특수교육에 있어서의 조기교육의 필요성 : 보육종사자훈련원생들의 태도를 중심으로 Attitudes of In-Service Trainees for Child Caring

최중옥,김윤옥 부산대학교 사범대학 1992 교사교육연구 Vol.25 No.-

This article presents the need of early intervention in special education. The awareness and need assessment of early intervention for special children were examined among 173 preteachers who were in in-service training for child caring 0~5 years. The findings showed that (1) the need of early intervention and the right of equal education for young children with handicaps were awakened significantly ; (2) The commitment of early intervention and mainstreaming young children with handicaps was supported positively, but job characteristics had interactional influences on the commitment ; (3) needs of the related services for young children with handicaps was cognized strongerly ; (4) the public education and mainstreaming young children with handicaps. The findings are discussed in terms of the implications for early intervention and policy issues for young children with handicaps.

한국정당의 당내민주주의 구현을 위한 시론적 연구 : 정당활동가들의 정당 활동에 대한 태도 연구를 중심으로 with Special Referance to the Party Activists Attitudes toward Party Activists'

이현출 건국대학교 1995 대학원 학술논문집 Vol.41 No.-

The Intraparty democracy is regarded as a democratic norm which should be realized and settled as a daily experience. With the reformation of the political environment since 1993, intraparty democracy is critically urged to perform the party's general functions more efficiently. Of the decision-making in the party organization is swayed by oligarchical party leaders, representative democracy is nothing but disguised for oligarchical politics. In this thesis, I examined some of different embodiment of intraparty democracy in accordance with the two basic party models : the Rational-Efficient model and the Party Democracy model. Rather, I specially surveyed the attitudes toward party activities among party activists, Heads of the Party Activities Coordination Board in the District Chapter, the Democratic Liberal Party(DLP). Through this research,, the structural conditions for performing the party's functions was studied. The resulted of this study are introduced as follows, 1) DLP activists are prone to believe that representatives on national party conferences or all party members or active members should hold "the most political power" in the party rather than congress members and leaders. 2)The incentives to DLP activists are principally purposive. Material incentives certainly do not account for their dedications. They are concerned with the implementations of national and local policies. 3) On a scale of "ideology-pragmatism" developed by Wright, DLP activists fall on the more highly pragmatism. This results can explain why Korean Parties are conservatives. 4)In response to the questionnaire on the importance of party functions, DLP activists more stressed policy functions than electoral functions. 5)Above 50% of the DLP activists complains about the deficiencies of intraparty democracy. In conclusion, the data from the survey show that the Democratic Liberal Party fit the party democracy model to the extent that its activists are primarily concerned with policy. Given the comparative party models developed by Wright, the commitment to the norm of intraparty democracy should be encourage in the DLP.

태권도 선수의 훈련태도가 경기력에 미치는 영향 : 인지몰입과 행동몰입의 병렬다중매개효과

최유리,홍영준 한국체육교육학회 2020 한국체육교육학회지 Vol.25 No.3

Purpose: The purpose of this study was to verify the mediating effect of cognitive and behavioral commitment in the effect of Taekwondo Player’s training attitude on their performance. Method: In order to achieve the purpose of the study, data of 246 Taekwondo Player registered with the Korea Taekwondo Association in 2020 were collected. The collected data were analyzed using the PROCESS Macro for SPSS to verify the multiple mediation effect of the parallel structure. Results: The main research results conducted based on the research content are as follows. First, as a result of verifying the direct effect between training attitude, exercise commitment and performance, training attitude has a significant effect on exercise commitment. However, it does not significantly affect performance. Second, as a result of verifying the parallel multiple mediating effect of exercise commitment in the relationship between training attitude and performance, significant mediating effect was found in cognitive commitment. Conclusion: Athletes confirm their identity through their performance, which is influenced by various factors. In particular, the training attitude, cognitive and behavioral commitment set in this study are the main variables that have a high correlation with athletic performance. In this study, by verifying the mediating effect of sport commitment between training attitude and performance of Taekwondo athletes, it was confirmed that training attitude had a positive effect on performance through cognitive commitment. Based on this result, a specific training method through the training attitude, and strategies to improve performance through sport commitment can be devised. 이 연구는 태권도 선수의 훈련태도가 경기력에 미치는 영향에서 인지적 몰입과 행동적 몰입의 매개효과를 검증하는데 목적이 있었다. 연구의 목적을 달성하기 위하여 2020년도 대한태권도협회에 등록되어 있는 고등ᐧ대학ᐧ실업팀 태권도 선수 246명의 자료를 수집하였다. 수집된 자료는 병렬적 구조의 다중매개효과를 검증하기위하여 PROCESS Macro for SPSS를 사용하여 분석을 실시하였다. 이상의 연구내용을 바탕으로 수행된 주요연구결과는 다음과 같다. 첫째, 훈련태도, 운동몰입과 경기력 간의 직접효과 검증결과, 훈련태도는 운동몰입에유의한 영향을 미치는 것으로 나타났지만, 경기력에 유의한 영향을 미치지 않았다. 둘째, 훈련태도와 경기력의관계에서 운동몰입의 병렬다중매개효과를 검증한 결과, 인지몰입에서 유의한 매개효과가 나타났다. 운동선수는 자신의 경기력을 통해 자신의 정체성을 확인하게 되는데 이러한 경기력은 다양한 요인들에 의해 나타나게되는 요인이라 할 수 있다. 특히 이 연구에서 설정한 훈련태도와 인지몰입, 행동몰입은 경기력과 높은 연관성을 나타내는 주요변인으로 연구가 지속적으로 이루어지고 있다. 이 연구에서는 태권도 선수의 훈련태도와 경기력 사이에서 운동몰입의 매개효과를 검증하여 훈련태도가 인지적 몰입을 통해 경기력에 정적 영향을 미치는것을 확인할 수 있었다. 이를 바탕으로 태권도 선수의 훈련태도를 통한 구체적인 훈련방법을 제시할 수 있으며, 운동몰입을 통한 경기력 향상 전략을 구상할 수 있을 것이다.

보육교사의 프로틴 경력태도와 무경계 경력태도가 직무만족과 경력몰입에 미치는 영향

이신주(Shin Ju Lee) 한국보육지원학회 2020 한국보육지원학회지 Vol.16 No.4

Objective: The purpose of this study was to examine the influence of protean career attitudes and boundaryless career attitudes on job satisfaction and career commitment in daycare teachers. The subjects in this study were 269 inservice daycare teachers who worked in childcare centers in the metropolitan cities of Busan and Daegu. Methods: As for data collection, a survey was conducted for approximately four weeks from January 3 through 31, 2020, and correlation analysis and multiple regression analysis were calculated to analyze the collected data in order to address the research questions of the study. Results: The findings of the study were as follows: First, the protean career attitudes and boundaryless career attitudes of the daycare teachers had a positive correlation with their job satisfaction and career commitment. Second, whether the protean career attitudes and boundaryless career attitudes of the daycare teachers affected job satisfaction and career commitment was analyzed. The self-directedness and value orientation of the protean career attitudes of the daycare teachers and their boundaryless career attitudes exercised an influence on job satisfaction and career commitment. Conclusion/Implications: The findings of the study suggest that the protean career attitudes and boundaryless career attitudes of daycare teachers are crucial factors that have an impact on job satisfaction and career commitment.

이중몰입의 영향에 대한 권위주의성격과 "그들과 우리" 태도의 조절효과

손헌일 ( Heon Il Son ),윤영삼 ( Yeong Sam Yun ) 한국인적자원관리학회 2014 인적자원관리연구 Vol.21 No.1

최근 노사관계에서 중요한 현상으로 제기되는 이중몰입에 관해서는 크게 영향, 원인, 방법론적 이슈 등 많은 연구들이 수행되어 왔다. 이중몰입의 영향이 다양하다는 것은 기존연구에서 알려졌으나, 조절효과에 대해서는 별로 연구되지 않았다. 또한 이중몰입에 대한 설명력을 제고하는데 필요한 것으로서, 개인의 특성을 고려한 연구가 거의 없다. 이러한 문제의식에서 본 연구는 조합원의 중요한 성격과 태도인 권위주의성격과 그들과 우리태도의 조절효과를 살펴보고자 하였다. 이중몰입관련 조절효과에 관한 기존연구의 결과가 별로 없다는 점에서 본 연구는 탐색적 연구(exploratory study)이다. 이중몰입이 노조관련행동지향성에 미치는 영향을 권위주의성격과 그들과 우리태도가 조절하는가를 보기 위하여 관련 문헌들을 검토하여 개념과 연구동향을 정리하는 개념적 연구를 바탕으로 경험적 연구로서 설문조사를 통한 실증연구를 실시하였다. 실증연구로서, 부산지역의 민주노총 조합원 425부를 대상으로 연구가설을 검증하였다. 실증연구의 결과로서, 이중몰입이 높을수록 노조관련행동지향성이 높게 나타난 가운데, 이중몰입이 노조관련행동지향성에 미치는 영향에 대해 권위주의성격은 부(-)적으로 조절하고 그들과 우리태도는 정(+)적으로 조절하는 것으로 나타났다. 이러한 결과의 시사점을 들자면, 첫째, 개인특성의 조절효과를 본 연구가 탐색적으로 실증하였다는 점에서 향후 이에 대한 이론적 설명작업이 수행되어야 하며, 더 많은 개인특성의 조절효과에 대한 연구가 필요함을 시사하고 있다. 둘째, 권위주의성격과 관련하여 사용자의 입장에서는 높은 조합원이 바람직하고 노조의 입장에서는 그 반대임을 시사하므로, 채용과 민주관련 운영ㆍ교육ㆍ기회제공을 관리할 필요가 있다. 그리고 그들과 우리태도와 관련하여 사용자의 입장에서는 낮은 조합원이 바람직함을 시사하며 노조의 입장에서는 그 반대임을 시사하므로 회사나 노조에서의 초기사회화, 교육 및 경험에 의한 지각에 대한 관리가 필요하다. The purpose of this study is to examine the moderating effect of authoritarian personality and them-and-us attitude on the effect of dual commitment. Despite the progress of dual commitment studies, the effect of dual commitment relevant to industrial relations and the moderating effect in relation with dual commitment were not studied. This study considered the limitation of previous study and the help to the union and the company. This study built a exploratory model that there is causal relationship of dual commitment to union-related behavioral orientation and the moderating effect of authoritarian personality and them-and-us attitude on the effect of dual commitment. To test hypotheses empirically, the data was collected from 425 union members in Busan. The study showed following results. 1) Dual commitment had the positive effect on the union-related behavioral orientation significantly. 2) Trade union member``s authoritarian personality played the role as the negative moderating variable in relation with the effect of dual commitment on the union-related behavioral orientation. 3) Trade union member`s them-and-us attitude played the role as the positive moderating variable in relation with the effect of dual commitment on the union-related behavioral orientation. The implication of these results to the union and the company, the limitation of this study and the direction of future study were suggested.

지역축제 MC의 유머스타일이 관객몰입과 프로그램태도에 미치는 영향

김창수 ( Chang Soo Kim ),노경희 ( Kyoung Hee Nor ),김광회 ( Gwang Hoi Kim ) 관광경영학회 2014 관광경영연구 Vol.58 No.-

The purpose of this study was to identify the effects of humor styles as MC choice features for effective planning of local festival performance programs upon audience commitment and program attitude, and to explore the meaning of audience commitment and program attitude as a result of real competitiveness assurance for local festivals with humor competences that local festival MCs should prepare in the future. From the results, this study verified that there were significant effect relations in local festival MCs` humor style, audience commitment, and program attitude. From the results above, following are the suggestions of this study. First, local festival MC humors released the tension of audience and increased their commitment. It was confirmed that MCs` energy and humor senses calling in audience responses could be mediators that could positively and actively pull the audience. Second, this study confirmed that the higher the audience program commitment was the more positive attitudes they showed towards the same program or MC behavior intention. In particular, whatever it was emotional commitment or calculative commitment, as the commitment itself had great influence, it is expected that audience commitment could valuably function as a strategy to increase the rate of revisiting those future local festivals.

