학술논문
감정표현규칙 인식이 직무만족도에 미치는 영향 : 감정 관리에 대한 자아효능감의 조절효과 / The Moderation Role of Self efficacy for Emotional Management on The Relationships between Perceptions of Display Rules and Job satisfactions
Document Type
Dissertation/ Thesis
Source
Subject
Language
Korean
Abstract
기존 연구들은 감정표현규칙 인식과 직무만족도 간의 조절할 수 있는 변수가 많이 탐색하였는데 주로 환경요소(동료지지, 직무의 자율성)의 조절효과를 살펴보았다. 또한, 실무현장에서 자아효능감의 중요성을 의식됨으로써 이에 관한 연구가 점차 많아지고 있다. 본 논문에서 감정노동을 수행할 때 직업 관련된 자아효능감의 특정한 형태인 감정 관리에 대한 자아효능감을 초점으로 맞추어서 자원보존이론을 바탕으로 이는 감정표현규칙 인식과 직무만족도의 사이의 조절효과를 측정하고 자한다.SPSS 24.0을 이용한 분석결과에 의하면 긍정감정표현규칙 인식이 직무만족도에 겅(+)의 관계가 존재하며 부정감정표현규칙 인식과 직무만족도 사이에 부(-)의 관계가 있다고 밝혔다. 감정 관리에 대한 자아효능감은 긍정감정표현규칙 인식과 직무만족도 사이의 관계에 대하여 정(+)의 조절효과가 있는 반면에 부정감정표현규칙 인식과 직무만족도 사이에 관계에 대하여 조절효과가 없다는 것으로 나타났다.
The main purpose of this study it to explore how the self efficacy for emotional management would affect the relationship between perceptions of display rules and job satisfactions. Most of the existing studies have examined the relationship between perceptions of display rules and job satisfactions or variations on the other aspects but the ignored the importance of the self efficacy for emotional management which supply the resource to employees in a way of improve job satisfactions. The present study is based on the conservation of resource theory which is the most significant theory explaining employee’s stress. The results showed that perceptions of positive display rules were positively related to job satisfactions and the perceptions of negative display rules were negatively related to job satisfactions. According to theresults, The self efficacy for emotional management support appeared to partially positively moderate the relationship between perceptions of positive display rules and no moderate effect was evident for the relationship between perceptions of negative display rules and job satisfactions. Some relevant implications are discussed later.
The main purpose of this study it to explore how the self efficacy for emotional management would affect the relationship between perceptions of display rules and job satisfactions. Most of the existing studies have examined the relationship between perceptions of display rules and job satisfactions or variations on the other aspects but the ignored the importance of the self efficacy for emotional management which supply the resource to employees in a way of improve job satisfactions. The present study is based on the conservation of resource theory which is the most significant theory explaining employee’s stress. The results showed that perceptions of positive display rules were positively related to job satisfactions and the perceptions of negative display rules were negatively related to job satisfactions. According to theresults, The self efficacy for emotional management support appeared to partially positively moderate the relationship between perceptions of positive display rules and no moderate effect was evident for the relationship between perceptions of negative display rules and job satisfactions. Some relevant implications are discussed later.