온라인 여가활동, 심리적 안전감, 사회적 지지 그리고 직장행복 : 조절된 매개모형

Work happiness is recognized as an important factor in organizational research because work happiness effects on job performance as well as quality of life. Despite of this situations, there is still a lack of researches analyzing the antecedent and situational factors that affect work happiness. Thus, this paper investigates the effect of online leisure activities as an antecedent to work happiness. This paper also examines whether psychological safety is positively mediate the above relationship. In addition we address the moderating role and moderated mediating role of social support in the relationship between online leisure activities and psychological safety. By using cross-sectional design, with questionnaires administered to 302 employees working in Korean firms, main hypotheses were tested. The results of empirical analysis has shown that online leisure activities was positively related to work happiness. We also found that psychological safety positively mediated the relationship between online leisure activities and work happiness. Moreover, there was a significant moderating effect of social support on the relationship between online leisure activities and psychological safety, the moderated mediating role of social support was also found. This study has made theoretical contributions to the existing literature in the following ways. First, it contributes to the literatures of leisure and happiness by addressing the effect of online leisure activities on work happiness. Most previous studies have focused off-line leisure activities with limited SNS and online communities as online leisure activities. Our study have covered the effect of comprehensive scope of online leisure activities on workplace outcome. Moreover, our study extends and complements the previous findings by empirically demonstrating the key role of online leisure activities in enhancing work happiness. Second, this study extended the leisure studies by explaining a key mediator to explicate how online leisure induces work happiness. Thus, our findings show that psychological safety is an important bridging mechanism in the relationship between online leasure activities and work happiness. In particular, by identifying psychological safety as a crucial psychological and behavioral pathway influencing employees’ attitude towards work happiness, this study enriched our understanding of how online leisure activities promoted work happiness. Third, this study identified social support as an important moderator enhancing the positive effect of online leisure activities on work happiness. By identifying such a boundary condition, this study provided a more precise understanding of the role that online leisure plays in the process of increasing employee work happiness. Moreover, identifying the moderated mediation effect of online leisure on work happiness via psychological safety has provided an integrated picture to understand the role of leisure activities of employees on workplace outcome, and further extended prior research on mediators and moderators of the relationship between online leisure and work happiness. Our results also suggest several practical implications. First, our results indicate that managers should be aware of the effectiveness of online leisure activities, which positively affect work happiness. Therefore, organizational level efforts are needed to promote and encourage online leisure activities to increase employees' work happiness. Second, managers should recognize the importance of employees’ psychological safety linking online leisure activities to work happiness. Employees’ psychological safety has a positive impact on intrinsic motivation and commitment which will have a positive impact on employees' work happiness. Thus, managers should design a climate and organizational culture for fostering employees' psychological safety. Third, our results also indicate that social support is an important condition for enhancing work happiness. Thus, organizational managers should be interested in the social relationships of employees. Finally, we also suggest several limitations and future research directions.