리더의 화쟁적 태도와 구성원의 조직몰입의 관계에서 구성원이 지각하는 다양성 풍토의 매개효과 연구

정현천,성상현 리더십학회 2019 리더십연구 Vol.10 No.4

The purpose of this study is to find out leadership components that can enhance the organizational performance of Korean companies in the traditional philosophy and ideology of Korea. To this end, Hwajaeng, which was used by Wonhyo, the monk of Silla, to collect diverse arguments on Buddhism and present the ultimate interpretation, was studied. Leaders’Hwajaeng attitude was viewed as being composed of five components of ① discerning acceptance of the other party’s assertion(s) ② recognition of errors or imperfections of my own views and assertion(s) ③ understanding of the limitations of language and efforts to use the most complete words and expressions ④ efforts to grasp the background and context behind the language, ⑤ pursuits of the common ultimate good. The influence of leaders’ Hwajaeng attitude on diversity climate of organizations and organizational commitment of members was examined. As a result of analyzing the data of 709 respondents, who are employees of Korean companies, it was found that leaders’Hwajaeng attitude was significantly related to diversity climate and organizational commitment. And diversity climate has a significant positive influence on the organizational commitment, and mediates the relationship between leaders’Hwajaeng attitude and organizational commitment positively. Among the components of Hwajaeng attitude, understanding of the limitations of language and efforts to use correct words and expressions showed the biggest correlation with diversity climate and organizational commitment. Through this study, it was proved that leaders’Hwajaeng attitude can be a useful component of leadership which has practical meaning in the organization, and the need for research on use of language in leadership study in the future has been raised. Key words: Hwajaeng Attitude, Leadership, Diversity Climate, Organizational Commitment, Use of Language 이 연구에서는 한국의 전통적인 철학과 사상에 기반을 둔 리더십 요소와 그 효과성을 탐색하고자 하였다. 신라의 승려 원효가 불교에 관한 다양한 쟁론을 모으고 궁극의 해석을 제시한 화쟁(和諍)을 ① 상대방 주장의 변별적 수용, ② 내 주장의 오류 또는 불완전성 인정, ③ 언어의한계를 이해하고 정확한 언어를 사용하려는 노력, ④ 언어 이면의 배경과 맥락을 파악하려는 노력, ⑤ 통합적인 공동의 궁극적 이익 추구라는 다섯 가지 요소로 구성되는 것으로 보고, 이와 같은 내용을 지향하는 태도를 화쟁적 태도라고 정의하였다. 그리고 화쟁적 태도가 높은 리더는 구성원이 지각하는 조직의 다양성 풍토를 촉진하고 조직몰입에 긍정적 영향을 미칠 것으로 보았다. 국내기업에 근무하는 회사원 709명으로 구성된 표본을 대상으로 실증연구를 수행한 결과, 리더의 화쟁적 태도는 조직의 다양성 풍토와 구성원의 조직몰입에 유의한 정(+)의 영향을 미쳤고, 다양성 풍토는 구성원의 조직몰입에 긍정적 영향을 미쳤다. 다양성 풍토는 리더의 화쟁적 태도와구성원의 조직몰입 간의 관계를 긍정적인 방향으로 매개하였다. 특히, 리더의 화쟁적 태도를 이루는 구성요소 가운데 언어의 한계를 인정하고 그것을 제대로 사용하려는 노력이 다양성 풍토 및조직몰입과 가장 높은 상관관계를 보였다. 본 연구를 통해 한국의 전통사상에 뿌리를 둔 화쟁적 태도가 조직 안에서 실천적 의미를 갖는 리더십 요소가 될 수 있음을 보여주었다. 나아가 리더십에 관한 연구에 있어서 언어사용의 중요성과 추가 연구의 필요성을 제기하였다. 키워드: 화쟁적 태도, 리더십, 다양성 풍토, 조직몰입, 언어 사용

민간탐정사의 프로티언 경력태도가 경력몰입 및 직업적 자기효능감에 미치는 영향

최순호 ( Soonho Choi ) 사단법인 아시아문화학술원 2021 인문사회 21 Vol.12 No.4

이 연구는 민간탐정사의 프로티언 경력태도가 경력몰입 및 직업적 자기효능감에 미치는 영향을 규명하는데 목적이 있다. 이를 위하여, 탐정사 전문교육을 이수하고 자격증을 발급받은 273명을 대상으로 설문조사를 실시하여 자료를 분석하였다. 분석결과, 첫째, 프로티언 경력태도의 자기주도성은 경력몰입에 정의(+) 영향을 미치지만, 가치지향성은 경력몰입에 부의(-) 영향을 미친다. 둘째, 프로티언 경력태도는 직업적 자기효능감에 통계적으로 유의한 영향을 미치지 않는다. 셋째, 경력태도는 직업적 자기효능감에 정의(+) 영향을 미친다. 넷째, 경력몰입은 프로티언 경력태도와 직업적 자기효능감의 관계에서 완전매개 역할을 한다. 따라서 탐정사의 프로티언 경력태도의 자기주도성은 경력몰입을 통해서만 직업적 자기효능감에 영향을 미치므로, 희망하는 분야의 전공자나 경력이 있는 자가 해당 분야에 종사할 수 있도록 사회적지원이 필요하다. The purpose of this study is to investigate the effect of private investigator's professional career attitude on career commitment and occupational self-efficacy. To this end, a survey was conducted on 273 people who completed professional investigator training and were issued licenses to analyze the data. As a result of the analysis, first, the self-direction of the Protean career attitude has a positive (+) effect on career commitment, but the value orientation has a negative (-) effect on career commitment. Second, the professional career attitude does not have a statistically significant effect on occupational self-efficacy. Third, career attitude has a positive (+) effect on occupational self-efficacy. Fourth, career commitment plays a complete mediating role in the relationship between professional career attitude and professional self-efficacy. Therefore, since the self-directedness of the investigator’s professionalism career attitude affects occupational self-efficacy only through career immersion, social support is needed so that a person with a major or experience in the desired field can engage in the field.

관광기업의 공유가치창출과 종사원의 신뢰, 관계몰입 및 성과태도의 관계: KMV(The key mediating variables) model 적용과 확장 가능성

이제우,이상훈,고동완 한국관광학회 2022 관광학연구 Vol.46 No.4

This study discussed the structural relationship between creating shared value, trust, relationship commitment, and performance attitude of tourism companies based on the KMV model. This study collected data from 335 tourism employees to verify the proposed research model. Structural equation analysis was performed to verify the relationship between the constructs. A process macro(4) analysis was conducted to verify the mediating effect of trust and relationship commitment. According to the results, creating shared value had a positive influence on trust, relationship commitment, and performance attitude. And trust had a positive influence on relationship commitment. Trust and relationship commitment had a positive influence on performance attitude. Lastly, trust and relationship commitment mediated the relationship between creating shared value and performance attitude. This study has the following academic implications: First, this study is meaningful in that it discussed creating shared value as claimed by the KMV model of Morgan and Hunt (1994). Second, this study filled in some of the gaps that the existing KMV model didn't cover. 이 연구는 Morgan and Hunt(1994)가 주장한 몰입-신뢰 이론의 핵심인 KMV model을 토대로 관광기업의 공유가치창출과 신뢰, 관계몰입 및 성과 태도의 구조적인 관계를 검증하고, KMV model에서 다루지 못했던 경로와 매개효과를 검증하였다. 제안된 연구모형을 검증하기 위해 여행업 종사자 335명을 대상으로 설문조사를 실시했다. 구성개념 간 관계는 구조방정식 분석을 통해 검증했고, 신뢰와 관계몰입의 매개효과 검증을 위해 PROCESS Macro (4) 분석을 실시했다. 연구결과, 공유가치창출은 신뢰와 관계몰입, 성과태도에 긍정적인 영향을 미쳤다. 그리고 신뢰는 관계몰입에 긍정적인 영향을 주었다. 신뢰와 관계몰입은 성과태도에 긍정적인 영향을 미쳤다. 마지막으로 신뢰와 관계몰입은 공유가치창출과 성과태도 간 관계를 매개하였다. 이 연구는 다음과 같은 학술적 시사점을 제시하였다. 첫째, 이 연구는 Morgan and Hunt(1994)의 KMV model에 기반해서 공유가치창출과 성과태도 간 관계를 추가 설정하여 논의했다는 점에서 의의가 있다. 둘째, 공유가치창출과 성과태도 간 관계에서 신뢰와 관계몰입의 매개변수 역할을 검증함으로써 기존 KMV model에서 확인되지 못했던 한계를 보완해주고 있다.

특급호텔종업원의 인사공정성이 직무태도와 조직몰입에 미치는 관계 연구

김선겸(Kim, Sun-Kyum) 국제관광산업학회 2017 국제관광산업연구 Vol.10 No.1

The Recently, fair human resources management has been largely at issue for hotel companies, and there have been not many systematic researches into what fairness is, what is required for the fair human resources management, and how fair human resources management will result in. This study reviewed any impact by hotel employees’ perception of personnel management justice on their job attitude and organizational commitment. the results include the following. First, hotel employees’ perception of personnel management justice was shown to be significantly inuential to their job attitude. Second, hotel employees’ perception of personnel management justice was shown to be signicantly inuential to their organizational commitment. Third, in the relationship of hotel employees’ perception of personnel management justice between their job attitude and organizational commitment, the department type and position which are controlling variables, were shown to be significantly influential. When summarizing the results, it was proven that hotel employees’ perception of personnel management justice afects their job attitude and organizational commitment, and the perception is shown diferently by department type and position.

보육교사의 프로틴 경력태도가 주관적 경력성공과 경력몰입에 미치는 영향

이신주(Lee Shin Ju) 학습자중심교과교육학회 2020 학습자중심교과교육연구 Vol.20 No.17

The purpose of this study was to examine the influence of protean career attitude on subjective career success and career commitment in daycare teachers. The subjects in this study were 273 inservice daycare teachers who worked in childcare centers in two different metropolitan cities. As for data collection, a survey was conducted for approximately three weeks from January 6 through 31, 2020, and correlation analysis and multiple regression analysis were carried out to analyze the collected data to address the research questions of the study. The findings of the study were as follows: First, the protean career attitude of the daycare teachers were correlated with their subjective protean career success and career commitment. Second, as a result of analyzing how the protean career attitude of the daycare teachers affected subjective career success, self-directedness that was part of protean career attitude exerted an influence on career satisfaction and employability that were the subfactors of career success, and value orientation had an impact on employability that was part of subjective career success. Third, as a result of analyzing how the protean career attitude of the daycare teachers affected career commitment, self-directedness and value orientation that was part of protean career attitude was influential. The findings of the study suggest that the protean career attitude of daycare teachers is one of important factors to affect their subjective career success and career commitment. 본 연구는 보육교사의 프로틴 경력태도가 주관적 경력성공과 경력몰입에 미치는 영향력을 분석하는데 목적이 있었다. 연구대상은 D광역시, P광역시 어린이집에 재직하고 있는 현직 보육교사 273명이었다. 자료수집은 2020년 1월 6일부터 1월 31일 약 3주간 설문조사를 실시하였고 수집된 자료는 연구문제에 따라 상관분석과 다중회귀분석을 실시하였다. 연구결과 첫째, 보육교사의 프로틴 경력태도는 주관적 경력성공, 경력몰입과 상관관계가 있는 것으로 나타났다. 둘째, 보육교사의 프로틴 경력태도가 주관적 경력성공에 미치는 영향을 살펴본 결과 프로틴 경력태도 중 자기주도성이 주관적 경력성공의 경력만족, 고용가능성에 영향을 미치며, 가치지향성은 주관적 경력성공의 고용가능성에 영향을 미치는 것으로 나타났다. 셋째, 보육교사의 프로틴 경력태도가 경력몰입에 미치는 영향을 살펴본 결과 프로틴 경력태도 자기주도성, 가치지향성이 영향을 미치는 것으로 나타났다. 연구결과 보육교사의 프로틴 경력태도가 주관적 경력성공과 경력몰입에 영향을 미치는 중요한 요인임을 시사한다.

