Title Page
Contents
Abstract 8
I. Introduction 11
1.1. Research Objectives and Necessity 11
1.2. Research Ideas, Methods and Framework 14
1.2.1. Research Ideas 14
1.2.2. Research Methods 15
1.2.3. Research Framework 16
II. Theoretical Background and Hypotheses 18
2.1. Theoretical Background 18
2.1.1. Challenge-Hindrance Stressor Model 18
2.1.2. Consequences of challenge-hindrance stressors 24
2.1.3. Antecedents of job performance 31
2.1.4. Antecedents of job satisfaction 39
2.2. Hypotheses 45
2.2.1. Hindrance stressor and job performance 45
2.2.2. Hindrance stressor and job satisfaction 48
2.2.3. Job Satisfaction and job performance 50
2.2.4. Job satisfaction as a mediator 52
2.2.5. Perceived organization support as a moderator 54
III. Research Design and Model Construction 64
3.1. Research Model 64
3.2. Measurement of variables 65
3.3. Sample and Procedure 66
IV. Empirical Analyses 69
4.1. Descriptive statistics 70
4.2. Factor Analysis 71
4.3. Simple Moderation Analysis 77
4.4. Simple Mediation Analysis 89
4.5. Moderated Mediation Analysis 94
V. Conclusion and Discussion 103
5.1. Research Conclusion 103
5.2. Limitations and Suggestions for Future Research 108
References 110
Questionnaire 142
국문초록 147
Table 2-1. definition of job satisfaction 40
Table 3-1. Demographic Variables of the Respondents 67
Table 4-1. Correlations and descriptive statistics 70
Table 4-2. Results of exploratory factor analysis 72
Table 4-3. Goodness-of-fit indices for the measurement model 74
Table 4-4. Results of discriminant validity test 74
Table 4-5. Results of confirmatory factor analysis 75
Table 4-6. Results of moderation analysis (dependent variable: job satisfaction) 79
Table 4-7. Results of simple slopes analysis (Mplus) 80
Table 4-8. Results of moderation analysis (dependent variable: job satisfaction) 81
Table 4-9. Results of Johnson-Neyman analysis (PROCESS) 82
Table 4-10. Results of moderation analysis (dependent variable: job performance) 84
Table 4-11. Results of simple slope analysis (Mplus) 86
Table 4-12. Results of moderation analysis (PROCESS) 87
Table 4-13. Johnson-Neyman analysis results (PROCESS) 88
Table 4-14. Goodness-of-fit indices for the mediation model 90
Table 4-15. Results of mediation analysis(Mplus) 91
Table 4-16. Results of indirect effect (Mplus) 91
Table 4-17. Results of mediation analysis(PROCESS) 93
Table 4-18. Results of indirect effects (PROCESS) 93
Table 4-19. Results of moderated mediation analysis (Mplus) 97
Table 4-20. Results of moderated mediation analysis (PROCESS) 100
Table 4-21. Results of Johnson-Neyman technique (PROCESS) 101
Figure 1-1. Research Structure and Procedures 17
Figure 2-1. The relationship between challenging and hindrance stressors and job performance 25
Figure 2-2. The relationship between challenging-hindrance stressors and mood and behavior 28
Figure 2-3. The relationship between challenge and hindrance stressors and turnover 29
Figure 2-4. Impact of hindrance stressor 39
Figure 3-1. Moderated mediation model 64
Figure 4-1. Simple moderation model(Mplus) 79
Figure 4-2. Simple moderation model 85
Figure 4-3. Simple mediation model 92
Figure 4-4. A statistical diagram of the moderated mediation model 94
Figure 4-5. Moderated mediation model(Mplus) 99
Figure 4-6. Moderated mediation model(PROCESS) 101