미용종사자의 조직문화유형과 라포형성이 직무성과에 미치는 영향

남미연(Nam, Mi Yeun),오민규(Oh, Min Guu),양은진(Yang, Eun Jin) 한국디자인문화학회 2015 한국디자인문화학회지 Vol.21 No.3

미용산업은 조직구성원 개개인의 역량과 기술이 기업의 성과를 결정짓는 중요한 요인이 된다. 기업의 번영과 발전을 추구하며, 직무성과의 향상을 위해 조직구성원의 잠재된 능력을 최대한 이끌어 낼 수 있는 인적자원관리에 대한 관심이 높아짐에 따라 본 연구에서는 미용산업에서 직무성과에 영향을 미치는 요인으로 조직문화유형과 친밀감 형성 및 결속력을 바탕으로 하는 라포에 대해 고찰하고, 조직문화유형과 라포형성이 직무성과에 미치는 영향에 대해 분석하였다. 조직문화유형을 구분하기 위해 Quinn & McGrath1)가 제시한 위계지향문화, 혁신지향문화, 과업지향문화, 관계지향문화의 네 가지 경쟁가치모형(Competing Value Model)으로 분류하여 연구가설을 설정하였다. 첫째, 미용종사자의 조직문화유형은 직무성과에 유의미한 정(+)의 영향을 미칠 것이다. 둘째, 미용종사자의 조직문화유형은 리더-구성원간 라포형성에 유의미한 정(+)의 영향을 미칠 것이다. 셋째, 리더-구성원간 라포형성은 직무성과에 유의미한 정(+)의 영향을 미칠 것이다. 연구방법은 서울과 경기 및 기타 지역의 미용종사자(헤어, 메이크업, 피부, 네일)를 대상으로 2015년 3월 24일부터 4월 22일까지 총 600부의 설문지가 배포되었고, 수거된 570부 중 응답내용이 미흡한 120부를 제외한 450부를 최종 분석 자료로 사용하였다. 본 연구에서 설정된 가설들을 검증하기 위하여 수집된 자료의 실증분석은 SPSS 18.0과 AMOS 18.0을 이용하였다. 본 연구의 실증분석 연구결과를 요약하면 다음과 같다. 첫째, 조직문화유형이 직무성과에 미치는 영향에 대한 분석결과 전반적으로 과업지향문화, 관계지향문화, 혁신지향문화, 위계지향문화의 순서로 영향을 미치는 것으로 나타났다. 둘째, 조직문화유형이 리더-구성원간 라포형성에 미치는 영향에 대한 분석결과 혁신지향문화와 관계지향 문화에서만 영향을 미치는 것으로 나타났다. 셋째, 리더-구성원간 라포형성이 직무성과에 미치는 영향에 대한 분석결과 리더-구성원간 라포형성은 직무 성과에 영향을 미치는 것으로 나타났다. 즉, 창의적이고 도전성의 가치를 존중하며, 팀웍을 중시하는 등의 탄력성 있는 조직문화유형은 직무성과에 긍정적인 영향을 미치고, 조직구성원과의 관계회복을 위한 리더에 대한 신뢰라고 할 수 있는 라포형성에 영향을 미치며, 즐거운 만남을 위한 노력, 호의적인 관계를 위한 노력, 친밀감 형성과 같은 라포는 조직구성원들에게 조직의 목표달성을 위한 업무의 추진속도를 높이고, 개개인의 목표달성 및 업무에 대한 긍지와 자부심 등을 높이는 것을 알 수 있다. 본 연구의 결과를 바탕으로 미용산업의 다양한 조직문화형성과 전략적 인적자원관리를 통한 경쟁우위 확보를 위해 긍정적인 방향을 제시하고자 하며, 향후 연구를 통해 조직문화를 통한 조직의 인식 변화와 더불어 조직 구성원의 발전과 목표달성을 위한 프로그램을 개발 할 필요가 있으며, 조직문화유형이나 라포와 같은 개념의 일반화를 위해 다양한 변수들과의 관계를 검증하는 것이 필요할 것이다. In the beauty industry, organizational members’ abilities and skills are important elements in determining companies’ performance. As interests in human resource management that can maximize organizational members’ potential abilities to promote companies’ prosperity and development and improve job performance have increased, this study tried to grasp rapport as a factor influencing job performance in the beauty industry based on organizational culture type, intimacy, and solidarity, and analyze the effects of organizational culture type on rapport formation and job performance. In order to set research hypotheses, organizational culture type was divided into four competing value models suggested by Quinn & McGrath, that is, hierarchy-oriented culture, innovation-oriented culture, task-oriented culture, and relationship-oriented culture. First, beauty industry workers’ organizational culture type would have a significantly positive (+) effect on job performance. Second, beauty industry workers’ organizational culture type would have a significantly positive (+) effect on rapport formation between leader and members. Third, rapport formation between leader and members would have a significantly positive (+) effect on job performance. A survey was performed from March 24, 2015 to April 22, 2015 targeting beauty industry workers (hair, makeup, skin, nail) living in Seoul, Gyeonggi-do, and other regions. 600 questionnaires were distributed, and of returned 570, totally 450 excluding 120 including negligent responses were used for the final analysis. In order to verify the hypotheses, SPSS 18.0 and AMOS 18.0 were used. The study results can be summarized as below. First, as a result of analyzing the effect of organizational culture type on job performance, task-oriented culture had the highest effect, followed by relationship-oriented culture, innovation-oriented culture, and hierarchy-oriented culture, in order. Second, as a result of analyzing the effect of organizational culture type on rapport formation between leader and members, only innovation-oriented culture and relationship-oriented culture had effects. Third, as a result of analyzing the effect of rapport formation between leader and members on job performance, rapport formation between leader and members had an effect on job performance. In other words, flexible organizational culture types respecting creative and challenging values and emphasizing teamwork positively influence job performance and rapport formation which relies on the leader in recovering the relationship with organizational members. In addition, rapports such as an effort to have pleasant meetings, an effort to keep favorable relationships, and intimacy help organizational members increase their working speed in achieving organizational goals and raise their pride and confidence of goal achievement and work performance. Based on the study results, this study intends to suggest positive directions by forming various organizational cultures in the beauty industry and securing competitive advantage through strategic human resource management. The future studies need to develop related programs to change organizational members’ recognition through various organizational cultures and contribute to their growth and goal achievement, and verify the relationships between diverse variables to generalize the concepts such as organizational culture type and rapport.

