earticle

영어

In a radically changing corporate environment, corporations are trying to acknowledge the importance of group members and change the organizational environment often in order to let their behaviors evolve in order to accomplish corporate goal and reap higher results. To achieve higher competitiveness, organizational member’s individual characteristics must be thoroughly evaluated. Characteristic is a thought process developed from various experiences that one’s gone through and mode of emotions and actions that distinguish a person from another. Normally, characteristic is comparatively more stabilized than attitude or values, and is known as an attribute of consistency. This is why many researchers based their studies on the relationship between organizational members’ characteristics and accomplishments. Many reports have been announced that characteristic is a stable predictor of the level of accomplishment. However, characteristics only measure up a portioned section of factors of accomplishments, and characteristics’ lower dimensions other than honesty had somewhat different results as factors. Scholars who are studying characteristics suggest that factors existing between the relationship of individual and organizational effectiveness and accomplishment may have been indirectly adjusted by other factors. Therefore, this research attempted to observe the role of the organizational members ‘happiness in relationship between big 5 characteristics’ sub-factors like openness, conscientiousness, extraversion, adaptability and neuroticism and organizational result variables such as job satisfaction and organizational citizenship behavior. The research concluded that happiness, which the positive psychologists suggested as one of the main factors, does not only improve a person’s individual life but also positively influence groupe/ corporate circumstances. The reason for it is because corporations traditionally focused on the elimination of negative factors or stimulating members into enthusiasm but redirecting themselves and finding out how individual members’ happiness affect organizational accomplishment would give them the competitive edge of being able to formulate new strategies. First of all, observing direct effect, openness and extraversion are confirmed as positive influences toward happiness where as neuroticism has negative correlation with happiness. However, conscientiousness showed to be marginally significant and adaptability was not marginally significant statistically. Results as such is related to the viewpoint of the positive psychologists. Specifically, in a research of characteristics of happy people, happy people are voluntary, express enthusiastic curiosity, try to make more friendships, think and act optimistically, strong under stress, live healthier lifestyles and these all suggest that extraversion and openness are important factors to live in such a manner. Secondly, characteristics’ sub-factors, job satisfaction, and organizational citizenship behavior were tested for mediating effects. Tests confirmed that happiness is a full mediation variable for openness, job satisfaction and organizational citizenship behavior, and same for extraversion and job satisfaction, neuroticism and job satisfaction as well. However, happiness only partially mediates extraversion and organizational citizenship behavior and mediator effect does not take place in between neuroticism and organizational citizenship behavior. This result confirms, as opposed to researches that stated characteristics effect organizational achievement excluding extraversion and organizational citizenship behavior, that happiness is another substantial factor. The result suggests that in order for corporations to maximize achievement, corporations should seek members with high levels of openness and extraversion. Furthermore, corporations should strive to find a new definition for happiness and develop numerous strategies for members’ pursuit of happiness. Limitation of research is suggested in the end. Therefore, in order for corporations to maximize achievement they should not only dwell on the hiring stage but actively seek improvement in the working environment. First of all, corporations should seek members with high levels of openness and extraversion. Someone with extraversion express his or her feelings well and enjoy making new relationships which will help increase individual happiness as opposed to someone with a trait of neuroticism, who will likely to be depressed and easily angered. People with openness will offer creativeness, rich culture and curiosity, which will arouse their happiness. Furthermore, corporations should strive to find a new definition for happiness and develop numerous strategies for members’ pursuit of happiness. Because extraversion and organizational citizenship behavior which are only partially mediated, all other factors are confirmed to be very important factors. Therefore, corporation should look for many different ways to improve the organizational member’s happiness level and reach organizational accomplishment through it. Especially, researching people’s strength and optimistic traits to improve individual, organizational, societal happiness via study of positive psychology and applying it to other educational, training and welfare systems would benefit all significantly.

한국어

본 연구는 Big 5 성격 특성의 하위요인들인 개방성, 성실성, 외향성, 순응성 및 신경증이 조직성과변수인 직무만족, 조직시민행동 각각의 관계에서 구성원들의 행복이 어떤 역할을 하는지를 확인하고자 하였다. 이는 지금까지 많은 연구자들이 성격 특성과 관련된 연구에서 서로 상이한 결과를 나타내고 있는 것에 대해 최근 연구자들은 이들의 관계에서 직접적이지 않고 간접적이거나 다른 변수들에 의해 매개 또는 조절될 것이라는 가능성에 기반을 둔 것이다. 특히 본 연구에서는 긍정심리학자들이 제시하는 주요 변인들 중 하나인 행복이 인간 개인의 생활 뿐 아니라 조직차원에서의 성과향상에 기여할 가능성이 높다고 판단하였다. 연구수행을 위해 설문은 2013년 4월 1일부터 4월 18일까지 총 155부의 설문을 배포하고 152부의 설문을 회수하였으며, 이중 불성실한 응답을 한 2부의 설문을 제외한 150부의 설문을 분석에 활용하였다. 성격 특성의 하위요인들과 직무만족, 조직시민행동 각각에 대해 행복이 매개할 것이라는 가설을 수립하여 검증한 결과는 다음과 같다. 먼저, 직접효과 분석 결과 지금까지의 연구와 비슷하게 개방성과 외향성이 행복에 정(+)의 영향을 미치는 것으로 확인되었으며, 신경증은 행복에 부(+)의 영향이 있는 것으로 확인되었다. 두 번째, 성격 특성의 하위요인들과 직무만족, 조직시민행동 각각에 대해 행복의 매개효과 검증 결과 개방성과 직무만족, 조직시민행동 각각에 대해 행복이 모두 완전 매개하였으며, 외향성과 직무만족, 신경증과 직무만족에 대해서도 행복은 완전 매개하는 것으로 확인되었다. 다만 외향성과 조직시민행동에 있어서는 행복이 부분 매개하며, 신경증과 조직시민행동 간에 있어서는 행복의 매개효과가 없는 것으로 확인되었다. 이런 결과는 외향성과 조직시민행동 간을 제외하고는 지금까지 성격 특성이 조직성과에 영향을 미친다는 기존의 연구에 대해 성격 특성이 아닌 행복이라는 다른 요인의 영향이 크다는 것을 의미한다. 본 연구의 결과는 기업의 성과 극대화를 위해서는 먼저, 채용단계에 있어서 외향성과 개방성이 높은 구성원을 선택하는 것이 바람직하다는 것을 시사하고 있다. 또한 기업의 입장에서는 행복에 대한 새로운 정의와 구성원들의 행복추구를 위한 다양한 전략을 수립해야 할 것이다. 연구의 한계점은 말미에 제시하였다.