청소년 태권도선수들의 스마트폰 중독과 훈련태도 및 운동몰입의 관계

손민호,이석준 세계태권도문화학회 2022 세계태권도문화학회지 Vol.13 No.3

The purpose of this study was to investigate the relationship among smartphone addiction, training attitude, and exercise commitment of adolescent taekwondo athletes. For this purpose, data of 320 youth taekwondo players living in seoul, gyeonggi-do, incheon and were collected. the collected data, 309 copies of data were used as the final valid sample, except for 11 copies in which missing values for response responses occurred. For the processing of the collected data, descriptive statistics, confirmatory factor analysis, reliability analysis, and structural model analysis were performed using the AMOS 23.0 program, and the following results were derived. First, Smartphone addiction was found to had a negative (-) effect on training attitude. Second, Smartphone addiction did not appear to had a statistically significant effect on exercise commitment. Third, Training attitude was found to had a positive (+) effect on exercise commitment. Fourth, Smartphone addiction was found to had a negative (-) effect on exercise commitment by mediating training attitude.

테니스 동호인의 여가태도가 스포츠몰입에 미치는 영향

김현지 ( Hyun Ji Kim ) 한국여가웰니스학회 2010 한국레저사이언스학회지 Vol.1 No.3

본 연구의 목적은 테니스 동호인을 대상으로 여가태도가 스포츠몰입에 미치는 영향을 규명하는 것이다. 동호회 오프라인 모임과 동호인 시합현장에 설문지를 배부하여 총 283부의 설문지를 회수, 그 중 연구에 부적합 하다고 판단되는 5부의 설문지를 제외한 278부의 설문지를 실제 분석에 사용하였다. 본 연구는 LAS와 정용각의 스포츠 몰입도 척도를 측정도구로 사용하여 SPSS 17.0 한글버전 통계 패키지를 사용해 요인분석, 상관관계분석, 중다회귀 분석을 실시하였다. 연구 결과 첫째, 여가태도의 하위요인인 인지적 태도는 스포츠몰입에 거의 영향을 미치지 않았다. 둘째, 여가태도의 하위요인인 정서적 태도는 스포츠 몰입에 영향을 미쳤다. 셋째, 여가태도의 하위요인인 행동적 태도는 스포츠 몰입에 영향을 미쳤다. 본 연구를 통해 테니스 동호인의 여가태도가 스포츠 몰입에 중요한 변수로 작용함을 확인하였다. 여가활동에 대한 개인의 긍정적 태도가 확립된다면 한국의 생활체육이 더욱 더 활성화되는 긍정적 결과를 가져올 것이다. The purpose of this study was to investigate the influence of leisure attitude on sport commitment of tennis club participants. The subjects of this study consisted of 278 adults who are participating in tennis clubs. The data were analyzed by factor analysis, correlation analysis and multiple regression analysis as a statistical method. The main findings of this study were as follows. First, cognitive attitude has nothing to do with sport commitment. Second, emotional attitude had a influence on sport commitment. Third, behavioral attitude had a influence on sport commitment. In conclusion, we can see that the leisure attitude of tennis club participants is one of the effective factors on the sport commitment. As the personal positive leisure attitude come to be higher, the physical education of Korea can be more active.

프로티언경력태도, 주관적 경력성공, 조직몰입의 구조적 관계: TMX의 매개효과를 중심으로

박혜영 ( Hye Young Park ),박용호 ( Yong Ho Park ) 한국인력개발학회 2015 HRD연구 Vol.17 No.4

본 연구는 개인의 경력개발과 관련된 인식과 행동이 조직몰입에 어떠한 영향을 미치는지, 그리고 그 사이에서 개인과 팀 사이의 관계의 매개효과는 있는지를 살펴보고자 하였다. 구체적으로 개인의 자기주도성을 강조하는 프로티언경력태도와 개인이 주관적으로 경력에서의 성공을 인식하는 것이 조직몰입에 어떠한 영향을 미치는지를 알아보고자 하였으며, 이들 사이의 관계 속에서 TMX가 어떠한 매개효과를 나타내는지를 확인하고자 하였다. 본 연구의 목적을 달성하기 위해 국내 금융서비스업과 항공서비스업에 종사하는 700명을 대상으로 자료가 수집되었으며, 최종적으로 536명의 응답이 분석에 사용되었다. 연구결과의 도출을 위해 변수의 타당성 및 신뢰성 분석, 상관관계분석, 그리고 구조방정식모형분석 등의 연구절차가 수행되었다. 연구결과는 본 연구에서 설정한 모델이 적절하다는 사실을 확인하였으며, 프로티언경력태도가 조직몰입에 미치는 영향을 제외한 모든 가설은 채택되었다. 또한 연구변인들 사이의 관계 속에서 TMX가 통계적으로 유의미한 매개효과를 가지고 있다는 사실이 확인되었다. Even though individual`s responsibility in career development is imperative, the individual`s behavior in team and organization commitment is also important for creating the positive performance in workplace. This study tried to find the relation among the individual`s career development behavior and perception, relationship with other team member, and commitment behavior in organzation. In other words, this study try to find the effects of protean career attitude and subjective career success on organizational commitment. Also, this study investigated the mediating effect of TMX between two independent variables including protean career attitude and subjective career success and organizational commitment. For answering the research purpose, this study investigated the structural relationship among four research variables too. The data were collected from 700 employees in financial service and aerial service industries. The final data set was comprised of 536 cases from the research sample. Validity of reliability of variables were investigated and the correlation analysis showed the statistically meaningful relationship among the latent variables. The acceptable structural relations were identified through the analyses. The study results showed that all hypotheses except the relation between protean career attitude and organizational commitment were identified. Finally, both theoretical and practical implications based upon the findings of this study were presented.

대학생의 여가태도, 운동몰입, 주관적 행복의 구조적 관계

이윤구(LeeYoongu),서광봉(SuhKwang-bong) 한국체육학회 2018 한국체육학회지 Vol.57 No.2

본 연구는 대학생의 여가태도, 운동몰입, 주관적 행복이 어떠한 구조적 관계를 가지고 있는지에 대해 알아보고자 하였다. 이를 위해 329명의 대학생이 본 연구에 참여하였으며, 설문지를 측정도구로 사용하였다. 자료처리를 위해 SPSS 18.0과 AMOS 20.0을 이용하여 빈도분석, 확인적 요인분석, 신뢰도분석, 상관관계분석, 구조방정식 모형분석을 실시하였다. 최종적으로 다음과 같은 결과를 도출하였다. 첫째, 여가태도는 운동몰입에 긍정적 영향을 미치는 것으로 나타났다. 둘째, 운동몰입은 주관적 행복에 긍정적 영향을 미치는 것으로 나타났다. 셋째, 여가태도는 주관적 행복에 영향을 미치지 않은 것으로 나타났다. 넷째, 운동몰입은 여가태도와 주관적 행복의 관계에서 완전매개 역할을 하는 것으로 나타났다. 나타난 결과를 종합한 결론은 긍정적 여가태도를 기반으로 하여 몰입이 수반되어야 행복을 경험할 수 있다는 점이다. The purpose of this study is to investigate the structural relationship among leisure attitude, exercise commitment, and subjective happiness of university students. For this purpose, 329 college students participated in this study and questionnaires were used as a measurement tool. For data processing, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis, structural equation model analysis were performed using SPSS 18.0 and AMOS 20.0. Finally, the following results were derived. First, leisure attitude has a positive effect on exercise commitment. Second, exercise commitment has a positive effect on subjective happiness. Third, leisure attitude did not affect subjective happiness. Fourth, exercise commitment was found to be a full mediating role in the relationship between leisure attitude and subjective happiness. The conclusion based on the results is that the positive leisure attitude should be accompanied by commitment to experience happiness.

프로티언 경력태도가 사내창업가역량을 매개로 조직몰입에 미치는 영향

박용호 ( Park Yongho ),임지은 ( Lim Jieun ),김민지 ( Kim Minji ) 인천대학교 사회과학연구원 2018 사회과학연구 Vol.11 No.2

본 연구는 사내창업가들의 프로티언 경력태도가 조직몰입에 미치는 영향을 사내창업가역량의 매개효과를 고려하여 살펴보고자 하였다. 이를 위해 기업 내에서 혁신업무를 수행하는 사내창업가들을 대상으로 자료를 수집하여 분석을 실시하였다. 본 연구에서는 프로티언 경력태도에서의 하위요인 중에서는 자기주도적 경력 관리를, 사내창업가역량 중에서는 학습지향역량을, 그리고 조직몰입의 하위 요인 중에서는 정서적 몰입을 사용하여 자료를 수집하였다. 연구결과는 프로티언 경력태도가 조직몰입에 영향을 미치기 위해서는 사내창업가역량의 매개효과가 필요하다는 사실을 확인시켜 주었다. 즉, 개인의 자기주도적 경력관리가 새로운 것을 학습하는 능력을 향상시켜주고, 이러한 학습역량의 향상이 조직에 정서적으로 더욱 몰입하게 한다는 결과를 확인할 수 있었다. 이러한 결과에 기초하여 본 연구에서는 결론을 도출하고 이론적, 실천적 시사점 및 향후 연구에 대한 제언을 제공하고 있다. This study was to examine the mediation effect of corporate entrepreneurs’ competency in the relationship between protean career attitude and organizational commitment. For this research purpose, the data were collected from the corporate entrepreneurs who are taking responsibility in doing innovative projects in each organization. In this study, the self-directed management dimension for protean career attitude, learning orientation competency for corporate entrepreneurs’ competency, and affective commitment for organizational commitment were used in measurement scales. The study results showed that there is mediation effect of corporate entrepreneurs’ competency in the relationship between protean career attitude and organizational commitment. In other words, the self-directed career management can enhance the competency in learning new skill and knowledge. Then the enhanced learning ability also provide the foundation of higher affective commitment in organization. Based on the study results, the conclusion was provided. Also the theoretical and practical implication and suggestion for the future study were provided.

