산경연구논집 (JIDB) Vol. 11 No. 6 (p.29-39)

The Effect of Innovation-oriented Organizational Culture on Job Engagement and Job Stress: Focusing on Moderating Effect of Selfefficacy

키워드 :
Organizational Culture,Innovation-Oriented Organizational Culture,Self-Efficacy,Job-Engagement,Job-Stress

목차

Abstract
1. 서론
2. 선행연구 고찰 및 가설설정
   2.1. 혁신지향 조직문화
   2.2. 혁신지향 조직문화와 직무열의
   2.3. 혁신지향조직문화와 직무스트레스
   2.4. 자기효능감의 조절효과
3. 연구방법
   3.1. 자료수집
   3.2. 측정도구
   3.3. 분석방법
4. 연구결과
   4.1. 측정도구의 신뢰도 검증
   4.2. 측정변인 간의 상관관계 분석
   4.3. 연구가설 검증
5. 결론
   5.1. 연구결과 요약 및 시사점
   5.2. 연구의 핚계점 및 향후 연구방향
References

초록

Purpose: The purpose of this study is, in the situation where rapid response to the rapidly changing environment is required due to the development of the fourth industrial revolution such as artificial intelligence, virtual reality, and the internet of things, robotics, big data, additive manufacturing, bio-health, sharing economy and in the organizational culture aspiring toward the innovation of a major company, small business and a public institution, to analyze what influence a job-engagement and stress make, and what influence individual‟s self-efficacy as a moderator mediator makes, and to offer basic data for improving job-engagement and lowering job-stress. Research design, data, and methodology: For doing this, the literature and the empirical studies were combined. Deriving innovationoriented organizational culture as factors affecting the job engagement and job stress through the literature, and have established hypotheses to verify them. We have collected data of 281 from ex,ecutives and staff-members working in areas including major company, small business and officials (the central government, a local public service, the prosecution, the police, and school). And these data were analyzed by SPSS 23 version. Results: Based on these data, the results of analysis were as follows; First, the innovationoriented organizational culture which was recognized by organizational members had effect on job-stress. Second, the innovationoriented organizational culture which was recognized by organizational members influenced job-stress. Third, in the relationship between the innovation-oriented organizational culture and job-engagement, self-efficacy did not influenced job-engagement. Finally, in the relationship between the innovation-oriented organizational culture and job-stress, self-efficacy influenced job-stress. Conclusions: Innovation-oriented organizational culture places importance on the organization's adaptability and flexibility in the external environment, so companies need to establish an innovation-oriented organizational culture favorable to achieving survival and successful innovation, and to develop and disseminate programs of positive and continuous organizations to improve task enthusiasm, reduce task stress, and enhance organizational performance. In the future, it will be necessary to verify the effectiveness of various organizational culture types through comparative analysis with companies that actively maintain an innovation-oriented organizational culture (Google, Kakao, etc.) and companies that prefer hierarchy-oriented organizational culture, relationship-oriented organizational culture, and market-oriented organizational culture.