공무원의 잠재동기가 혁신행동에 미치는 영향: 직무만족의 매개효과와 협업 의사소통의 조절효과

This study defines latent motivation as an intrinsic motivation factor formed through the interaction of competency, job autonomy, and feedback, and aims to investigate the mediating effect of job satisfaction and the moderating effect of collaborative communication in the process of potential motivation level appearing as innovative behavior. The targets of analysis are general public officials belonging to the central government and metropolitan governments, and the analysis results are summarized as follows. First, it was confirmed that the innovation behavior of public officials increased as the potential motivation increased. Second, it was confirmed that job satisfaction mediates the relationship between potential motivation and innovative behavior, and job satisfaction has a partial mediating effect. Third, it was confirmed that collaborative communication between latent motivation and innovative behavior acts as a control variable, and that collaborative communication controls the strength of the relationship between latent motivation and innovative behavior. Fourth, the moderating effect of collaborative communication confirmed in the relationship between latent motivation and innovative behavior was confirmed to have a mediating moderating effect by job satisfaction. In other words, it was shown that collaborative communication, which acts as a modulating variable, indirectly affects the dependent variable innovation behavior through parameter job satisfaction, and the modulating effect varies depending on the level of parameter job satisfaction. This study shows that the level of potential motivation, which is a prerequisite for intrinsic motivation, has a positive effect on innovation behavior, suggesting that human resource management is needed from an integrated perspective to increase innovation behavior. This study investigates the relationship between potential motivation and innovation behavior that has not been used in previous studies, and contributes to explaining innovation behavior through the interaction of job autonomy, competency, and performance feedback.