성장마인드셋, 고정마인드셋이 심리적 웰빙에 미치는 영향: 잡크래프팅의 매개효과 및 조직기반자긍심의 조절효과

The rapidly changing business environment demands continuous challenges and adaptation from companies while emphasizing the need for organizational members to possess flexible learning abilities to respond quickly to changes. Concurrently, companies are making efforts to prevent job burnout during the process of adapting to changes, aiming to enhance psychological well-being, boost individual goal achievement, and increase organizational sustainability for competitive advantage. Mindset, a belief in the potential for change in one's abilities and intelligence, has been the focus of various studies. Mindsets are categorized into growth mindset and fixed mindset based on beliefs about the potential for change. A growth mindset accepts challenges, perseveres through difficulties, and achieves high accomplishments, while a fixed mindset tends to avoid challenges, easily gives up in the face of difficulties, and experiences early stagnation, failing to realize full potential. This study aimed to validate the psychological well-being state experienced by workplace employ ees based on their mindset types. Additionally, it sought to confirm the mediating effect of job crafting between mindset and psychological well-being. Furthermore, the study aimed to verify the moderating effects of organizational based self-esteem in the relationship between mindset and job crafting, examining both direct and moderated mediation effects to understand how organizational beliefs contribute to individual belief changes and boost organizational members' self-esteem. For empirical analysis, an online survey was conducted with 242 employees from various industries. Direct effects were analyzed through multiple regression analysis, and bootstrapping was employed for the mediation analysis. Hierarchical regression analysis and simple slope tests were conducted for moderation effects. The results of the analysis confirmed that growth mindset and fixed mindset have positive and negative effects, respectively, on psychological well-being. Job crafting was validated as a mediator in the relationship between mindset and psychological well-being. The moderating effect of organizational based self-esteem was found to strengthen the positive relationship between growth mindset and job crafting. However, this moderating effect was not observed in the relationship between fixed mindset and job crafting. The study also examined whether organizational based self-esteem regulates the indirect effects of job crafting as a mediator between mindset (growth, fixed) and psychological well-being. The results showed that in the case of a growth mindset, there was a moderated mediation effect of organizational based self-esteem, while in the case of a fixed mindset, this effect was not observed. Based on these results, theoretical and practical implications were derived.