리더-구성원 교환관계, 조직시민행동, 조직동일시 간의 구조적 관계

백유성 한국질서경제학회 2022 질서경제저널 Vol.25 No.3

This study empirically verified the structural relationship between the leader-member exchange, organizational citizenship behavior, and organizational identification for 313 public officials belonging to the Ministry of Public Administration and Security. Leader-member exchange (LMX) is one of the key interactions that operate in the process of achieving goals of an organization or group. Organizational members with high LMX are classified as in-group. It has been found that members of these groups trust leaders and have high levels of job satisfaction, organizational commitment, and organizational trust. The empirical analysis results revealed in this study are as follows. First, LMX was found to have a positive(+) effect on organizational citizenship behavior. This fact means that members with a good leader-member exchange relationship voluntarily engage in non-job behavior. The results of this analysis are consistent with the results of the studies revealed in previous studies. Second, it was found that LMX did not have a direct effect on organizational identification. This can be interpreted as showing that the effect of the exchange relationship between the leader and its members may not directly affect the behavior of members at the entire organization level. Third, it was found that organizational citizenship behavior had a positive (+) effect on organizational identification. Fourth, as a result of verifying whether organizational citizenship behavior has a mediating effect in the process of relationship between LMX and organizational identification, it was found that there was a complete mediating effect. This confirms that LMX increases the level of perceived organizational identification through organizational citizenship behavior. The above research results revealed in this study can be interpreted as saying that LMX is one of the important leadership factors for bureaucratic organizational members. 리더는 조직이나 집단의 목표를 효과적으로 달성하기 위하여 그 구성원들과 지속적으로 상호작용한다. 이와 같은 상호작용은 리더-구성원 교환관계로 요약할 수 있다. 리더-구성원 교환관계(LMX)는 조직이나 집단의 목표달성 과정에 작동하는 핵심적 상호작용 중의 하나이다. LMX가 높은 조직구성원들은 내집단으로 분류된다. 이들 내집단 구성원들은 리더를 신뢰하고 직무만족, 조직몰입, 그리고 조직신뢰 수준이 높은 것으로 밝혀져 있다. 본 연구는 행정안전부 소속 공무원 318명을 대상으로 리더-구성원 교환관계, 조직시민행동, 조직동일시 간의 구조적 관계를 실증적으로 검증한 것이다. 본 실증연구에서 드러난 분석 결과와 의미는 다음과 같다. 첫째, LMX는 조직시민행동에 정(+)의 영향을 미치는 것으로 드러났다. 이러한 사실은 리더-구성원 교환관계가 좋은 구성원들은 자발적인 직무외 행동을 한다는 의미이다. 이와 같은 분석 결과는 선행연구에서 밝혀진 연구 결과와 일치한다. 둘째, LMX는 조직동일시에는 직접적인 영향을 미치지 않는 것으로 드러났다. 이는 리더와 그 구성원 간의 교환관계의 효과는 조직 전체 수준의 구성원 행동에는 직접적으로 영향을 미치지 않을 수도 있다는 사실을 나타내는 것이라 풀이할 수 있다. 셋째, 조직시민행동은 조직동일시에 정(+)의 영향을 주는 것으로 나타났다. 넷째, LMX와 조직동일시 간의 관계 과정에서 조직시민행동의 매개효과 여부를 검증한 결과 완전 매개효과가 있는 것으로 나타났다. 이는 LMX는 조직시민행동을 통하여 조직동일시 지각 수준을 증대시킨다는 사실을 확인한 것이다. 본 연구에서 밝혀진 이상과 같은 연구 결과들은 관료제 조직구성원들에게 있어서도 LMX가 중요한 리더십 요소 중의 하나라는 것을 말해 주는 것이라 풀이할 수 있다.

