조직구성원의 기본심리욕구 좌절과 직무효능감, 주도적 대처 간의 구조적 관계

초록

Using self-determination theory, we proposed and tested a theoretical model in which workers’ psychological needs frustration predicted lower job efficacy that, in turn, explain their diminished proactive coping at work. Participants were 279 employees at a large technology and manufacturing organization who completed measures of need frustration, job-efficacy, and proactive coping. Structural equation model analyses confirmed the hypothesized mediation model. Supplemental analyses further revealed support for a direct effect of psychological need satisfaction on diminished proactive coping. We conclude that the on-the-job experience of psychological needs frustration affects employees’ proactive coping both directly and indirectly (through its effect of diminished job-efficacy). These findings have theoretical implications to identify the dysfunctional role of employees’ psychological needs frustration as well as practical implications for possible emphases for the design and delivery of workplace coaching and personnel training programs.

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