기업 연구직 근로자의 팀성과 결정요인에 관한 연구 : 긍정심리자본을 중심으로

With the proliferation of the global economy and the 4th Industrial Revolution, companies need differentiated survival strategies to quickly respond to customer needs and secure competitive advantage. In addition, the necessity of fostering creative talents to successfully promote this situation is increasing. To respond to these demands for change, companies need to strengthen the competence of human resources for R&D in charge of developing new technologies and new products, and improving the performance of research institutes (R&D centers) operated by companies is emerging as an important task. This study aims to analyze how positive psychological capital, organizational commitment and job satisfaction of research workers affect the performance of the R&D organization. On the other hand, for research workers, we try to analyze the differences between groups by selecting the size of the firm (small and medium-sized firms/large firms), which was not considered important in previous studies, as a moderating variable. The questionnaire method was used as a data collection method, and a total of 200 copies of the questionnaire were distributed to 23 corporate research institutes in Korea, and a total of 193 copies were collected. Among them, 20 copies that were incomplete were excluded, and a total of 173 copies were used for statistical analysis. SPSS 26 and SmartPLS 3.0 were used to analyze descriptive statistics and verify research hypotheses. As a result of hypothesis testing of this study, first, positive psychological capital had a significant positive impact on job commitment, satisfaction, and team performance. Second, job commitment had a significant effect on job satisfaction, but not on team performance. Third, it was found that job satisfaction had a significant positive impact on team performance. Fourth, there was no moderating effect of the size of the company on the overall relationship between paths (positive psychological capital, job commitment, job satisfaction, and the relationship between team performance). The results of this study are expected to be used as basic data for establishing strategies for training and manpower management for R&D personnel, which can be regarded as core talents of companies, and contribute to the preparation of plans to improve team performance.