육성적 피드백이 직무성과에 미치는 영향 - 내재적 동기와 잡 크래프팅의 다중 직렬 매개 효과를 중심으로 -

The behavior of managers in an organization significantly influences the performance of its members and the organization as a whole. This study focuses on examining the effect of developmental feedback-a form of supportive feedback from superiors-on job performance within the organization. It seeks to elucidate the multiple serial mediating effects of intrinsic motivation and job crafting in the relationship between these variables. Drawing on self-determination theory and the job demands-resources model, this study posits that developmental feedback from superiors can stimulate intrinsic motivation among employees, leading to job crafting and, consequently. enhanced job performance. To test the hypotheses, a survey was conducted among 208 employees from various companies, and the data were analyzed using SPSS 26.0 and AMOS 23.0. Firstly, it was confirmed that developmental feedback from superiors positively influences job performance. Secondly, it was revealed that intrinsic motivation plays a mediating role in the relationship between developmental feedback and job performance. Thirdly, job crafting was found to mediate the relationship between developmental feedback and job performance. Fourthly, it was confirmed that intrinsic motivation and job crafting jointly mediate the process through which developmental feedback affects job performance. Therefore, this study aims to highlight the value of developmental feedback from superiors through empirical analysis and propose pathways to effectively enhance the performance of members within the organization. Furthermore, it suggests fostering an atmosphere within the organization conducive to continuous learning and flexibility, enabling organizational effectiveness and the ability to innovate in job roles.