재개발·재건축 조합원의 조직몰입이 조직성과에 미치는 영향

박수환(Soo Hwan Park),변병설(Byungseol Byun) 한국자료분석학회 2024 Journal of the Korean Data Analysis Society Vol.26 No.1

본 연구는 새롭게 등장하고 있는 조직몰입과 조직시민행동의 태도적 관점에서 개념을 정의하고, 재개발·재건축조합원의 조직몰입이 재개발·재건축 조합 및 조합원의 조직성과에 미치는 영향과 이 영향 관계에서 조직시민행동의 매개효과를 검증하기 위한 것이다. 이를 위해 재개발조합의 조합원을 대상으로 설문지 법을 사용하여 실증적으로 분석하였으며, 그 결과는 다음과 같다. 첫째, 재개발·재건축조합원의 조직몰입은 조직성과에 긍정적인 정(+)의 영향을 미치는 것으로 분석되었다. 둘째, 재개발·재건축조합원의 조직몰입이 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 재개발·재건축조합원의 조직시민행동은 조직성과에 통계적으로 유의미한 영향을 미치는 것으로 나타났다. 넷째, 재개발·재건축조합원의 조직시민행동은 조직몰입과 조직성과 간의 관계에서 유의미한 정(+)의 완전 매개 역할을 하고 있음을 검증하였다. 본 연구가 가지는 의의는 첫째, 재개발·재건축 조합 분야에 재개발·재건축조합원의 조직몰입과 조직시민행동 및 조직성과를 실증적으로 검증하여 그 연구 영역을 확대하였다는 점, 둘째, 공공조직과 기업 경영 등에서의 조직몰입이 정비사업의 조직 환경에서도 적용 가능하다는 점, 셋째, 조직몰입과 조직시민행동이 조직에 대한 효과성을 입증함으로써 조합 조직 내 조합원들의 교육프로그램 등을 개발하여 이를 활용할 수 있는 기초자료를 제공하였다는 점이다. The purpose of this study is to define the concept from the perspective of the emerging organizational commitment(OC) and organizational citizenship behavior(OCB), and to verify the effect of organizational commitment of redevelopment and reconstruction union members on organizational performance(OP) and the mediating effect of organizational citizenship behavior. This study was empirically analyzed using the questionnaire method for members of the redevelopment association. The results of the analysis are as follows. First, it was analyzed that the OC of redevelopment and reconstruction union members had a positive(+) effect on OP. Second, it was found that the OC of redevelopment and reconstruction union members had a positive(+) effect on OCB. Third, OCBr was found to have a statistically significant impact on OP in the relationship between OCB and OP of redevelopment and reconstruction union members. Fourth, it was verified that the OCB of redevelopment and reconstruction union members played a significant positive(+) complete mediating role in the relationship between OC and OP. It is the significance of this study that the research area in the field of redevelopment and reconstruction unions was expanded by empirically verifying the OC, OCB, and OP of redevelopment and reconstruction union members.

