자율이 자발을 이끈다: 직무 자율성의 매개효과를 중심으로

Organizations thrive with the voluntary participation of members in a sound sense. This study paid attention to the voluntary participation of members. This study pointed to autonomy as a major factor in increasing voluntary participation. In other words, it was expected that the autonomy of members would lead to voluntary participation for the organization. In organizational psychology, the voluntary participation of members is called organizational citizenship behavior. This study predicted that the autonomy of members would have a positive effect on organizational citizenship behavior. Accordingly, this study examined what factors increase the autonomy of members. This study presented job risk, job environment, supervisor leadership, interpersonal relationships, and personal characteristics (extroversion). In addition, job autonomy and job satisfaction were expected to have a positive influence relationship. As a result of the analysis, job autonomy had a positive effect on job satisfaction and organizational citizenship behavior. In addition, it was confirmed that job satisfaction also had a positive effect on organizational citizenship behavior. Job environment, supervisor leadership, and interpersonal relationships had a positive effect on job autonomy. However, job risk and personal characteristics (extroversion) did not affect job autonomy. Job risk, job environment, supervisor leadership, and interpersonal relationships had a positive effect on job satisfaction. It was confirmed that personal characteristics (extroversion) were not influential factors on job satisfaction.