문화콘텐츠산업 인력의 프로티언 경력 태도, 무형식 학습 활동 및 경력 몰입의 구조적 관계

이형우,김만수,김정원,Lee, Hyoungwoo,Kim, Mansoo,Kim, Jungwon 국제문화기술진흥원 2021 The Journal of the Convergence on Culture Technolo Vol.7 No.3

본 연구는 문화콘텐츠산업 인력의 프로티언 경력 태도와 경력 몰입의 관계에서 무형식 학습 활동의 매개효과를 검증하는 것이다. 이를 위하여 Briscoe, Hall과 DeMuth[21]의 프로티언 경력 태도 측정도구와 Choi[23]의 무형식 학습 활동 측정도구 및 Blau[33]의 경력 몰입 측정도구를 사용하여, 문화콘텐츠산업 인력을 대상으로 설문 조사를 실시하였다. 회수 된 총 295부 중 불성실하게 응답하였다고 판단한 8부를 제외하고 총 287부를 결과분석에 활용하였다(유효 자료율: 68.2%). 연구 결과, 첫째, 문화콘텐츠산업 인력의 프로티언 경력 태도는 경력 몰입에 정적인 영향을 미치는 것으로 나타났다. 둘째, 문화콘텐츠산업 인력의 무형식 학습 활동은 프로티언 경력 태도와 경력 몰입의 관계에서 부분매개 하는 것으로 나타났다. 이상의 연구 결과를 토대로 문화콘텐츠산업 인력의 프로티언 경력 태도, 무형식 학습 활동 및 경력몰입의 증대를 위한 이론적 논의 및 실천적 시사점을 제언하였다. The purpose of this study was to examine the mediating effects of Informal Learning Activity on the relationship between Cultural Contents Industry Workers' Protean Career Attitude and Career Commitment. The results of this study were as follows: First, Protean career attitude of cultural contents industry workers had positive effect on career commitment. Second, Informal learning activity of cultural contents industry workers had partial mediating effect on the relationship between protean career attitude and career commitment. Based upon these results, several suggestions were suggested to promote cultural contents industry workers' protean career attitude, career commitment, and informal learning activity.

프로티언경력태도와 무경계경력태도가 조직몰입에 미치는 영향

박용호(Yong Ho Park),한억천(Uk Chun Han) 중앙대학교 한국인적자원개발전략연구소 2015 역량개발학습연구 Vol.10 No.3

본 연구는 개인들이 자기 가치에 근거하여 자기주도적으로 경력을 개발하고, 경력개발을 위해 조직간 이동을 추구하는 것이 현재의 조직에 정서적, 지속적, 그리고 규범적으로 몰입하는 것에 어떠한 관련성이 있는지를 살펴보고자 하였다. 이를 위해 총 400부의 설문지가 배포되었으며 최종적으로 319명의 응답을 기초로 분석이 실시되었다. 프로티언경력태도와 무경계경력태도에 대한 측정도구의 타당성 검증을 위해 탐색적 요인분석이 실시되었으며, 주요 연구변인의 기초적인 정보를 확인하고자 기술통계분석을 실시하였다. 또한 변수들 사이의 상호관련성을 확인하기 위해 상관관계분석과 연구결과도출을 위해 위계적 회귀분석이 실시되었다. 연구결과 프로티언경력태도의 두 하위요인인 자기주도적 경력관리와 개인가치지향 요인은 각각 정서적 몰입에 정적이고 부적인 영향을 미치는 것으로 나타났다. 또한 무경계 사고방식의 경우는 조직몰입의 세 하위요인 모두에게 부정적인 영향을 미치는 것으로 확인되었다. 그 외의 변인들사이의 영향관계는 통계적으로 유의미하지 않았다. 연구결과에 근거하여 논의 및 향후 연구를 위한 제언이 제시되었다. This study tried to find the effects of protean career attitude and boundaryless career attitude on organizational commitment. Specifically, this study investigated the effects of individual’s self-directed career development behavior and mobility among organizations on organizational commitment. For this study, the data were collected from 319 financial service company employees. To confirm the validity of measurement scale, exploratory factor analysis was conducted. Also, the descriptive analyses were conducted to investigate the basic information of research variables. After those analyses, correlation and stepwise regression analyses were conducted. The results showed the two sub factors of protean career attitude - self-directed career management and value driven attitude - have positive and negative effects on affective organizational commitment, respectively. Also, boundary-less mindset had negative effects on three sub factors of organizational commitment including affective, continuous, and normative commitment. The other relations among variables were not statistically significant. Finally, both theoretical and practical implications based upon the findings of this study were presented.

수영동호인의 위험지각과 쾌락적 가치가 안전태도, 운동몰입 및 운동지속의도에 미치는 영향

문건필,박상현,김범 한국스포츠학회 2020 한국스포츠학회지 Vol.18 No.2

이 연구의 목적은 수영동호인들의 위험지각과 쾌락적 가치가 안전태도, 운동몰입 및 운동지속의도와의 관계를 구조방정식모형을 통해 실증적으로 검증하는 것이다. 이를 위해 경기도에 소재한 수영동호회 5개소 남녀 회원 225명을 대상으로 설문조사를 실시하였다. 표집방법은 편의표본추출법과 설문지작성은 자기기입식으로 하였다. 제안한 구조모형을 검증하기 위해 IBM SPSSWIN Ver. 23.0과 AMOS 18.0을 사용하였다. 첫째, 위험지각은 안전태도에 부(-)적인 영향을 미치지 않았다. 둘째, 쾌락적 가치는 안전태도에 정(+)적인 영향을 미쳤다. 셋째, 안전태도는 운동몰입에 정(+)적인 영향을 미쳤다. 넷째, 안전태도는 운동지속의도에 정(+)적인 영향을 미쳤다. 다섯째, 운동몰입은 운동지속의도에 정(+)적인 영향을 미쳤다. The purpose of this research is to empirically analyze the relationship between a swimming club members on perceived risk and hedonic value, safety attitude, exercise commitment & intention to continue exercise through structural equation model analysis. This study set 225 swimming club members located in Gyeonggi-do as the research subjects. As for sampling method, convenience sampling method was used, and self-administered questionnaire was used for the survey. In an effort to verify the proposed structural model, this study used IBM SPSSWIN Ver. 23.0 and AMOS 18.0. The results showed that first, perceived risk didn't have a positive effect on safety attitude. Second, hedonic value had a positive effect on safety attitude. Third, safety attitude had a positive effect on exercise commitment. Fourth, safety attitude had a positive effect on intention to continue exercise. Fifth, exercise commitment had a positive effect on intention to continue exercise.

유아미술교육에서 교수 감성리더십이 예비유아교사의 학습몰입 및 태도에 미치는 영향

이신주(Lee, Shin ju),권화숙(Kwon, Hwa suk),김태경(Kim, Tae kyung) 학습자중심교과교육학회 2020 학습자중심교과교육연구 Vol.20 No.10

본 연구는 유아미술교육에서 교수 감성리더십이 예비유아교사의 학습몰입과 학습태도에 미치는 영향을 살펴보는데 목적이 있다. 연구대상은 D광역시와 K시에 소재한 3,4년제 대학교 유아교육과에서 ‘유아미술교육’ 교과목을 수강한 예비유아교사 293명이다. 자료수집은 교수의 감성리더십 척도, 학습몰입, 학습태도 측정도구를 사용하였으며, 본 연구문제에 따라 Pearson 적률상관관계와 AOMS를 사용하여 확인적 요인분석과 구조모형을 실시하였다. 분석결과에 따르면 첫째, 교수 감성리더십은 예비유아교사의 학습몰입, 학습태도와 상관이 있는 것으로 나타났다. 둘째, 유아미술교육에서 교수의 감성리더십 중 사회적인식능력과 관계관리능력이 학습몰입에 유의미한 영향을 미치는 것으로 나타났다. 셋째, 유아미술교육에서 교수의 감성리더십 중 관계관리능력이 학습태도에 유의미한 영향을 미치는 것으로 나타났다. 넷째, 예비유아교사의 학습몰입은 학습태도에 유의미한 영향을 미치는 것으로 나타났다. 이는 유아미술요육에서 교수 감성리더십이 예비유아교사의 학습몰입과 학습태도에 영향을 미치는 중요한 요소임을 시사한다. The purpose of this study was to examine effects that the instructor’s emotional leadership has on pre-service childhood teachers’ learning commitment and learning attitude in the curricular course of ‘art education for young children’. Participants of the study were 293 pre-service early childhood teachers who took the same course at the department of early childhood education in 3-year or 4-year colleges or universities located in D Metropolitan City and K city. Data collection was carried out by means of scales for the instructor’s emotional leadership and ones, respectively, for learning commitment and learning attitude. In order to answer research questions set in this study, then, the data were statistically processed through Pearson’s product-moment correlation analysis and, according to the AMOS, the confirmatory factor analysis and the structural modeling analysis. The findings of the study can be summarized as follows. First, the instructor’s emotional leadership has correlations with pre-service early childhood teachers’ learning commitment and learning attitude. Second, some factors of the instructor’s emotional leadership, especially competence in social recognition and relation management, have significant effects on pre-service early childhood teachers’ learning commitment in the course of art education for young children. Third, competence in relation management as foresaid significantly influences those teachers’ learning attitude in the same course. And fourth, pre-service early childhood teachers’ learning commitment has a significant effect on their learning attitude.

사회복지사의 전문성이 조직몰입을 매개로 이직의도에 미치는 영향

신경희(Shin, Kyoung-hee) 영성과 보건복지학회 2018 영성과 보건복지 Vol.5 No.1

본 연구는 영성에 기반한 사회복지사의 전문적 태도(전문성)가 사회복지사들의 이직의도에 어떠한 영향을 미치는지를 조직몰입을 매개로 하였을 때 어떤 관계가 있는지를 연구하였다. 경기도 소재 사회복지 관련 기관과 시설 및 공공기관에서 근무하는 사회복지사를 연구대상으로 선정하였다. 연구결과 첫째, 전문적 태도의 하위변인 중 개별적으로‘주요한 준거로서의 전문조직활용’, ‘공공서비스에 대한 신념’, ‘자기직업에 대한 소명의식’, ‘자율성’ 등을 높게 지각할수록 이직의도는 감소했다. 둘째, 자기규제에 대한 신념은 이직의도에 영향을 미치지 않았다. 셋째, 전문적 태도의 하위변인들 중에서 다른 변인들이 통제되었을 때에는 ‘자기 직업에 대한 소명의식’만이 이직의도에 영향을 미치는 것으로 나타났다. 넷째, ‘주요한 준거로서의 전문조직활용’, ‘공공서비스에 대한 신념’, ‘자기직업에 대한 소명의식’, ‘자율성’은 조직몰입을 매개로 이직의도를 감소시키는 것으로 나타났다. ‘자기 직업에 대한 소명의식’이 이직의도에 가장 크게 영향을 미치는 요인으로 나타났다. The purpose of this study was to investigate the direct effects of social workers professional attitudes on turnover intention and to investigate whether professional attitudes influence turnover intentions through organizational commitment. This study suggests ways to increase professional attitude through mediating effects of organizational commitment, as well as ways to increase professional attitude that directly affect turnover intentions. The results of this study showed that the higher the professional attitude, the more the organizational commitment and the lower the turnover intention. A sense of calling to the field has the greatest influence on turnover intention. Among the sub-variables of professional attitude, the higher the perception of The use of the professional organization as a major , A belief in service to the public , Belief in self-regulation-Respectively. Organizational commitment was found to mediate between professional attitude and turnover intention.

