상초점과 예방초점의 두 가지 동기 성향과 결과변수로 주도적 태도인 혁신행동과철회적 측면인 이직의도 간의 영향력 관계를 규명하고자 하였고, 프리젠티즘과 결과변수들 간의 관계에서직무자율성의 조절 효과를 검증하였다.
가설에 대한 실증분석을 위해 직장인 435명을 대상으로 설문 조사하였고 제안된 연구모형을 검증한 결과, 예방초점 성향의 구성원들은 프리젠티즘에 정(+)적인 영향을 미친 반면, 향상초점 성향의 구성원들은 프리젠티즘에 부(-)적인 영향을 미쳤다. 프리젠티즘은 혁신행동에 부(-)적으로, 이직의도에 정(+)적으로 유의미한 영향을 미쳤다. 또한 각 조절초점 성향과 두 결과변수들 간의 관계에서 프리젠티즘의 매개역할이 기능하였는데, 특히 향상초점과 이직의도 간의 관계를 프리젠티즘이 완전 매개함을 밝혔다. 그리고 프리젠티즘이 혁신행동에미치는 부(-)적인 영향과 이직의도에 미치는 정(+)적인 영향은 모두 직무자율성이 낮을 때보다 높은 경우에더 강하게 나타났다.
본 연구는 그 동안 국내에서 충분한 연구가 되지 못했던 동기와 행동전략에 근거한 조절초점 성향이 프리젠티즘에 미치는 영향과 그 결과를 검증하고, 이미 직장에 만연된 심리적․병리적 증후군인 프리젠티즘 현상에대한 이해의 폭을 넓혔다는 점에서 학문적 의의가 있다. 또한 실무적으로 혁신행동을 촉진시키고 이직의향을줄이기 위한 인력관리 방안으로, 종업원 선발관리 기준에 지원자의 조절초점 성향 적용과 성과관리, 출근관리, 조직차원의 구성원 건강지원 방안 등을 제안하였다. 이를 통해 경영자들은 프리젠티즘 관리의 중요성을 인식하고 건강한 조직을 유지할 수 있는 솔루션이 될 수 있다.

영어초록

Physically attending but feeling unhealthy, so-called “Sickness Presenteeism”, is a wide spread global phenomenon, which negatively affects individual as well as organizational work productivity because it disrupts work completion and tempts distraction, compared to when is fully productive. Taking the cultural imperative of hardworking and perseverance into consideration, it is reasonable to speculate that Korean employees may be more likely to work even when ill and push themselves to attend when ill to project a good work attitude and avoid social sanctions. However, researches have approached it as merely an overt behavior, but overlooked individual characteristics such as personality and attitudes as well as the underlying psychological process of such an act as “why people decide to work while sick and what drives it?” Thus the current study is to unravel the underlying psychological and intrinsic motives of the act to better understand presenteeism as a personal experience. In this regard, two diverse personal regulatory foci, prevention focus and promotion focus, for presenteeism were employed and delineated as independent variables, and the work consequences – innovative behavior as an active attitude and turnover intention as a withdrawal aspect - of presenteeism were systematically explored. In addition, indirect effects of presenteeism were unravelled between the independent and the dependent variables and moderating effects of job autonomy had been reviewed in the relation between presenteeism and the two dependent variables.
Data was collected from a sample of 435 employees. Analyses were implemented to test the empirical model. Findings from the analyses were reported that (1) while prevention focus positively predicted presenteeism, promotion focus significantly and negatively predicted presenteeism; (2) presenteeism was significantly and negatively related to innovative behavior, whereas presenteeism was significantly and positively related to turnover intention; (3) presenteeism played a mediation role of the relationship between the two different regulatory foci and the two dependent variables.
In particular, a full mediation effect of presenteeism was reported in the relationship between promotion focus and turnover intention; and (4) regarding the moderating effect of job autonomy on the relationships between presenteeism-innovative behavior and presenteeism-turnover intention, both the simple slopes were stronger when the job autonomy was high than when it was low. In other words, the negative relationship between presenteeism and innovative behavior was stronger for employees with higher levels of perceived job autonomy, whereas the positive relationship between presenteeism and turnover intention was also stronger for employees with higher levels of perceived job autonomy.
The findings from the current study are academically unique and distinct as we tested the impacts and the consequences of the psychological process of personal chronic dispositions on the presenteeism within Korean organizational context, which no one has ever attempted in Korea, and as we also provided the opportunity to broaden the better understanding of the presenteeism which can be defined as a psychological and health-related pathological syndrome. To promote innovative behaviors and minimize turnover intention of employees, we also believe the findings will shed light on the gravity of the presenteeism phenomenon by suggesting various practical implications and suggestions such as an adoption of regulatory foci in recruitment, goal setting, performance management, attendance management, and organizational level of provision in healthcare support program. It is hoped that management would better realize the importance of the management of and pay more attention to the presenteeism to retain the organization healthy and productive.
Limitations and further research agendas were also discussed.

참고자료

· 없음