중년위기 스트레스가 직무태도에 미치는 영향 -인지된 조직지원과 Type A 개인특성의 조절효과-

The Effect of Stress in Middle Life Crisis on Job Attitude-Focused on Control Effect of Perceived Organizational Support and Type A pattern -

본 연구는 현 시대적 상황을 고려하여 중년이 겪는 경력 스트레스 중 중년의 위기스트레스가 직무태도에 미치는 영향에 있어서 인지된 조직지원과 개인특성(Type A)의 조절효과에 대하여 설문조사 방법을 이용하여 실증적으로 검토하였다. 첫째, 중년위기 스트레스는 직무태도에 모두 부정적인 영향을 미치는 것으로 나타났다.둘째, 중년위기가 높아질 때, 성과는 떨어지나 조직지원이 잘 된다고 인식한 경우, 성과가 떨어지는 폭이 조직지원이잘 안 된다고 인식한 경우보다 더 적은 것으로 나타났다. 셋째, 중년의 위기가 늪아질 때, 성과는 떨어지나 Type A인경우가 그렇지 않은 경우보다 떨어지는 폭이 적은 것으로 나타났다. 본 연구의 의의는 한국에서는 거의 연구가 이루어지지 않은 중년위기 스트레스에 대하여 연구를 하였다는 점, 개인적 성향의 조절효과와 조직지원의 조절효과의 가능성에 대하여 설문조사를 통하여 실중적으로 검토하였다는 점이라 할수 있을 것이다.

This study provides empirical outcomes made through survey on the control effect between personal trait(type A) and the perceived organizational support which influences job attitude as well as middle life crisis. The total 530 questionnaires were analyzed out of 600 copies collected. Empirical analysis indicates that there exists negative crrelation between middle life crisis stress and job attitude such as organizational citizen behaviour, organizational commitment, and job satisfaction. Hierarchical regression test also indicates that there exists control effect between middle life crisis stress and organizational citizen behaviour and job satisfaction, however, nothing to do with organizational commitment. Finally, the empirical test on the control effect of Type A indicates that there exists control effect between middle life crisis stress and job satisfaction which is one of the three job attitude variables. Resultls of this study provides some implication as follows; firstly, the middle life crisis stress has negative influence on job attitude. Secondly, as the middle life crisis increases, the individual performance decreases. However, the extent to which performance decreases depends on organizational support. Thirdly, as the crisis increases, the individual performance decreases. However, the Type A has comparative low decrease as compared with other cases. This study provides significant implications as it empirically deals with the stress that many Korean workers currently realize in their middle life crisis. As middle managers in the organization play an important role, they should be provided the continued support so that they may feel they are supported by organization.. Limitation of this study lies in the limited number of survey respondents, a matter of generalization, common method variance, and lack of various independent variables. Hopefully, there will be new research which overcomes the limitations aforementioned and further development on the stress theory relevant to middle life crisis in which it deals with stress thnat employees experience between the merging and merged companies under M&A situations should be continued.