직무요구와 창의적 성과의 관계: 일-가정 증진의 매개효과를 중심으로

초록

Individual creativity is important to organization innovation. We focus on jobdemands that affect the creative performance as a crucial work environment. Jobdemands refers to aspects of job that require sustained effort, and, as such incurcertain costs as a result. Bear & Oldham (2006) argued that the relationshipbetween job demands and creativity is inverted U-shape. When job demands arenot high or low levels but moderate level, the employees recognize intermediatelevel of job demands as a optimal stimulation. However, the study has explainedthe curvilinear relationship between job demand and creativity in manufacturingindustry, and in concept of job demand as time pressure for creative workperformance. In addition, the study cannot demonstrate the mechanism that explainthe curvilinear relationship between job demands and creative performance. How does moderate level of job demands enhance creativity? According toengagement-enrichment theory, engagement leads to enrichment. Previous studiesfocus on enrichment such as job satisfaction and organizational commitment thatare caused by work engagement. However, work engagement can lead to non-workexperience. For example, Bakker & Domerouti (2008) demonstrated that employeeswho experience work engagement that is characterized by vigor and absorptionvoluntarily participate in various activities at home. In addition, they argued becausevarious domains such as work and family are not separate but integrate, familylife affect work performance. Greenhaus & Powell (2006) insist although there is awork-family conflict which is negative role conflict, there is a work-family enrichmentwhich is positive synergy role accumulation. Based on work and life integrationmodel, especially, enrichment process, this study presents that the relationshipbetween moderate level of job demands and creative performance. In addition, we demonstrate the effect of non-work experience such as work-family enrichment inthe curvilinear relationship between job demands and creativity based onengagement-enrichment theory. Amabile(1988) has demonstrated intrinsic motivation is key factor in creativity. Job demand can be enhancer intrinsic motivation as well as hinder intrinsicmotivation depend on perception of employees. Previous literature insists there arecurvilinear relationship between job demand and creativity. According to optimalexperience theory, the moderate level of pressure for work load and work speed ortime lead to intrinsic interest. The optimal stimulation makes employees engagetheir work. As a result, the employees who engage the job show risk takingbehavior to achieve the goal. In other word, because the employees who engagetheir task show experimental behavior and exploitation activities, they createoutstanding new and novel performance. Furthermore, engagement of the job causeenrichment state according to engagement-enrichment theory. Work engagement,which is defined as a positive, fulfilling work-related state of mind characterizedby vigor, dedication, and absorption, causes enrichment according to engagementenrichmenttheory. Employees who engage their job feel vigor or absorption, as aresult, they think that their job is very meaningful and helpful for their development. The feeling leads to positive affect and attitude for their job as well astheir life such as family. Thus, the employees have confidence to carry out theirroles as a father or mother through the positive affect accumulated by job. Inaddition, when the employees experience work-family enrichment, they recognizethat they have abundant resource such as social capital and psychological resource. Thus, the employees feel relaxed, which make them have various alternative andshow risk taking behaviors. We use 224 samples consist of various firm sizes and industry in the analysis. We conduct confirmatory factor analysis, correlation analysis and hierarchicalregression to verify the hypothesis based on Baron & Kenny (1998)’s mediationprocess. In the results, first of all, there is a curvilinear relationship between jobdemands and creative performance. In addition, there is a curvilinear relationshipbetween job demands and work family enrichment. Finally, work family enrichmentfully mediate the relationship between job demands and creative performance. Based on the result, there are some theoretical implications. First of all, weexpand not only the study of cuvilinear relationship between job demand andcreativity but also work and family interaction. Previous studies could not explainhow moderate level of job demand affect creativity. In addition, previous studies demonstrated the relationship between work to family or family to work. That is,they represented the one-way relationship with work and family. we propose theconcept of work family enrichment to explain the cuvilinear relationship betweenjob demand and creativity, and show two-ways relationship with work and family. Secondly, we expand the empirical studies of the relationship between work-familyenrichment and work performance. Previous studies have focused on not only therelationship between work-family enrichment and work performance such as jobsatisfaction, organizational commitment or intention to turnover but also imitatedempirical analysis. We demonstrate that work family enrichment increase creativity. Thus, we propose work family enrichment is key factor in increase organizationaloutcomes. Furthermore, there are some practical implications. The firms shouldhave integrated perspective for work and family to respect employees’ life. Thus,firms should design work practice or procedure in the integrated perspectives.

키워드