직무자율성이 직무성과에 미치는 영향에 관한 연구: 분배공정성과 직무열의의 조절된 매개효과

Many previous studies have identified the role of job resources such as job autonomy, social support, performance feedback, and training opportunities as antecedent factors that affect work engagement and job performance of members. However, studies on the moderating effect of organizational justice-related variables in the motivational process in which these job resources affect job performance via work engagement have been relatively lacking. Therefore, this study aims to empirically examine the influence process of job autonomy to job performance. Specifically it focuses the mediation role of work engagement and the moderation role of distribution fairness on the overall process. The sample of 291 respondents who are the insurance sales agents were collected and analyzed for this study. The results are as followings; 1) job autonomy is positively related to work engagement 2) work engagement has a mediation effect between job autonomy and job performance 3) distribution fairness has a moderated effect between job autonomy and work engagement which is related to job performance. Finally this study discussed on the academic implications of job autonomy, work engagement and distribution fairness as antecedents of job performance and suggested some practical implications for the management of insurance sales agent as a special employment type.