조직구성원들의 개인주의-집단주의가 심리적 안녕에 미치는 영향 : 개인-조직, 개인-직무 적합성의 조절효과

Abstract

The psychological well-being(PWB: Ryff, 1989) is important theory because of contribute to an individual's enhancing the positive affect, contentment, and happiness. The study of psychological well-being has been guided by two primary conceptions of positive functioning. First, Bradburn's (1969) seminal work, distinguished between positive and negative affect and defined happiness as the balance between the two. Second, primary conception, which has gained prominence among sociologists, emphasizes life satisfaction as the key indicator of well-being. The convergence of these multiple frameworks of positive functioning served as the theoretical foundation to generate a multidimensional model of well-being(Ryff, 1989, 1995) so that PWB consist of 6 dimensions are self-acceptance, positive relationships with other people, autonomy, environmental mastery, purpose in life, and personal growth which is attained by achieving a state of balance affected by both challenging and rewarding life events. The aim of this research was to investigate the effects of individualistic value orientation (IVO), collectivistic value orientation(CVO) on the employees’ PWB. Also we test the moderating effects of person-job fit(PJF), person-organization fit(POF) between those of relationship. IVO-CVO are one of the cultural value orientations should be conceptualized as residing within a culture whether the focus is exclusively on representations of the self more specially broader values and belief systems. We draw the these IVO-CVO are critical determinants of PWB which dispositional approach such as trait activation theory and reflected context of person-environment fit as interaction between IVO-CVO and environment(organization, job). PJF defined the relationship between a person’s characteristics and those of the job or tasks that are performed at work and POF, which addresses the compatibility between people and entire organizations. Based on literatures, we proposed direct, and moderating effect hypothesis. To test hypothesis, total of 312 questionnaires, multi souce which self-report and supervision report, were used for analysis. The results are as follows. First, CVO have significantly positive impact on PWB, but IVO does not. Second, PJF have significantly positive impact on PWB, but POF does not. Third POF have moderate relationship between IVO, CVO and PWB. Base on the results, this study CVO and PJF is critical determinant of PWB that Individuals with strong CVO and match the requirement of job are likely to engage in psychological states that are beneficial to the their happy working life. Both of strong IVO, CVO employee amplify PWB that organization should more pay attents to their goal, value to matching the employees.