MZ세대의 카타르월드컵 방송시청요인과 시청태도, 채널몰입 및 채널전환 의도의 관계

김주영 ( Jooyoung Kim ),김자영 ( Jayoung Kim ),박종철 ( Jongchul Park ) 한국체육대학교 체육과학연구소 2023 스포츠사이언스 Vol.41 No.3

본 연구의 목적은 MZ세대들의 카타르 월드컵 방송시청요인과 시청태도, 채널몰입 및 채널전환의도의 관계를 알아보는 데에 연구의 목적이 있다. 본 연구는 2022년 11월 25일(금) 대회시작일부터 12월 18일(일)인 대회종료일까지 지상파 방송사를 통해 제22회 카타르 월드컵 중계방송을 시청한 경험이 있는 20-30대인 MZ세대를 대상으로 최종 203명을 자료분석에 활용하였고, SPSS 21.0과 AMOS 21.0을 이용하여 빈도, 확인적 요인, 신뢰도, 상관관계, 구조방정식 모형분석을 실시하였다. 첫째, 방송시청요인 중 해설자와 영상품질은 시청태도에 정(+)적 영향을 미친다. 둘째, 방송 시청요인 중 중계현황은 채널몰입에 정(+)적 영향을 미친다. 셋째, 시청태도는 채널몰입에 정(+)적 영향을 미친다. 넷째, 시청태도는 채널전환의도 에 부(-)적 영향을 미치지 않는다. 다섯째, 채널몰입은 채널전환의도에 부(-)적 영향을 미친다. 그러므로 방송국에서는 채널전환의도를 감소시키기 위해서는 채널몰입을 이끌어낼 수 있는 MZ세대 맞춤형 방송시청요인을 제공하기 위해 노력해야 한다. The purpose of this study is to investigate the relationship among broadcast watching factors of the MZ generation, watching attitude, channel commitment and channel switching intention in Qatar World Cup. In this study, MZ generations in their 20s and 30s who watched the 22nd Qatar World Cup broadcast through terrestrial broadcasters from November 25 (Fri) to December 18(Sun), 2022. Finally, a total of 203 were used for data analysis, and frequency, confirmatory factor, reliability, correlation, structural equation model analysis using SPSS 21.0 & AMOS 21.0. were conducted. First, commentators and video quality have a positive (+) effect on watching attitudes. Second, the broadcast status has a positive (+) effect on channel commitment. Third, watching attitude has a positive (+) effect on channel commitment. Fourth, watching attitude doesn’t have a negative (-) effect on channel switching intention. Fifth, channel commitment has a negative (-) effect on channel switching intention. Therefore, broadcasting stations need to provide customized broadcast watching factors for the MZ generation that can lead to channel commitment in order to reduce channel switching intention.

프로틴 경력태도가 직무만족과 조직몰입에 미치는 영향에 관한 연구 -경력장애의 조절효과와 경력몰입의 매개효과를 중심으로-

고종식 한국경영교육학회 2014 경영교육연구 Vol.29 No.2

The purpose of this study was to investigate the effects on the moderating variable of corporate employees' career barrier and the mediating effect of career commitment, protean career attitude on organizational performance. For verification the purpose of this study established the variable as followings; First, the independence variable established the protean career attitude(values driven, self directed) and of employees. Second, the result variable established the job satisfaction and the organizational involvement. Third, the modification variable established the career barrier in organization. Forth, the mediate variable established the career commitment of employees. To investigate the relationship, 185' corporate workers who had worked in K and I-province were studied. The results of this study were as follows: First, as a result of regression analysis to find out effects of protean career attitude to the job satisfaction and the organizational involvement. Second, it tested the influence of moderating variable by the organizational career barrier. Third, it tested the positive influence of mediating variable by the employees' career commitment. 본 연구는 프로틴 경력태도가 직무만족 및 조직몰입에 미치는 영향력을 분석하고 경력장애의 조절효과와 경력몰입의 매개효과를 검증하였으며 분석결과는 다음과 같다. 첫째, 프로틴 경력태도의 직무만족 및 조직몰입에 대한 직접적인 영향력은 가치중심적 태도이며, 프로틴 경력 태도의 조직몰입에 미치는 영향력은 매우 낮다. 둘째, 경력장애 요인은 프로틴 경력 태도와 직무만족 및 조직몰입에서 조절변수로서 영향을 미치고 있으나 자기주도적 태도에 비해 가치중심적 태도에서의 조절효과가 높다. 셋째, 경력몰입의 매개효과는 인정되며 직무만족에 비해 조직몰입에 더 높은 영향력을 미치는 것으로 분석되었다. 이러한 분석결과 본 연구는 프로틴 경력태도에 대한 새로운 연구 모형을 설정함으로서 연구결과에 대한 현실적 타당성을 확보하였으며, 조직은 개인의 경력가치를 인정하며 자기주도로 역량을 개발할 수 있는 경력개발프로그램을 구축하여야 한다는 것을 시사하고 있다. 따라서 본 연구는 조직에서 프로틴 경력태도가 개인의 성장과 직무만족 및 조직몰입에 매우 중요하다는 사실을 재인식하고, 개인의 다양한 욕구를 충족시키기 위한 경력개발 프로그램을 구축하고 운용하는데 유용한 자료를 제공함으로서 효율적인 경력관리를 통한 경쟁력확보에 기여할 것으로 본다.

수용전념 치료가 불안사고 및 불안민감성, 수용적 태도에 미치는 효과 : 발표불안을 중심으로

김혜은,김도연 한국건강심리학회 2012 한국심리학회지 건강 Vol.17 No.2

본 연구는 수용전념치료가 대학생의 발표불안사고와 불안민감성 및 수용적 태도에 미치는 효과를 알아보기 위한 것이다. 연구는 D 여자대학교에 재학 중인 학생들을 대상으로 실시하였으며, 발표 불안이 있는 여자 대학생 28명이 최종 연구에 참여하였고, 실험집단과 통제집단에 각각 14명씩 무선 배정되었다. 수용전념치료 프로그램은 총 8회기로 구성되어 매 회기 2시간으로 실시되었다. 연구결과, 발표불안사고와 불안민감성이 감소되었고, 수용적 태도가 증진되었다. 이는 수용전념 치료가 심리적 수용을 촉진하여 경험을 회피하기보다는 현재 순간에 온전히 접촉하게 함으로써 불안에 대한 주관적 통제감을 향상시키는데 영향을 주었기 때문이다. 끝으로 본 연구의 의의와 제한점이 논의되었다. The purpose of this study was to examine the effects of Acceptance and Commitment Therapy on anxiety thought, anxiety sensitivity, and acceptive attitude in regards to public speaking anxiety in university students. Twenty-eight female participants who suffer from public speaking anxiety in D female university were selected and randomly assigned to one of the experimental and control groups, respectively. Acceptance and Commitment Therapy consisting of 8 sessions was performed for two hours in every session. Results showed that an experimental group reported lower anxiety sensitivity and thought for public speaking anxiety and higher acceptive attitude than the control group. These results suggest that Acceptance and Commitment Therapy influences the improvement of subjective control in anxiety by facilitating psychological acceptance, which makes participants contact on the moment in themselves fullness instead of avoiding their experiences. Finally, a number of limitations and implications of the present study were discussed.

특급호텔의 사회적 지원이 직무태도, 감성적 몰입 및조리사의 창의력과의 구조적 관계

강일영,김순태,김호석 한국호텔관광학회 2016 호텔관광연구 Vol.18 No.6

The purpose of the study is to examine the structural relationship among hotel social supports of job attitude, affective commitment and creativity of chefs. For the purpose, the authors developed several hypotheses and collected data from 374 employees working at hotels chefs. In this model. To sum up, it would be possible to conclude that chef's creativity can be increased by co-worker's support that foster positive job attitude and affective commitment. Managers/supervisor's direct supervision and support could also increase chef's creativity. The data were analyzed with structural equation modeling with AMOS 20.0 and SPSS Win/PC 20,0. The result of the overall model analysis appeared as follows: there is a need to improve employees' social relationship with their co-workers and supervisors so as to promote not only shared job attitude but also positive affective commitment since committed employee has been found to be more creative. Therefore, it is the essence for the organization to anticipate and fulfill employees and supervisor/manager's needs and desires to maintain a meaningful social relationship. By doing so, an organization may fully utilize the potential outcomes of employee's creativity that will ultimately lead organizational innovation.

대학 교직원의 조직학습역량이 조직 혁신성에 미치는 영향: 조직몰입의 매개효과와 프로티언 경력태도의 조절효과

김유니,진성미 한국실천공학교육학회 2023 실천공학교육논문지 Vol.15 No.3

This study aimed at examining the relationship among organizational learning competency, organizational commitment, proteancareer attitude, and organizational innovativeness as perceived by university faculties and staff as organizational innovation becomesa key challenge for universities to thrive for strengthening competitiveness. The analysis results are as follows. First, organizationallearning capabilities showed a positive effect on organizational innovativeness. Second, organizational learning capabilities had apositive effect on organizational commitment. Third, organizational commitment had a positive effect on organizational innovativeness. Fourth, in the relationship between organizational learning competency and organizational innovativeness, organizationalcommitment showed a mediating effect and protean career attitude showed a moderating effect. Through this study, The resultsimplies that universities should provide organizational environment to enhance organizational commitment of university facultiesand develop protean career attitude thrive in changing environment.

4개 차원에 따른 진로정체감 단계(status)와 진로태도성숙 및 직업정체감 연구: 수도권 대학생을 대상으로

이상희,오보영 한국진로교육학회 2013 진로교육연구 Vol.26 No.2

This research was performed to confirm the five statuses (i.e., achievement, moratorium, foreclosure, spread diffusion and carelessness diffusion) of career identity using the Luyckx et al’s (2005) model. In addition, we investigated the relationship between the career identity status and individuals' career attitude maturity and vocational identity in college students. The total of 491 Korean college students participated in this study. The results showed as follows. First, career identity status of Korean college students were divided into four statuses by four factors; In-breath career exploration, In-depth career exploration, Commitment making and Identification with commitment. The feature of each career identity status was almost identical with the results of Luyckx et al's (2005) study. However, we did not identify carelessness diffusion status. Second, career attitude maturity was significantly related to career identity statuses. Specifically, individuals in achievement status have the highest scores on career attitude maturity followed by foreclosure, moratorium, and diffusion statuses. Third, vocational identity was also related to career identity status. Individuals in achievement status have the highest scores on vocational identity followed by foreclosure, moratorium, and diffusion status. The limitations of this study and suggestions for future studies were discussed. 본 연구는 우리나라 대학생 491명을 대상으로 하여, Luyckx 등(2006)의 모델을 사용하여 진로정체감 단계를 분류하고 진로정체감 단계에 따른 진로태도성숙과 직업정체감 수준에 차이가 있는지를 알아보았다. 연구 결과, 첫째 넓은 탐색, 깊은 탐색, 관여 형성, 관여 동일시의 4개 차원에 따라 분류한 결과 우리나라 대학생의 진로정체감 단계는 4개의 단계로 유의미하게 분류되었으며, 4개의 진로정체감 단계는 Marcia(1980)의 진로정체감 단계와 유사한 특성을 갖는 것으로 확인되었다. 우리나라 대학생들은 진로정체감 유예단계에 속한 대상이 가장 많은 것으로 나타났다. 둘째, 우리나라 대학생들에게는 태평한 혼미 단계가 나타나지 않았다. 셋째, 진로정체감 단계에 따른 진로태도성숙에 유의미한 차이가 있는 것으로 나타났다. 성취단계가 가장 높은 진로태도성숙을 보였으며 다음으로 유실단계, 유예단계, 혼미단계의 순으로 나타났다. 넷째, 진로정체감 단계에 따른 직업정체감 수준에서도 유의미한 차이가 있는 것으로 나타났다. 성취단계가 가장 높은 점수를 나타냈고 다음으로 유실단계가 높은 점수를, 마지막으로 유예단계와 혼미단계가 낮은 직업정체감 점수를 갖는 것으로 확인되었다. 마지막으로 본 연구의 제한점과 후속연구에 대해 논의하였다.