The Effect of manager's Communication Type on Organizational Culture and Innovative Behavior

Kang Woon Jo,Moon Jun Kim,Hwan Cheol, Hwang The Institute of Internet 2023 International journal of advanced smart convergenc Vol.12 No.2

This study confirmed the effect of manager's communication type perceived by organizational members on innovative behavior and the mediating effect of organizational culture. In other words, the manager's communication type was statistically positive for organizational members' innovation behavior (Hypothesis 1) and organizational culture (Hypothesis 2). Organizational culture improved innovative behavior of organizational members (Hypothesis 3). In addition, organizational culture played a mediating role between the manager's communication type and organizational members' innovative behavior (Hypothesis 4). In other words, the importance of improving the innovative behavior of organizational members, which is a key factor for advancing organizational sustainability management, was confirmed. It was confirmed that the manager's communication type and organizational culture act as a key factor for the advancement of innovative behavior. Therefore, executives and managers confirmed the importance of systematic managers' communication-type competency development and organizational culture revitalization plans and the necessity of implementing them in order to improve innovative behavior.

리더의 공감이 조직구성원의 성과에 미치는 영향: 조직구성원의 실패내성의 매개효과를 중심으로

모영현,이철우,김경수 한국경영컨설팅학회 2020 경영컨설팅연구 Vol.20 No.4

The purpose of this study was to examine the influence of the leader's compassion perceived by the organization members on the organization members' failure tolerance and the organization members' performance. Specifically, we tried to find out whether the leader’s compassion affects the failure tolerance, job performance, organizational citizenship behavior, and creative behavior of organization members. In addition, we attempted to investigate whether organization members' failure tolerance mediates the relationship between a leader's compassion and organization members' performance. To test these predictions data were collected from 131 members working in hospitals, public institutions and financial institutions in Gwangju and Jeonnam regions. The results of this study showed that a leader’s compassion affects organization members’ failure tolerance. The results also showed that a leader’s compassion affected job performance, organizational citizenship behavior, and creative behavior of the organization members. In addition the results showed that the failure tolerance of organization members mediated between a leader’s compassion and job performance, organizational citizenship behavior, and creative behavior. The results of this study have an academic significance in that the research on failure tolerance, which has been mainly studied in pedagogy and psychology, has been tested in the field of organizational behavior, thereby verifying the positive effect on the failure experience within the organization, and to alleviate the pain of organization members who suffered failure. It can be said that it is significant in revealing that organization members maintains a constructive attitude by being positively influenced by a leader’s compassion. In discussion section theoretical and practical issues of this study were discussed and limitations of this study and future study direction were also discussed. 본 연구는 부하가 지각하는 리더의 공감이 부하직원의 실패내성과 성과에 미치는 영향을 살피고자 하였다. 구체적으로 리더의 공감이 부하직원의 실패내성과 직무성과, 조직시민행동, 창의적 행동에 영향을 미치는지를 알아보고자 하였다. 또한 부하직원의 실패내성이 리더의 공감과 성과 사이를 매개하는지 여부를 검증하고자 하였다. 이를 위해 광주와 전남지역의 병원, 공공기관과 금융기관 등의 구성원 131명을 대상으로 부하가 지각하는 리더의 공감, 부하직원의 실패내성, 직무성과, 조직시민행동, 그리고 창의적 행동에 대한 응답을 얻어 분석하였다. 분석 결과 첫째, 리더의 공감은 부하직원의 실패내성에 긍정적인 영향을 미치는 것으로 검증되었다. 둘째, 리더의 공감은 부하직원의 직무성과, 조직시민행동, 창의적 행동에 긍정적 영향을 미치는 것으로 나타났으며, 셋째, 부하직원의 실패내성은 리더의 공감과 부하직원의 직무성과, 조직시민행동, 창의적 행동 사이를 매개하는 것으로 검증되었다. 본 연구 결과는 부하직원의 고통 요인을 실패로 한정하여 실패를 겪은 부하직원이 고통을 경감하고자 하는 리더의 공감에 긍정적 영향을 받아 건설적인 태도를 견지한다는 점을 밝혔다 점과 실패내성의 매개효과를 조직행동분야에서 연구하였다는 점에서 학문적 의의가 있다 할 수 있으며, 변화가 필요한 조직에서 공감이 큰 위력을 발휘할 수 있고 실제 기업에서 공감을 통해 실패한 구성원을 격려함으로써 조직 성과에 긍정적 영향을 미칠 수 있다는 실무적 의의가 있다.

