주도적 사회화 행동과 직무만족: 사회적 자본의 매개역할

초록

Socialization alleviates emotional vulnerability such as ambiguity and stress, strengthens social interaction amongst employees, and minimizes the negative effects of unmet expectations on overall organizational effectiveness (Yang, 2008). Previous research has focused on the role that individual disposition might play in the entry process and on what individuals entering organizations actually do during socialization to facilitate their own adaptation (Ashford & Black, 1996; Smith & Kozlowski, 1995). Extending this logic, this study aims to understand the importance of current employees’ socialization behavior by specifically assessing whether job satisfaction is determined by the level of their proactive socialization behavior and social capital. The purpose of this study is to examine the effects of employees’ proactive socialization behavior on job satisfaction and the mediating role of social capital on this relationship. Based on a literature review, we formulated the following hypotheses: H1: Positive framing will be positively related to job satisfaction. H2: General socializing will be positively related to job satisfaction. H3: Positive framing will be positively related to social capital. H4: General socializing will be positively related to social capital. H5: Social capital will be positively related to job satisfaction. H6-1: Social capital will mediate the relationship between positive framing and job satisfaction. H6-2: Social capital will mediate the relationship between general socializing and job satisfaction. To test these hypotheses, we used questionnaire data for 280 employees from 20 manufacturing firms in Korea. Proactive socialization behavior was divided into two variables, positive framing and general socializing, and social capital focused on the structural dimension. The study controlled three variables that might affect the hypothesized relationships: gender, age, and educational background. The results of this study indicated that positive framing was positively related to job satisfaction, whereas general socializing had no effect on job satisfaction. It was also found that positive framing and general socializing were positively related to social capital. Social capital partially mediated the relationship between positive framing and job satisfaction and fully mediated that between general socializing and job satisfaction. From this, we discussed implications for job satisfaction in theory and in practice.

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