군 조직의 시간 긴급성 풍토에 대한 지각이 직무 스트레스에 미치는 영향

Abstract

In order to secure a competitive advantage, organizations need to consider deadlines when pursuing goals and tasks. In such work environments and atmospheres, effective leadership is crucial in managing organizational time resources carefully and minimizing job stress among members.
 This study empirically confirmed the mechanism by which perceived organizational time urgency climate mediated by time pressure affects job stress, based on social information processing theory and the job demands-resources theory. To accomplish this, a survey was conducted on military officers in a mechanized unit of the South Korean Army, and a final sample of 342 participants was analyzed after excluding 37 untruthful respondents from the original sample of 379 respondents with varying ranks and lengths of service. Descriptive statistics, correlation analysis, and reliability tests were conducted using SPSS 24, and the validity of variables and model fit were examined through confirmatory factor analysis using AMOS 24. Additionally, hierarchical regression analysis was performed using SPSS 24 to verify the relationships among variables Existing research on time has primarily focused on the relationship between individual personality traits, individual behavior, and performance in organizations. Additionally, various studies have been conducted on organizational climate, but research specifically related to organizational time urgency climate has been limited. Therefore, it is necessary to consider not only positive outcomes but also negative outcomes from a cognitive perspective on time urgency. Furthermore, the need for research on how employee time-based personality traits moderate the impact on themselves has been raised. The empirical analysis revealed that there is a positive relationship between organizational time urgency climate, time pressure, and job stress. Additionally, the mediating effect of time pressure in the relationship between organizational time urgency climate and job stress was significant. Moreover, there was a positive moderating effect of employee' time urgency in the relationship between organizational time urgency climate, time pressure, and job stress.
 This study contributes to expanding leadership theories by examining the negative impact of the temporal characteristics of organizational climate on members. Previous research on time urgency has mainly focused on individual or leader-centric perspectives, but this study complements it by offering important theoretical implications on how the outcomes related to organizational time urgency climate can extend to individuals from an employee-centric perspective. Furthermore, this study addresses the limitations of previous literature on boundary conditions (employee' time urgency) and provides practical implications, such as creating an environment to mitigate the negative effects of organizational time urgency climate.