리더의 코칭리더십이 조직구성원의 직무재창조에 미치는 영향 : 조직지원인식과 심리적 임파워먼트의 다중매개효과를 중심으로

신민철(Mincheol Shin),오상진(Sangjin Oh) 대한경영학회 2020 大韓經營學會誌 Vol.33 No.2

조직구성원들이 스스로 자신의 가치와 경쟁력을 높여야 하는 노력은 현재 기업의 인적자원 관리와 개발 차원에서 최우선으로 관심을 가져야 할 문제이다. 조직구성원들은 자신에게 부여된 업무를 스스로 변화시켜 일을 더욱 의미 있고 가치 있게 만드는 과정에서 자신들의 의지와 노력도 중요하지만, 리더의 적합한 지원은 이러한 활동을 강화하는 데 매우 중요한 역할을 하게 된다. 즉, 조직구성원들이 자발적인 의지와 노력을 일으킬 수 있도록 융통성 있게 대처하는 리더의 코칭리더십에 많은 관심을 집중하게 되었다. 그러나 리더의 코칭리더십이 조직구성원들의 직무재창조(Job Crafting)에 미치는 영향에 관한 실증적인 연구는 부족하다는 한계가 있었다. 본 연구의 목적은 코칭리더십이 직무재창조, 조직지원인식, 심리적 임파워먼트에 긍정적인 영향을 미치는 메커니즘을 검증하고, 조직지원인식과 심리적 임파워먼트가 코칭리더십과 직무재창조의 관계에 있어서 각각의 매개와 다중매개 효과가 있는지를 규명하고자 하였다. 설문지는 온라인을 통한 질의응답 방식으로 688부를 배부하여 335부가 최종 분석에 사용되었다. 수집된 자료는 신뢰도와 타당성을 검증하였고, 가설검증은 부트스트랩 방식을 활용하여 분석하는 Macro 3.0을 사용하였다. 가설을 검증한 연구결과는 첫째, 코칭리더십은 직무 재창조, 조직지원인식, 심리적 임파워먼트에 유의한 영향을 미치는 것으로 나타났다. 둘째, 조직지원인식은 심리적 임파워먼트와 직무재창조에 유의한 영향을 미치는 것으로 나타났다. 셋째, 심리적 임파워먼트는 직무재창조에 유의한 영향을 미치는 것으로 나타났다. 넷째, 코칭리더십과 직무재창조 간의 관계에 있어서 조직지원인식과 심리적 임파워먼트는 부분매개와 다중매개 역할을 하는 것으로 나타났다. 본 연구를 통해, 리더의 코칭리더십은 조직구성원들의 조직지원인식과 심리적 임파워먼트의 수준을 높이고, 이들을 매개로 하여 직무재창조를 향상하는 과정을 확인할 수 있었다. 본 연구는 리더의 코칭리더십과 조직구성원의 직무재창조 간 메커니즘을 실증적으로 규명함으로써 기존 코칭리더십 연구의 확장에 기여했다는 연구 의의가 있다. 이러한 연구결과를 바탕으로, 기업은 조직구성원의 직무재창조를 증대시키기 위해서는 리더의 코칭리더십 향상에 관심을 두고 이를 위한 다양한 노력과 투자가 필요하다. 또한, 조직구성원의 조직지원인식과 심리적 임파워먼트를 높이기 위한 관심과 실질적인 지원을 강화해야 할 필요가 있는 실무적 시사점을 제시하고, 본 연구의 한계점 및 향후 연구의 방향에 대해서도 논의하였다. The effort by members to enhance their own values and competitiveness is now a top priority in terms of corporate human resources management and development. While members of the organization are important to their will and efforts in the process of changing the tasks that they are assigned to them to make things more meaningful and valuable, the proper support of the leader plays a critical role in strengthening these activities. In other words, it has drawn a lot of attention to the coaching leadership of the leader who is flexible enough to create a voluntary commitment and effort. However, there was a limit to the lack of empirical research on the impact of the leaders coaching leadership on organizational members job crafting. The purpose of this study was to verify the mechanisms by which coaching leadership positively affect the perceived organizational support, psychological empowerment, and job crafting, and whether perceived organizational support and psychological empowerment are mediated and multiple-mediated in the relationship between coaching leadership and job crafting. The questionnaire was distributed in 688 copies online via question and answer method, and 335 copies were used for the final analysis. The collected data verified reliability and validity, and hypothesis testing used Macro 3.0, which is analyzed using bootstrap method. First, the study that verified the hypothesis showed that coaching leadership has a significant impact on the job crafting, perceived organizational support and psychological empowerment. Second, it has been shown that perceived organizational support has a significant impact on psychological empowerment and job crafting. Third, psychological empowerment is shown to have a significant impact on job crafting. Fourth, in the relationship between coaching leadership and job crafting, perceived organizational support and psychological empowerment play a role of mediating and multi-mediating. Through this study, the coaching leadership of the leader was able to confirm the process of raising the level of perceived organizational support and psychological empowerment among the members of the organization and improving job crafting through them. This study is meaningful in that it has contributed to the expansion of existing coaching leadership research by empirically identifying the mechanism between coaching leadership of the leader and job crafting of organizational members. Based on the results of this study, the following practical implications were provided: First, in order to increase job crafting of organizational members, it is necessary to pay attention to the improvement of coaching leadership of leaders and to make various efforts and investments. Second, companies need to strengthen interest and practical support to raise perceived organizational support and psychological empowerment of organizational members. In addition, the limitations of this study and the direction of future research were discussed.

