본 연구의 목적은 팀 수준 개인-조직 적합성 및 개인-직무 적합성이 정서적 몰입에 미치는 영향과 심리적 임파워먼트의 매개효과를 규명하는데 있다. 이를 위해 이론적 고찰 및 선행연구를 바탕으로 가설을 설정하고 다수준 접근을 통한 실증 분석을 실시하였다. 다수준 분석에서 제안하는 기준에 부합하기 위하여 팀제를 운영하는 3개 기업 60개 팀의 구성원을 연구대상으로 선정하여 설문조사를 실시하였으며, 분석에는 HLM을 사용하였다. 연구결과는 다음과 같다. 첫째, 팀 수준 개인-직무 적합성은 심리적 임파워먼트에 유의한 정(+)의 영향을 미치는 것으로 나타났으나, 팀 수준 개인-조직 적합성의 영향력은 유의하지 않았다. 둘째, 심리적 임파워먼트는 정서적 몰입에 유의한 정(+)의 영향력을 갖는 것으로 확인되었다. 셋째, 심리적 임파워먼트의 집단 내 동의도와 집단 간 동의도를 분리하여 매개효과를 살펴본 결과, 심리적 임파워먼트는 팀 수준 개인-직무 적합성과 정서적 몰입 간의 관계에서 완전매개를 하는 것으로 분석되었다. 마지막으로 본 연구 결과를 바탕으로 한 연구의 의의, 한계점 및 추후 연구에 대한 제언을 논의하였다.

The purpose of this study is to identify the effect of team-level person-organization fit and person-job fit on affective commitment which is the component of organizational commitment. Also, the present study investigates the mediating effect of psychological empowerment in an application of multi-level approach. For the purpose of this study, the data were collected from 350 employees who are on a team working in IT, service, and aviation industry, and the final questionnaires were returned by 265 respondents from 60 teams. Also, HLM program were used in order to perform multi-level analysis. The results of this study were appeared as follows. First, team-level person-job fit have a positive effect on psychological empowerment, but the effect of team-level person-organization fit was not significant. Second, psychological empowerment influence on affective commitment positively. Third, psychological empowerment plays a complete mediating role in the relationship between team-level person-job fit and affective commitment. Finally, based on the findings, theoretical and practical implications, limitations of this study, and future research directions were discussed.

The purpose of this study is to identify the effect of team-level person-organization fit and person-job fit on affective commitment which is the component of organizational commitment. Also, the present study investigates the mediating effect of psychological empowerment in an application of multi-level approach. For the purpose of this study, the data were collected from 350 employees who are on a team working in IT, service, and aviation industry, and the final questionnaires were returned by 265 respondents from 60 teams. Also, HLM program were used in order to perform multi-level analysis. The results of this study were appeared as follows. First, team-level person-job fit have a positive effect on psychological empowerment, but the effect of team-level person-organization fit was not significant. Second, psychological empowerment influence on affective commitment positively. Third, psychological empowerment plays a complete mediating role in the relationship between team-level person-job fit and affective commitment. Finally, based on the findings, theoretical and practical implications, limitations of this study, and future research directions were discussed.

Team-level Person-organization Fit, Team-level Person-job Fit, Affective Commitment, Psychological Empowerment