조직구성원들의 학습지향성과 내재적 동기부여의 직무몰입과 업무성과에 대한 영향관계 연구

In this study, from the viewpoint of the importance of intangible resources within an organization emphasized by the resource-based theory and the necessity of intrinsic motivation suggested by the self-determination theory, we tried to investigate the effects of learning orientation and intrinsic motivation on job involvement and task performance. To this end, a research model and a research hypothesis were suggested based on the previous research, and the data of 335 people collected through the survey were used for the study, and the research model and research hypothesis were verified through structural equation model analysis. The research results are as follows. Learning orientation and intrinsic motivation had a significant influence on job involvement, and sequentially job involvement had a significant influence on task performance. Learning orientation not only had a direct and significant influence on task performance, but also indirectly had a significant influence through job involvement as a mediator. On the other hand, it was found that intrinsic motivation had no significant influence on task performance. Through these research results, both learning orientation and intrinsic motivation act as important antecedent factors for job involvement, but it was confirmed that only learning orientation was a significant influencing factor for task performance. In addition, it was found that job involvement is an important mediating factor in linking learning orientation to task performance.