무경계경력태도 유형에 따른 직무성과, 정서적 조직몰입, 일의 의미의 차이: 중소기업 사무직 종사자를 대상으로

홍유리(Yuri Hong),박용호(Yongho Park) 한국기업교육학회 2020 기업교육과인재연구 Vol.22 No.4

본 연구는 무경계경력태도의 유형을 심리적 이동성과 물리적 이동성의 수준에 따라 구분하고, 그 유형에 따라 직무성과, 정서적 조직몰입, 일의 의미 간에 차이를 검증하는 데 그 목적을 두고 있다. 이를 위해 중소기업 사무직 종사자를 대상으로 온라인 설문조사를 실시하여 287명의 응답을 수집하 였으며, 경력 3년 미만의 응답을 제외하고 최종적으로 219명의 응답을 연구에 활용하였다. 연구결과 의 도출을 위해 SPSS 25.0을 활용하여 자료를 분석하였다. 일차적으로 무경계경력태도의 유형을 분류 하기 위하여 K-평균 군집분석을 실시하였다. 각 군집의 성격과 이후 성과변인과의 영향관계를 고려 하여 네 군집을 명명한 결과 ‘사회형’, ‘자유계약형’, ‘정착형’, ‘이주형’의 4개 유형이 도출되었다. 이후 각 유형별로 직무성과, 정서적 조직몰입, 일의 의미에서 차이가 존재하는지를 확인하기 위해 일원배 치 분산분석(One-way ANOVA)을 실시하였다. 연구결과는 모든 변인에서 유형 간 유의미한 차이가 있 다는 점을 확인시켜 주었다. 네 유형 중 사회형은 직무성과, 정서적 조직몰입, 그리고 일의 의미 변 인에서 가장 높은 점수를 나타내어 높은 심리적 이동성과 낮은 물리적 이동성의 무경계경력태도를 보유할 때 조직과 개인 수준에서 긍정적 결과를 나타내는 것으로 확인하였다. 이러한 결과를 바탕으 로 본 연구의 의의와 후속 연구를 위한 제언을 제시하였다. This study tries to find the classifications of boundaryless career based on two subfactors including psychological and physical movements and the effects of those classification on job performance, affective organizational commitment, and meaning of work. For investigating on the research purpose, this study collected data from 287 small and medium sized companies’ white-color job employees through an online survey. After excluding 3 or less year work experienced data, 219 employees’ data were used for data analysis. For analyzing data, SPSS 25.0 statistical software was used. Firstly, a cluster analysis using K-mean method tried to find the classification of boundaryless career attitude. The four clusters were named as ‘social’, ‘free agent’, ‘settler’, and ‘immigrant’ based on the characteristics each cluster and effects of each cluster on the organizational outcome variables. Secondly, one-way ANOVA were conducted for investigating on the difference in the job performance, affective organizational commitment, and meaning of work based on the classifications of boundaryless career attitude. Study results showed the significant difference in all outcome variables based on the classification. Among four cluster, the social cluster showed the highest score in the job performance, affective organizational commitment, and meaning of work variables. This means the positive results may take place when employees showed high psychological and low physical movement attitudes. Based on the study results, the implication and suggestion for the future study were provided.

해양스포츠 참여자의 안전의식과 몰입, 태도 및 참여 만족간의 구조적 관계

김영주(Kim, Yeong-Ju),최현욱(Choi, Hyun-Wook) 한국체육과학회 2019 한국체육과학회지 Vol.28 No.2

The results of this study are as follows. First, we analyzed the structural relationship between safety consciousness, commitment, attitude and participation satisfaction of marine sports participants. he results of this study are as follows. First, the model of fitness of participants in marine sports was set as exogenous variables, and the model of fitness of participant`s satisfaction was the end - As a result, it was found that there was a significant causal relationship between safety consciousness, attitude, safety consciousness, participation satisfaction, attitude and participation satisfaction. Based on these findings, the conclusion of this study is that the safety consciousness of marine sports participants affects participation satisfaction based on the right attitude. Therefore, leaders and dancers for marine sports activities should focus on program planning, methods, and measures to cope with safety accidents so that they can strengthen safety awareness, have preventative knowledge, and build trust and trust based on them. These exemplary behaviors are expected to improve marine sports participants` participation in marine sports activities by improving their ability to prevent and cope with safety accidents, and attitudes toward marine sports. This study is a study of participants of some limited marine sports events. Therefore, it is necessary to study and deeply study the participation satisfaction considering various variables of marine sport events and participants.

관광계열 대학생의 프로티언 경력태도와 취업스트레스 및 진로선택몰입의 관계에 대한 연구

곽우현 ( Gwak Woo-hyun ) 동북아관광학회 2024 동북아관광연구 Vol.20 No.1

본 연구는 관광계열 대학생을 대상으로 프로티언 경력태도와 취업스트레스 및 진로선택몰입의 영향 관계를 규명함으로써 대학의 진로교육 현장에 실무적 시사점을 제시하고자 하였다. 연구의 표본은 2년제, 4년제 대학의 관광 관련 학과에 재학 중인 대학생이며, 2021년 9월 13일부터 11월 8일까지 편의표본추출법을 활용하여 설문을 진행하였다. 총 214부의 응답 중 불성실한 응답을 제외하고 총 209부를 분석에 활용하였으며, 수집한 자료는 SPSS 21.0 프로그램으로 탐색적 요인분석과 신뢰도 분석, 주요 변수에 대한 기술통계, 상관관계분석 등을 실시하였다. 연구결과를 요약하면 다음과 같다. 첫째, 프로티언 경력태도의 하위요인(자기주도성, 가치지향성) 중 자기주도성만 취업스트레스에 유의한 부(-)의 영향을 미치는 것으로 나타났다. 둘째, 프로티언 경력태도의 하위요인인 자기주도성과 가치지향성 모두 진로선택몰입에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 취업스트레스는 진로 선택몰입에 유의한 부(-)의 영향을 미치는 것으로 나타났다. 본 연구는 관광계열 대학생의 진로지도 시 자기주도성 향상 및 진로 가치관 정립에 도움을 주는 상담 프로그램을 개발하고 적용해야하며, 취업스트레스를 낮추는데 도움이 되는 스트레스 관리 프로그램이 효율적으로 운영되어야 함을 시사한다. This study would empirically investigate the impacts of Protean Career Attitude of Tourism Students on Job-seeking Stress and Career Choice Commitment and present implications based on significant results. Participants in the study were four-year university students and two-year college students in tourism-related departments. A pre-test was conducted, and 214 questionnaires were collected over two months from September 13, 2021, to November 8, 2021. A total of 209 copies contributed to the final analysis data and were analyzed using the SPSS 21.0 statistical program. The results of this study are shown below. First among the sub-factors(self-initiative, value-orientedness) of protean career attitude, only self-initiative had a significant negative(-) effect on job-seeking stress. Second, both self-initiative and value-orientedness had a significant influence on career choice commitment. Third, job-seeking stress had a significant negative(-) effect on career choice commitment. Based on the results of this study, the implications are as follows. First, it is necessary to develop a counseling program to strengthen self-initiative and value-orientedness. Second, it is necessary to operate stress management programs that help lower job-seeking stress as it negatively affects career choice commitment.

프로농구-스폰서이미지일치성이 스폰서공신력, 스폰서친숙도, 스폰서태도, 스폰서몰입 및 스폰서제품구전의도에 미치는 영향

김용만 ( Kim Yong-man ) 한국스포츠산업경영학회 2017 한국스포츠산업경영학회지 Vol.22 No.1

이 연구의 목적은 프로농구-스폰서이미지일치성과 스폰서공신력, 스폰서친숙도, 스폰서태도, 스폰서몰입 및 스폰서제품구전의도와의 구조적 관계를 규명하는 것이다. 이러한 목적을 달성하기 위해 프로농구 관중을 조사대상으로 선정하였다. 표본추출은 사전에 설문조사를 허락한 8개 구단의 홈관중을 대상으로 구단별로 각각 100명씩 총 800부를 최초 표집하였다. 표본추출방법은 편의표본추출법을 사용하였고, 설문지 작성은 설문내용을 조사대상자가 직접 읽고 답하는 방식인 자기평가기입법을 사용하였다. 표집 후 설문문항에 1문항이라도 응답하지 않았거나 불성실하게 응답하였다고 판단되는 자료를 제외하고 725개를 최종유효표본으로 선정하였다. 자료처리는 PASW 18.0을 활용해서 조사대상자의 일반적 특성과 Cronbach`s α검사를 하였고, AMOS18.0을 활용해서 연구모형의 적합도와 가설검증을 하였다. 모형이 적합한 것을 확인한 후 개별가설을 검증하였는데, 그 결과는 다음과 같다. 첫째, 프로농구-스폰서이미지일치성은 스폰서공신력에 긍정적인 영향을 미쳤다. 둘째, 스폰서공신력은 스폰서친숙도와 스폰서태도에 긍정적인 영향을 미쳤다. 셋째, 스폰서친숙도는 스폰서태도에 긍정적인 영향을 미쳤다. 넷째, 스폰서친숙도와 스폰서태도는 스폰서몰입에 긍정적인 영향을 미쳤다. 다섯째, 스폰서몰입은 스폰서제품구전의도에 긍정적인 영향을 미쳤다. The purpose of this study was to examine the structural relationship among image congruity of professional basketball-sponsor, sponsor credibility, sponsor familiarity, attitude toward sponsor, sponsor commitment and word-of-mouth intention of sponsor product. The subjects of the research were professional basketball game spectators. From each of the 8 pre-approved teams, 100 home spectators were chosen by the convenience sampling method, giving us an initial sample size of 800. The questionnaires were self-administered, in which the subjects read and complete the questionnaires on their own. After excluding incomplete or invalid questionnaires, 725 valid data were obtained for final data analysis. PASW 18.0 was used to analyze the subjects` demographics and test Cronbach`s alpha and AMOS 18.0 was used for research model fit and hypothesis testing. We conclude from this study that the model was valid, and the results from the individual hypothesis testing were as following: First, the image congruity of professional basketball-sponsor had a positive impact on sponsor credibility. Second, sponsor credibility had a positive impact on the sponsor familiarity and attitude toward sponsor. Third, the sponsor familiarity had a positive impact on attitude toward sponsor. Fourth, the sponsor familiarity and attitude toward sponsor had a positive impact on sponsor commitment. Fifth, sponsor commitment had a positive impact on word-of-mouth intention of sponsor product.

화장품 브랜드 메타버스 체험이 브랜드 몰입 및 태도에 미치는 영향

이정민 한국인체미용예술학회 2024 한국인체미용예술학회지 Vol.25 No.1

With the dramatic development of digital technology after the Fourth Industrial Revolution and spread of non-contact online consumption culture since the outbreak of COVID-19, cosmetics manufacturers have been active in penetrating into the metaverse market with a goal of building a decent consumption relationship. Under these circumstances, this study attempted to investigate the influence of brand experience in the metaverse on brand commitment and brand attitude against domestic cosmetic brands. For this, a questionnaire survey was performed against a total of 350 girls and young women in their 10-20s who used a cosmetic brand metaverse service over the past 6 months at least through an online research agency, and the results found the followings: In the experience of cosmetic brand metaverse, ‘recreational experience’, ‘escapist experience’, ‘aesthetic experience’ and ‘educational experience’ had a significant influence on brand commitment and brand attitude while brand commitment showed a significant effect on brand attitude. These days, there has been a rising demand for non-contact services in cosmetics industry. In such situations, this study is meaningful in that it provides basic data which are needed for the qualitative improvement of cosmetic brand metaverse environments.

