Feedback and Organizational Effectiveness : Mediating Effects of Interpersonal Conflict :대인갈등의 매개효과

Kim, Myeong-Jin; Lee, Jong-Keon; Wi, Jong-Hyun

Feedback and Organizational Effectiveness : Mediating Effects of Interpersonal Conflict

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피드백과 조직유효성 : 대인갈등의 매개효과

Type: Academic journal

Author: Kim, Myeong-Jin (중앙대학교) Lee, Jong-Keon (중앙대학교) Wi, Jong-Hyun (중앙대학교)

Journal: DAEHAN Association of Business Administration, Korea Korean Jouranl of Business Administration Vol.24 No.5 KCI Accredited Journals

Published: 2011.10

Pages: 2,477 - 2,497 (21page)

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Feedback and Organizational Effectiveness : Mediating Effects of Interpersonal Conflict

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This study examined the relationship between feedback and interpersonal conflict and organizational effectiveness as well as whether interpersonal conflict mediated the relationship between feedback and organizational effectiveness. Feedback was classified into four factors: corrective feedback, positive feedback from managers, positive feedback from peers, and inner feedback. Interpersonal conflict was classified into two factors: role ambiguity and role conflict. Organizational effectiveness was classified into two categories: job satisfaction and organizational commitment. Data were collected from 288 employees of public institutions. Results were as follows: First, positive feedback from peers and internal feedback had positive effects on job satisfaction and organizational commitment, and whereas corrective feedback had negative effects on organizational commitment; Second, role ambiguity and role conflict had negative effects on job satisfaction and organizational commitment. and the effect of role ambiguity on organizational effectiveness was stronger than that of role conflict; Third, positive feedback form managers was negatively related to role ambiguity and role conflict. And internal feedback was negatively related to role ambiguity, whereas it was positively related to role conflict; and forth, role ambiguity and role conflict mediated the relationship between internal feedback and job satisfaction, and the relationship between internal feedback and organizational commitment. Finally, theoretical and practical implications were discussed.

#피드백 #역할모호성 #역할갈등 #직무만족 #조직몰입 #Feedback #Role Ambiguity #Role Conflict #Job Satisfaction #Organizational Commitment

요약
Ⅰ. 서론
Ⅱ. 이론적 배경
Ⅲ. 연구방법
Ⅳ. 분석결과
Ⅴ. 논의 및 결론
〈참고문헌〉
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1. [학술지(정기간행물)] - 김병섭 / 1994 / 공무원의 복지부동과 직무몰입도 / 한국행정학보 28 (4) : 1279 ~ 1299

5. [학술지(정기간행물)] - Ashford,S.J / 1986 / Feedback-seeking in individual adoption:A resource perspective / Academy ofManagement Journal 29 : 465 ~ 487

6. [학술지(정기간행물)] - Ashford, S. J / 1983 / Feedback as an individual resource personal strategies of creating information / Organizational Behavior and Human Performance 32 : 370 ~ 398

7. [학술지(정기간행물)] - Baron, R. M / 1986 / The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations / Journal of Personality and Social Psychology 51 (6) : 1173 ~ 1182

8. [학술지(정기간행물)] - Beehr,T.A / 1976 / Perceived situational moderators of the relationship between subject role ambiguity and role strain / Journal of Applied Psychology 61 : 30 ~ 34

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