The Relationship between J ob Calling, Abusive Supervision and Organization-based Self-esteem

Abstract

본 연구는 상사의 비인격적 감독과 조직기반 자긍심이 조직구성원들의 직업소명의식에 미치는 영향력을 살펴보고자 하였다. 이론적 논의를 토대로 상사의 비인격적 감독의 영향력에 대한직접효과 가설과 조직기반 자긍심의 매개효과 가설을 설정하였다. 연구가설의 검증을 위해 광주, 전남지역 30개 기업을 대상으로 설문조사를 실시하였으며 동일방법편의 문제의 해결을 위해 3개월 시차를 두고 2차례 설문을 진행하였다. 1차에는 비인격적 감독, 2차에는 조직기반 자긍심과직업소명의식을 측정하였다. 총 287부의 설문을 최종분석에 활용하였다. 본 연구의 연구결과는다음과 같다. 첫째, 상사의 비인격적 감독은 조직구성원들의 직업소명의식을 낮추고 있었다. 둘째, 상사의 비인격적 감독은 조직기반 자긍심을 낮추고 있었다. 셋째, 상사의 비인격적 감독이 직업소명의식에 미치는 영향력을 조직기반 자긍심이 매개하고 있었다. 이와 같은 연구결과를 토대로 리더십 측면에서 조직구성원들의 직업소명의식에 대해 상사의 비인격적 감독이 중요한 선행변수라는 것을 확인하였으며, 상사의 비인격적 감독은 직업소명의식에 미치는 영향력에 있어서조직기반 자긍심을 매개로 하여 영향력이 나타난다는 것을 알 수 있었다.Job calling such as notion of finding and living out one s calling in the context of work is indeed an emerging concept for scholars across a variety of psychological disciplines. Various social science literatures apparent tipping point that the concept has burgeoned, resulting in a corpus of findings across a range of sub-disciplines within psychology(and related fields such as organizational behavior and management) that inform how calling relates to proximal work and well-being variables. Job calling is concept of work aligns with her or his broader sense of purpose in life; for such individuals, work is either a source of purpose in life, or serves as a life domain that allows an expression of a sense of purpose. Based on the literature review of job calling research, the purpose of this study is to investigate the antecedents of job calling more specially abusive supervision because of in july 2019, the labor standards act, which banned ‘bullying in the workplace’, was enforced, but abuse in the workplace are still going on the real life of employees. Abusive supervision as subordinates’ perceptions of the extent to which their supervisors engage in the sustained display of hostile, verbal and nonverbal behaviors, excluding physical contact(Tepper, 2000). Also, we explore the organization-based self-esteem(OBSE) mediate between abusive supervision and job calling based on self-consistency motivation theory. We build up the direct and mediating effect hypothesis. To test of hypothesis, survey method are performed to over come common method bias which 2 times survey(time 1: abusive supervision, time 2: OBSE and job calling). Total 287 questionnaires are used for analysis. The results are as follows. First, abusive supervision significantly decrease job calling. Second, abusive supervision significantly decrease OBSE. Third, OBSE mediate between abusive supervision and job calling. Based on the results, we suggested implications of lead to high on employees job calling, practical insight of management reflect human resource management of company s effort such as promotion and giving the role of supervision.