프로야구 관람객의 관람제약요인과 관람만족, 관람몰입 및 관람태도의 관계

김주영 ( Kim Joo-young ),이지현 ( Lee Ji-hyun ),김수잔 ( Kim Susan ) 한국체육대학교 체육과학연구소 2017 스포츠사이언스 Vol.34 No.2

이 연구는 프로야구 관람객의 관람제약요인이 관람만족, 관람몰입 및 관람태도에 미치는 영향을 구명하는데 그 목적이 있다. 이러한 연구목적을 달성하기 위하여 프로야구 관람객을 모집단으로 하고 서울에 소재하고 있는 N구단의 경기장에서 총 250명의 관중을 대상으로 편의표집법에 의해 표본을 추출하였다. 그 중 신뢰성이 결여된 17부를 제외한 233명의 자료를 사용하였다. 조사도구는 설문지로 관람제약은 추종호(2012), 관람만족은 신승호, 김수연, 김욱, 김시경, 김도훈(2009), 김용만(2013), 관람몰입은 정용각(2004)과 남재준(2012), 관람태도는 김용만, 정정희, 허진(2006)과 김용만(2013)의 연구에서 사용한 문항을 토대로 수정·보완하여 사용하였으며, 신뢰도는 .819-.931 수준이었다. 회수자료는 SPSS 20.0와 AMOS 20.0 버전의 통계패키지 프로그램을 이용하여 빈도분석, 확인적 요인분석, 신뢰도분석, 상관관계분석과 구조방정식모형(SEM)분석을 실시하였다. 그 결과 첫째, 관람제약요인 중 경기상황요인이 관람만족에 부(-)적 영향을 미치는 것으로 나타났다. 둘째, 관람제약요인 중 중요타자요인이 관람만족에 부(-)적 영향을 미치는 것으로 나타났다. 셋째, 관람만족이 관람몰입에 정(+)적 영향을 미치는 것으로 나타났다. 넷째, 관람만족이 관람태도에 정(+)적 영향을 미치는 것으로 나타났다. 다섯째, 관람몰입이 관람태도에 정(+)적 영향을 미치는 것으로 나타났다. The purpose of this study was to identify the influence of Korea professional baseball spectators` constraints on spectator satisfaction and revisiting intention. In order to achieve this purpose, 233 spectator were selected from N team`s Gymnasiums in Seoul by the convenience sampling method. The instrument for data collection was a questionnaire whose validity was evaluated by an expert group and whose reliability was judged from the cronbach`s alpha values ranging from .819 to .931. Then data were analyzed using SPSS 20.0 and AMOS 20.0. To conduct frequency analysis, correlation analysis, confirmatory factor analysis and structural equation model analysis. The results first, it showed that play environment of Korea professional baseball spectators` constraints had negative effect on spectating satisfaction. Second, it showed that significant others of Korea professional baseball spectators` constraints had negative effect on spectating satisfaction. Third, it showed that spectating satisfaction had positive effect on spectating commitment. Fourth, it showed that spectating satisfaction had positive effect on spectating attitude. Lastly, it showed that spectating commitment had positive effect on spectating attitude.

연구논문 : 뉴럭셔리 패션브랜드 제품추구혜택이 브랜드 충성도와 브랜드 몰입에 미치는 영향 -브랜드 태도와 브랜드 애착에 의한 이중경로 형성을 중심으로-

최미영 ( Mi Young Choi ) 한국의류산업학회 2011 한국의류산업학회지 Vol.13 No.5

As new luxury brands are becoming more popular, recent new luxury consumers are showing different tendencies of consumption. The purpose of this study is to investigates the specific bond between the product benefits for new luxury fashion brand and the consumer-brand relationship. Specifically this study conceptualized the dual path which leads to brand loyalty and brand commitment. 300 data from on-line survey were collected from middle class women who had trading up needs and respondents were asked to select their favorable new luxury fashion brand. As a result of an exploratory factor analysis to identify the structural dimensions of product benefit for new luxury brand groups, four factors were extracted; psychological/emotional benefits. Social/symbolic benefits, self-expressive benefits, and product functional benefit Additional results show that brand attitude had more positive effect on brand loyalty and brand attachment had more positive effect on brand commitment. The findings of this study contribute to provide practical implication on market segmentation for new luxury brands.

유명인에 대한 애착이 브랜드 몰입과 광고 태도에 미치는 영향 : 준사회적 상호작용의 매개효과 중심으로

채명수,유복희 한국외국어대학교 지식출판콘텐츠원 글로벌경영연구소 2012 글로벌경영연구 = Journal of global business research Vol.24 No.1

As the individual media like SNS develops, it is the age when the influence of the public cultural circle or the celebrity in the society is enlarged over the time. This shows that as shown in the newly coined word called the Celeb-Economy, the celebrity’s right-foot shoot has a counseling. In the academic circles based on this periodicalb background, the investigation of the advertizing effect of the celebrity model is continuously made. However, in the above, the effect on the one-sided advertisement was progressed. The effect about the two-way communication with the celebrity is the insufficient actual condition. Thus, this research presented the external motive and psychological feeling distant and dependability as the influence factor of the attachment for the celebrity. The attachment for the consumer celebrity raised the correction social interaction with the consumer and celebrity and it tried to verify the effect that it meets the attitude of the advertisement and immersion. Data were collected against 155 students which took care of this research and which it commutes to Seoul’s one specific university and the external motive about the celebrity, psychological feeling distant, and dependability was exposed to have the analysis of actual proof an effect on the factor of one result attachment. The attachment for this celebrity was confirmed to raise the social interaction of giving with the consumer and reach the effect of the feeling (+) on the brand attitude and immersion. This research can find the importance since to it investigated the cause for the attachment for the celebrity and the consumer understood the Parasocial Interaction with the celebrity which oneself likes it intensified the immersion about the attitude of the advertisement and brand after the formation and provide the effective access method. In addition, since at the same time, the brand goods image promotion and sale can be strengthened, the advertisement doing the celebrity whose the public acceptance is strong with the model presents the relationship marketing necessity about the star marketing.

중저가 화장품 브랜드 점포에 대한 애착이 점포태도와 재방문의도에 미치는 영향

유혜경 ( Haekyung Yu ),이민선 ( Minsun Lee ) 한국의류산업학회 2018 한국의류산업학회지 Vol.20 No.2

The main objectives of this study were to (1) examine and compare the importance of store attributes, store commitment, store attitude, and revisit intention concerning Korean mass cosmetic brand stores between female teenage consumers and those in 20’s, and (2) investigate and compare the two groups in terms of the influences of five store commitment factors on store attitude and revisit intention. On-line surveys were conducted by the marketing research company, and a total of 354 questionnaires were used in the final analysis. The results showed several significant differences between the female consumer groups in 10’s and 20’s. The teenage respondents placed greater importance on all store attributes except price and sales, and showed higher commitment in terms of affective commitment, and normative commitment factors than the respondents in 20’s. For the teenage respondents, all four commitment factors except the normative commitment significantly influenced their store attitude and revisit intention, while the affective commitment factor did not have significant influence on either store attitude and revisit intention for the group in 20’s. Normative commitment factor also did not have significant influence on revisit intention of the group in 20’s. For both age groups, the negative affects of the forced commitment on store attitude and revisit intention were found.

평생교육 강사의 프로티언 경력태도와 경력몰입이 직무만족에 미치는 영향: 성장 마인드셋의 조절된 매개효과

김진원,이창식 사단법인 한국융합기술연구학회 2023 아시아태평양융합연구교류논문지 Vol.9 No.6

This study aims to examine the moderated mediation effect of the growth mindset on the mediating effect of career commitment in the relationship between protean career attitude and job satisfaction of lifelong education instructors, and thus provide basic data for enhancing their job satisfaction. The participants for this study were limited to Chungcheongnam-do, and the participants were 207 instructors attending lifelong educational institutions, and the sample of the survey was purposively selected. For the analysis, SPSS PC+ Win.25.0 and PROCESS macro 4.1 were used, and frequency analysis, reliability analysis, correlation analysis, moderated mediation effect analysis and bootstrap method were performed. As a result of the study, first, there is a positive and significant correlation between protean career attitude, career commitment, growth mindset, and job satisfaction. Second, the moderated mediation effect of the growth mindset on the relationship between protean career attitude and job satisfaction through career commitment was verified. The protean career attitude of lifelong education instructors affects job satisfaction, and the growth mindset increases the effect of the protean career attitude → career commitment → job satisfaction. It was poeposed to enhance job satisfaction by using the growth mindset of lifelong education instructors. 본 연구는 평생교육교사의 프로티언 경력태도와 직무만족의 관계에서 경력몰입의 매개영향에 대한 성장 마인드셋의 조절된 매개효과를 규명하여 직무만족 제고를 위한 기초자료를 제공하는데 목적이 있다. 본 연구의 대상자는 충청남도로 한정하였으며, 조사대상은 평생교육기관에 근무 중인 강사 207명으로 유의표집하였다. 분석은 SPSS PC+ Win.25.0과 PROCESS macro 4.1을 사용하였으며 빈도분석, 신뢰도분석, 상관분석, 조절된 매개효과분석, 부트스트랩 방법을 시행하였다. 연구 결과 첫째, 프로티언 경력태도, 경력몰입, 직무만족, 성장 마인드셋 간에는 유의한 정적 상관관계가 있었다. 둘째, 프로티언 경력태도와 로몰입을 통한 직무만족의 관계에서 성장 마인드셋의 조절매개효과를 검증하였다. 평생교육교사의 프로티언 경력태도는 직무만족에 영향을 미치며, 성장 마인드셋은 프로티언 경력태도 → 경력몰입 → 직무만족의 효과를 높인다. 평생교육교사의 성장 마인드셋을 활용하여 직무만족을 높일 수 있는 방안을 제언하였다.

중장년 사무직 근로자의 경력메타역량, 프로티언 경력태도, 경력몰입, 경력만족, 경력변경의도 간의 구조적 관계

장하연 숭실대학교 한국평생교육ㆍHRD연구소 2024 평생교육 · HRD연구 Vol.20 No.2

본 연구는 중장년 사무직 근로자들의 경력메타역량, 프로티언 경력태도, 경력변경의도 사이의 구조적 관계에서 경력몰입과 경력만족의 매개효과를 조명하기 위해 수행되었다. 본 연구의 측정도구는 관련 선행연구에서 사용된 측정도구를 연구목적 및 대상에 맞추어 번안·수정·보완하여 활용하였다. 연구목적을 달성하기 위해 만 45∼60세 대기업 사무직 근로자를 대상으로 설문조사를 실시하였으며, 총 422명의 응답자료를 바탕으로 SPSS 25.0을 통한 기초통계분석과 AMOS 25.0을 활용한 구조방정식 분석을 진행하였다. 연구결과로는 첫째, 중장년 대기업 사무직 근로자의 경력변경의도와 경력메타역량, 프로티언 경력태도, 경력몰입, 경력만족 간의 직접효과 분석결과, 경력메타역량 중 경력정체성과 프로티언 경력태도 중 자기주도성은 경력몰입 및 경력만족에 부적인 영향을 미쳤다. 둘째, 경력메타역량 중 경력적응성과 프로티언 경력태도 중 가치지향성은 경력몰입 및 경력만족에 정적인 영향을 미치는 것으로 확인되었다. 셋째, 경력몰입은 경력변경의도에 부적인 영향을 미쳤다. 넷째, 경력만족은 경력변경의도에 정적인 영향을 미치는 것으로 확인되었다. 마지막으로, 경력메타역량, 프로티언 경력태도와 경력변경의도의 관계에서 경력몰입은 각 하위요인에 따라 정적·부적인 매개효과를 보였다. 본 연구는 상대적으로 많이 조명받지 못했던 중장년 근로자의 경력변경의도에 대한 예측변인을 구명하였으며, 특히 중장년 근로자의 경력변경을 예측하는 심리적 과정에 초점을 맞추었다는 점에서 의의가 있다. 이외에도 연구결과를 바탕으로 정책적 제언을 제시하였다. This study investigates the structural relationships among career meta-competencies, protean career attitude, and career withdrawal intentions in middle-aged office workers, aiming to uncover the mediating effects of career commitment and satisfaction. Using adapted measurement tools from previous studies, the survey focused on office workers aged 45 to 60 in large corporations. Analyzing data from 422 respondents using SPSS 25.0 and AMOS 25.0, the findings indicate several key outcomes. Firstly, career identity among career meta-competencies and self-directed among protean career attitude negatively impact career commitment and satisfaction. Secondly, career adaptability and value driven in career meta-competencies and protean career attitude, respectively, exhibit static influences on career commitment and satisfaction. Thirdly, career commitment negatively influences career withdrawal intention, while career satisfaction statically affects them. Finally, in the relationships among career meta-competencies, protean career attitude, and career withdrawal intention, career commitment demonstrates both static and dynamic mediating effects depending on specific sub-factors. This study sheds light on predictive factors for career withdrawal intention in middle-aged office workers and provides valuable insights into the psychological processes guiding career changes in this demographic, along with suggesting relevant policy implications.

