정서적 소진이 상호작용 공정성을 매개하여 조직몰입에 미치는 영향:자기효능감의 조절된 매개효과를 중심으로

초록

The purpose of this study is to analyze mediating effect of interactional justice(IJ) to explain the relation between emotional exhaustion(EE) and organizational commitment(OC) and moderated mediating effect of social workers’ self-efficacy(SE) was examined. As results, first, EE showed negative effect on OC; and IJ was found to be a significant mediating factor to explain the relationship between EE and OC. Second, SE was found to be a significant moderating variable. Finally, the mediating path of EE on the path of OC through the IJ was moderated by the level of social workers’ SE. In these perspectives, we suggested that leaders’ recognition could be the most important factor for sustaining work engagement of the employees who have the lower level of self-efficacy. In contrast, for the employees who have higher level of self-efficacy, providing work-related norms and procedures at the organization level could be the more important promoting factor for their work engagement. Current research used moderated mediating analysis to examine complex structure among the behavioral variables; and practically, based on the results HRD practitioners should applied situationally different strategies to improve employees’ commitment.

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