한국 내 외국인투자기업 직원들의 직무 수행에서 요구되는 기술다양성이 직무 스트레스에 미치는 영향: 조직문화의 조절효과

Abstract

Job stress has become a serious issue in contemporary society because it adversely affects the health condition of employees, the performance of the organization and the whole society. Many previous studies undertaken in developed countries have recognized the negative effects of job stress but few research has been done in Korea. Compared to other OECD countries, employees in South Korea have longer working hours, lower labor productivity and higher job stress. And they work in a poor working environment, and the high job stress of them will result in a huge social cost. To effectively prevent these problems, it is urgent to find precedence factor of the job stress. Drawing upon the job characteristics model and competing values model, this study examined the relationship between skill variety and job stress of the employees in foreign-owned firms in Korea. A lot of prior studies have found that skill variety reduces job stress and positively affects on employees. Contrary to the previous studies, I hypothesized that skill variety positively influence on the job stress of the employees. It’s because a high level of skill variety require a higher level of ability, dealing with more complex relationships, and creates greater working pressure for the limited time. I also hypothesized that the clan culture negatively moderate the positive relationship between skill variety and job stress because employees consider teamwork is important so help each other. In contrast, I hypothesized the market culture positively moderate the positive relationship between skill variety and job stress. It is because in market culture, employees consider personal achievement is the most important value by concentrating on competition and personal performance. I used HCCP(Human Capital Corporate Panel)data in 2015 and data on skill variety and job stress were provided by 1,989 employees in 68 foreign-owned firms. The positive relationship between skill variety and job stress was a result of the contrary of prior studies. This result implied that I could identify the negative effects of skill variety. And clan culture negatively moderates the relationship between skill variety and job stress, but the moderating effect of market culture was not significant. Additionally, I examined a curvilinear relationship and the relationship between skill variety and job stress in local firms. This paper concluded with a discussion of the theoretical and managerial implications, and provided suggestions for future research.