외식업 종사자의 멤버-리더 교환관계(LMX)는 조직냉소주의와 조직시민행동에 미치는 영향: 심리적 계약위반의 조절효과를 중심으로

윤선미,박현정 관광경영학회 2018 관광경영연구 Vol.86 No.-

The purposes of this study were to: (1) investigate the effects of LMX on organizational cynicism and organizational citizenship behavior in the food service industry; (2) examine whether organizational cynicism plays a mediator role in LMX and organizational citizenship behavior; and (3) investigate whether psychological contract breach are moderating between LMX, organizational cynicism, and organizational citizenship behavior. A total of 500 questionnaires were collected and, after excluding 43 invalid copies, 457(91.40%) questionnaires were used in the analysis. Exploratory factor analysis, frequency analysis, confirmatory factor analysis, correlation analysis and regression analysis were carried out using SPSS 20.0. The results of the study are as follows: First, the LMX had a significant positive effect on organizational citizenship behavior. Second, the LMX had a significant negative impact on organizational cynicism. Third, organizational cynicism has a significant negative impact on organizational citizenship behavior. Fourth, organizational cynicism partially mediates between LMX and organizational citizenship behavior. Finally, psychological contracts breach play a significant regulatory role between LMX and organizational citizenship behavior. This study provides useful suggestions for improving the profit of the food service business by increasing the efficiency of human resource management and the attitude of the employees in the food service industry.

축제 관계자 리더의 감성리더십이 조직구성원의 감정노동과 고객지향성에 미치는 영향

이기태,송덕종 관광경영학회 2016 관광경영연구 Vol.73 No.-

Particularly to the field of services, the organizational members (employees) carry out their tasks at customer contact points by restraining their emotions. This leads to emotional exhaustion and impersonalizing of customers as well as reduction in personal satisfaction. The organizational member with low adaptability to emotional labor may experience more difficulty in controlling and restraining their emotions. Such adaptability due to emotional labor has a close relationship with the organizational members’ ability to form social relationship. Therefore, a leader’s Emotional Leadership is considered as a core factor for organizational members’ emotional labor and customer orientation. The subjects in this study were the organizational members (employees) that are directly at the contact point with customers in the festival industry, who work at the companies related to domestic festivals. The aim of this study is to empirically analyze the effect of the Emotional Leadership of a festival officials’ leader on the organizational members’ emotional labor (surface acting and deep acting) and customer orientation. A survey was conducted in approximately 40 companies related to festivals, and the collected valid samples (180 people) were used to perform statistical analysis. The result of the analysis is as follows. First, the Emotional Leadership of a festival officials’ leader did not have a statistically significant effect on the organizational members’ surface acting. However, it did have a statistically significant positive effect on the deep acting. Second, the Emotional Leadership of a festival officials’ leader was shown to have a statistically positive effect on the organizational members’ customer orientation. Third, the surface acting of the organizational members that are festival officials was shown to have a significantly positive effect on the customer orientation, and the deep acting was also analyzed to have a positive effect on the customer orientation.

