본 연구는 팀 수준 개인-조직 적합성과 팀 수준 개인-직무 적합성이 팀 수준 조직시민행동과 팀 효능감에 미치는 영향을 고찰하였다. 본 연구의 목적은 팀 수준 개인-조직 및 개인-직무 적합성에 대한 개인-준거 측정치, 팀-준거 측정치, 및 팀장 평가의 예측 타당도를 비교하고, 팀 수준 개인-조직 및 개인-직무 적합성의 팀 수준 조직시민행동과 팀 효능감에 대한 상대적 중요도를 비교하는 데 있었다. 국내 3개 기업의 56개 팀으로부터 자료가 수집되었다. 예측한대로, 팀 수준 개인-조직 적합성의 팀-준거 측정치가 다른 두 측정치에 비해 팀 수준 조직시민행동과 팀 수준 효능감을 보다 잘 예측하였다. 또한, 본 연구의 결과는 팀 수준 개인-조직 및 개인-직무 적합성이 팀 수준 조직시민행동을 유의미하게 예측하는 데 비해, 팀 수준 개인-직무 적합성만이 팀 효능감의 유의미한 예측 변수임을 나타내었다.
Over the last few decades, organizations have increasingly adopted team-based structures in dealing with changes in the business environment. Such proliferation of teams in organizations has resulted in vast amount of research on teams as well. Many researchers have examined team characteristics or processes that contribute to team effectiveness. Yet, little attention has been paid to the role of person-organization (PO) and person-job (PJ) fit as antecedents to team effectiveness. Past research on PO or PJ fit has focused on the effect of individual-level PO or PJ fit on individual work outcomes.<BR> This study aimed at examining the effects of team-level PO and PJ fit on team organizational citizenship behaviors (OCBs) and team efficacy. Team-level PO fit refers to the extent to which the members of a team as a whole fit the organization. Team-level PJ fit is defined as the extent to which the members of a team fit their jobs. Because team-level PO and PJ fit are novel constructs, it was necessary to validate them using different measures. Accordingly, this study compared the predictive validity of three measures of team-level PO and PJ fit: individual-referent measure (e.g., “I fit this company well.”), team-referent measure (e.g., “People in my team fit this company well.”), and team leader’s rating. The second purpose of this study was to examine the relative importance of team-level PO and PJ fit in predicting team OCBs and team efficacy.<BR> Hypothesis 1a predicted that the team-referent measure of team-level PO fit would predict team OCBs better than the individual-referent measure and the team-leader rating of team-level PO fit. Hypothesis 1b proposed that the team-referent measure of team-level PO fit would predict team efficacy better than the individual-referent measure and the team-leader rating of team-level PO fit.<BR> Hypothesis 2a predicted that the team-referent measure of team-level PJ fit would predict team OCBs better than the individual-referent measure and the team-leader rating of team-level PJ fit. Hypothesis 2b proposed that the team-referent measure of team-level PJ fit would predict team efficacy better than the individual-referent measure and the team-leader rating of team-level PJ fit.<BR> Hypothesis 3 predicted that team-level PO fit would have a greater effect on team OCBs than team-level PJ fit. Hypothesis 4 proposed that team-level PJ fit would have a greater effect on team efficacy than team-level PO fit.<BR> Three hundred and thirty one employees from 56 teams in 3 Korean firms participated in the study. Data were collected at two different points in time to reduce common method bias. At Time 1, the team-referent and individual-referent measures of team-level PO and PJ fit were collected from team members. At the same time, team leaders provided their ratings of team-level PO and PJ fit. Two weeks later, team members responded to Time 2 questionnaire which measured team OCBs and team efficacy.<BR> In order to test the hypotheses, hierarchical regression analyses were conducted. As expected, the results showed that the team-referent measure of team-level PO fit was a better predictor of team OCBs and team efficacy than the other two types of measures. Similarly, the team-referent measure of team-level PJ fit predicted team OCBs and team efficacy better than the other two types of measures. Thus, Hypotheses 1a, 1b, 2a, and 2b were supported. Contrary to Hypothesis 3, both team-level PO and PJ fit were significant predictors of team OCBs. The findings also indicated that team-level PJ fit was a better predictor of team efficacy than team-level PO fit, lending support to Hypothesis 4.<BR> Results of the study suggest that using a team-referent measure is an appropriate way to measure team-level PO and PJ fit. Also, one way to heighten the level of OCBs in a team would be increasing the PO or P
〈초록〉<BR>Ⅰ. 서론<BR>Ⅱ. 이론적 배경 및 가설<BR>Ⅲ. 연구방법<BR>Ⅳ. 연구결과<BR>Ⅴ. 결론<BR>참고문헌<BR>ABSTRACT<BR>