본 연구의 목적은 구성원의 개인-조직 가치일치성, 개인-조직 목표일치성, 상사지원인식, 업무열의 간 관계를 규명하는 것이다. 연구목적을 달성하기 위해서 수도권 중소기업이나 대기업에 근무하는 직장인들로부터 수집된 327부의 설문자료가 분석에 사용되었다. 확인적 요인분석과 위계적 회귀분석 등의 분석방법을 활용하였다. 연구결과는 첫째, 개인-조직 가치일치성과 개인-조직 목표일치성이 업무열의에 정(+)적인 영향을 미치는 것으로 나타났다. 둘째, 업무열의에 대한 개인-조직 가치일치성의 영향력이 개인-조직 목표일치성의 영향력보다 큰 것으로 밝혀졌다. 셋째, 개인-조직 가치일치성과 업무열의의 관계에서 상사지원인식의 조절효과는 없었다. 넷째, 개인-조직 목표일치성과 업무열의 간 관계에서 상사지원인식의 조절효과가 정(+)적인 것으로 밝혀졌다. 본 연구의 결과를 토대로 HRD 관점에서 기업 구성원의 업무열의를 높이기 위한 실천적 측면, 향후 연구 측면, 이론적 측면에서 시사점을 제시하였다.
The purpose of the current study was to examine the relationships among employees' person-organization value congruence, person-organization goal congruence, perceived supervisor support, and work engagement. To achieve the research goal, we used quantitative data collected from 327 employees working for a small and medium-sized enterprise or large company in the Seoul Capital Area of South Korea. We performed a confirmatory factor analysis and hierarchical regression analysis to analyze the data. As a result, we found followings: (1) the employees' person-organization value congruence and person-organization goal congruence had positive impacts on work engagement; (2) the impact of employees' person-organization value congruence on work engagement was greater than that of person-organization goal congruence; (3) the employees' perceived supervisor support did not moderate the relationship between person-organization value congruence and work engagement; and (4) the employees' perceived supervisor support had a positive moderation effect on the relationship between person-organization goal congruence and work engagement. Based on the results, we provided implications for practice, research, and theory building in the work engagement area for the HRD field.
The purpose of the current study was to examine the relationships among employees' person-organization value congruence, person-organization goal congruence, perceived supervisor support, and work engagement. To achieve the research goal, we used quantitative data collected from 327 employees working for a small and medium-sized enterprise or large company in the Seoul Capital Area of South Korea. We performed a confirmatory factor analysis and hierarchical regression analysis to analyze the data. As a result, we found followings: (1) the employees' person-organization value congruence and person-organization goal congruence had positive impacts on work engagement; (2) the impact of employees' person-organization value congruence on work engagement was greater than that of person-organization goal congruence; (3) the employees' perceived supervisor support did not moderate the relationship between person-organization value congruence and work engagement; and (4) the employees' perceived supervisor support had a positive moderation effect on the relationship between person-organization goal congruence and work engagement. Based on the results, we provided implications for practice, research, and theory building in the work engagement area for the HRD field.