관리자의 긍정적 리더십과 구성원의 조직헌신 및 직무성과의 관계

윤성혁,정기수 한국콘텐츠학회 2019 한국콘텐츠학회논문지 Vol.19 No.8

The objective of this study is to analyze the relationships among manager’ positive leadership, organizational member's organizational commitment and job performance. The questionnaire was performed for organizational members 387 in Seoul and metropolitan area. The collected data was analyzed by structural equation model and Sobel test. As a result of analysis, positive leadership factors such as positive climate, positive relationships, positive communication and positive meaning showed a statistically significant positive effects on the organizational member's organizational commitment. The organizational member's organizational commitment also showed a statistically significant positive effects on the job performance in company. The positive leadership factors such as positive climate, positive relationships, positive communication and positive meaning showed a no statistically significant effects on the organizational member's organizational commitment. But, they showed a statistically significant effects on job performance in indirect manner with the mediating effect of the organizational commitment. It is worthwhile that in this study, the effect of positive leadership of manage on the organizational member's organizational commitment and job performance was verified, and then, it is meaningful to present the role and importance of manager’ positive leadership. 본 연구에서는 기업 관리자의 긍정적 리더십과 조직에 대한 헌신 및 직무성과 간의 구조적 관계를 분석하는 것에 목적을 두었으며, 이를 위해 서울 및 수도권 소재 기업 조직의 20대-40대 구성원을 대상으로 설문조사를 실시하였다. 수집된 설문자료는 구조방정식모형분석과 Sobel-test를 통해 구조적 관계를 분석하였다. 분석 결과, 관리자의 긍정적 리더십 요인인 긍정적 분위기조성, 긍정적 관계촉진, 긍정적 의사소통, 긍정적 의미부여 요인 모두 조직 구성원의 조직헌신에 유의한 정(+)의 영향을 나타내었다. 그리고 조직 구성원의 조직헌신은 직무성과에 유의한 정(+)의 영향을 나타내었다. 또한, 관리자의 긍정적 리더십 요인인 긍정적 분위기조성, 긍정적 관계촉진, 긍정적 의사소통, 긍정적 의미부여 요인 모두 직무성과에는 유의한 영향을 미치지는 않았으나, 조직헌신을 매개로 하여 유의한 영향을 미치는 것으로 나타났다. 본 연구를 통해 기업의 인적자원전략에 있어서, 관리자의 긍정적 리더십을 적용함으로써, 조직에 대한 헌신 및 성과에 미치는 영향 요인을 도출하였고, 관리자의 긍정적 리더십의 역할 및 중요성을 제시하였다는 점에서 본 연구의 의의를 찾을 수 있다.

The effect of Entrepreneurship on Learning Orientation and Organizational Performance

김문준,김수희,김용이 공주대학교 KNU 기업경영연구소 2022 기업경영리뷰 Vol.13 No.3

This study tried to confirm the effect of entrepreneurship perceived by organizational members on organiza- tional performance and the mediating effect of learning orientation between them. For this purpose, a question- naire was conducted on the members of the organization. That is, the verification results for the hypotheses established using the SPSS 21.0 statistical program for the final 154 copies are as follows. First, it was shown that the higher the entrepreneurship (innovation, initiative, risk taking), the higher the learning orientation. Second, entrepreneurship (innovation, initiative, risk taking) acted as a factor that had a positive effect on organizational performance. Third, it was analyzed that organizational performance improved as learning orientation improved. Fourth, learning orientation between entrepreneurship and organizational performance had a mediating effect. As shown in the results of this study, the importance of continuously improving the organizational performance required for the advancement of an organization’s sustainability management system was emphasized. In order to improve organizational performance, it was necessary to strengthen organizational members’ awareness of entrepreneurship. In addition, the importance of establishing and implementing measures to improve the learn- ing orientation of the organization as the subject of the organization was demanded. Therefore, the executives, managers, practitioners and all members of the organization should re-recognize and exercise the importance of entrepreneurship. In addition, it was judged that the importance of developing a systematic education and training program to improve learning orientation and implementing education would be important. Accordingly, the management and the person in charge of the human resource management and development departments should systematically and continuously improve and strengthen the organizational performance by reestablishing and implementing relevant systems.