중소기업 초기 경력자의 만화경 경력 태도, 경력 계획, 경력 몰입의 관계: 만화경 경력 태도의 조절된 매개 효과

김대영,이수영 한국직업능력개발원 2020 직업능력개발연구 Vol.23 No.1

The purpose of this study was to investigate the moderated mediation effect of kaleidoscope career attitude(KCA) among KCA, career planning(CP), and career commitment(CC) for early career employees in small-medium size enterprises(SMEs). For doing so, this study used Kaleidoscope Career Attitude scale(Mainiero & Sullivan, 2006), Career Planning scale(Gould, 1979) and Career Commitment scale(Blau, 1988). 493 data from respondents working in SMEs were used for testing the research hypotheses. The results of this study were as follows. First, CP has the mediating effect between KCA and CC for early career employees in SMEs. Second, KCA has moderated mediation effect among KCA, CP and CC for early career employees in SMEs. When the KCA increases one point, the effect of CP on CC increases by about 0.13 point, and the indirect effect of KCA on CC through CP increases by about 0.08 point. Based upon these results, several implications were then suggested for developing early career employees’ career in SMEs 본 연구는 중소기업 초기 경력자가 인식하는 만화경 경력 태도, 경력 계획, 그리고 경력 몰입의 관계에 대한 만화경 경력 태도의 조절된 매개 효과를 검증하고자하였다. 이를 위해 2018년 한국직업능력개발원의 「일학습병행 훈련과정 이수자 및중소기업 초기 경력자 경력개발 현황 분석을 위한 설문조사」(김대영 외, 2018)에서수집된 자료 중, 연구 목적에 따라 5인 이상 300인 미만의 중소기업에 재직 중이고, 경력 5년 미만인 자들의 응답 자료(493개)를 분석에 활용하였다. 주요 분석 결과는다음과 같다. 첫째, 경력 계획은 만화경 경력 태도와 경력 몰입의 관계를 매개하는것으로 나타났다. 둘째, 세 가지 변수의 관계에 대한 만화경 경력 태도의 조절된 매개 효과는 통계적으로 유의하였다. 보다 구체적으로 만화경 경력 태도가 한 단위(1 점) 증가하면 경력 계획이 경력 몰입에 미치는 조건부 효과는 약 0.13 증가하고, 만화경 경력 태도가 경력 계획을 경유하여 경력 몰입에 미치는 조건부 간접 효과는약 0.08 증가하였다. 이상의 연구 결과를 바탕으로 몇 가지 학술적 논의와 중소기업초기 경력자 대상 경력개발의 효과성 향상을 위한 실무적 시사점을 제시하였다.

조직구성원의 직급단계축소에 대한 공정성 지각이 조직몰입과 혁신적 업무행동에 미치는 영향 : 인지태도 및 인지강도의 역할을 중심으로

유종옥,양성병 한국IT서비스학회 2019 한국IT서비스학회지 Vol.18 No.4

Companies have attempted to build a rational and future-oriented new personnel system in order to adapt and survive in a rapidly changing environment. Recently, Samsung, LG, SK, and CJ, which are large domestic corporations, have been introducing new types of simplified personnel systems competitively. Although there are several prior studies that tried to classify these simplified personnel systems from a strategic point of view, there is a lack of empirical research in terms of the specific types from the perspective of employees. Therefore, in this study, an empirical study on the simplified personnel system which has currently been highlighted was carried out. The relationship between perceived justice (i.e., distributive justice and procedural justice) and organizational effectiveness (i.e., organizational commitment and innovative behavior) were tested. In addition, the mediating role of cognitive attitude as well as the moderating role of cognitive intensity in the simplified personnel system were investigated. The results of structural equation model using 157 survey data show that both distributive and procedural justice have a positive effect on cognitive attitude toward the simplified personnel system, which in turn leads to increased organizational commitment and innovative behavior. Interestingly, it is found that cognitive intensity intensifies the effect of distributive justice on cognitive attitude, whereas it attenuates the influence of procedural justice as expected. This study is among one of the first empirical studies focusing on the simplified personnel system and expands the concept of related variables such as perceived justice, cognitive attitude, and cognitive intensity in this context. Moreover, by clarifying the causal relationship between perceived justice and organizational effectiveness through the roles of cognitive attitude and cognitive intensity, it could provide several practical implications to managers who are interested in the introduction and early settlement of simplified personnel systems in a successful manner.

식음료 팝업스토어 고객가치가 브랜드태도, 브랜드 몰입 및 충성도에 미치는 영향

김미진(Mi Jin Kim) 한국외식경영학회 2022 외식경영연구 Vol.25 No.5

This study attempted to investigate the relationship between brand attitude, brand commitment, and loyalty of the food and beverage pop-up store customer value. The subjects of the study were surveyed on consumers who had experience using food and beverage pop-up stores in Seongsu-dong, Seoul. The survey period was conducted from August 1, 2022 to August 10, 2022, and the survey was used as empirical analysis data using 310 copies through an online survey agency. This study empirically analyzes the effect of pop-up store customer value on brand attitude, brand commitment, and loyalty, and presents practical implications through strategic marketing proposals that can increase brand commitment and loyalty of food and beverage pop-up stores. 본 연구는 식음료 팝업스토어의 고객가치가 브랜드태도, 브랜드몰입, 충성도와의 관계를 규명하고자 하였다. 연구 대상은 서울 성수동 소재의 식음료 팝업스토어 이용 경험이 있는 소비자를 대상으로 조사하였다. 조사 기간은 2022년 8월 1일부터 2022년 8월 10일까지 실시하였고, 설문 조사는 온라인 설문 대행업체를 통하여 310부를 활용하여 실증 분석 자료로 활용되었다. 본 연구에서는 팝업스토어 고객가치가 브랜드 태도, 브랜드 몰입, 충성도에 미치는 영향을 실증분석하고, 식음료 팝업스토어의 브랜드 몰입과 충성도를 높일 수 있는 있는 전략적 마케팅 제안을 통한 실무적 시사점을 제시하고자 한다.

평생교육사 양성과정이 대학생의 평생교육태도, 직업몰입, 자아효능감에 미치는 영향

조대연(Cho Dae-Yeon) 고려대학교 교육문제연구소 2006 敎育問題硏究 Vol.0 No.26

  본 연구는 평생교육사 양성교육 과정 내 효과를 평생교육에 대한 태도, 예비평생교육사로서 평생교육사에 대한 직업몰입과 자아효능감 등 세차원에서 실증적으로 탐구하였다. 이를 위하여 설문조사를 실시하였고 자료수집은 편의표집방법을 이용했으며 2005학년도 2학기 말 서울의 S여대, K대, 그리고 Y대에서 개설된 평생교육사 양성 관련 과목을 이수하고 있는 학생을 대상으로 하였다. 총 217개의 설문이 회수되었고 불성실한 답변을 제외한 213개를 분석대상으로 하였다. 자료 수집 전에 예비조사를 실시하여 안정적인 신뢰도를 검증하였고 전문가 5인을 통해 도구의 안면타당도와 내용타당도를 확보하였다. 자료분석은 F 검증(ANOVA), 사후비교를 위하여 scheffe 검증, 그리고 위계적 중다회귀분석을 실시하였다. 본 연구의 주요 결과로는 평생교육에 대한 긍정적인 태도와 직업몰입 향상이 평생교육사 양성교육 과정을 통해 얻을 수 있는 효과임을 확인할 수 있었다. 특히 이수한 필수과목 수 증가의 기여도가 컸다. 그러나 평생교육사 실습 이수 유무는 종속변수에 의미있는 영향을 미치지 않았다. 본 연구의 결과를 바탕으로 평생교육사 양성교육 과정에 대한 이론적ㆍ실천적 함의를 제공하였고 한계점을 지적함으로써 연구결과의 일반화에 주의를 기울일 필요가 있음을 지적하였다.   This research was to find the effects of the pre-service program for adult educators on three aspects including their attitude of adult and continuing education, occupational commitment, and self-efficacy as a student adult educator. To address the purpose of this study, the research question has two folds and survey was used. Data was gathered with a convenience sampling method from S women"s university, K university and Y university who were taking the class regarding preservice courses during the second semester 2005. A total of 217 respondents were retrieved. Excluding insincere replies, 213 surveys were used as subjects for analyzing. For answering the first research question, a F test (ANOVA)was used with the Scheffe. To address the second research question, hierarchical multiple regression analysis was applied. The significant results of this research was that a positive attitude of adult and continuing education and the occupational commitment were an effect that could be acquired through the preservice courses. Based on the results of this research, the theoretical or practical implications were discussed with the limitation of this study.

A항공사 케이터링 종사원의 역할갈등과 역할모호성이 조직몰입과 경력개발노력태도에 미치는 영향에 관한 연구 - 직무불안정성의 매개역할을 중심으로 -

조영신,최종률,양정미 한국관광학회 2012 관광학연구 Vol.36 No.8

본 연구의 목적은 A항공사 케이터링 종사원을 대상으로 역할갈등·역할모호성, 직무불안정, 조직몰입과 경력개발노력태도 각 변수들 간에 어떠한 인과관계를 가지고 있는지에 대해 이론적으로 고찰해보고, 실증적 분석을 통해 관계들을 규명하고 검증하는데 그 목적을 두고 있다. 연구의 실증분석 결과는 다음과 같다. 첫째, A항공사 케이터링 종사자들의 역할갈등에 대한 인식이 높을수록 직무불안정성에 정(+)의 영향을 미칠것이다라는 가설은 유의한 영향을 미치는 않는 것으로 나타났다. 둘째, 항공사 케이터링 종사자들의 직무불안정성에 대한 인식이 높을수록 조직몰입에 부(-)의 영향을 미칠것이다라는 가설은, 유의한 부(-)의 영향을 미치는 것으로 나타났다. 셋째, 항공사 케이터링 종사원들의 직무불안정성에 대한 인식이 높을수록 경력개발노력태도에 정(+)의 영향을 미칠것이다라는 가설은 유의한 영향을 미치는 않는 것으로 나타났다. 마지막으로, 항공사 케이터링 종사원들의 조직몰입에 대한 인식이 높을수록 경력개발노력태도에 정(+)의 영향을 미칠것이다라는 가설은, 유의한 정(+)의 영향을 미친다는 것으로 확인되었다. The purpose of this study is to conduct a theoretical analysis and empirical verification correlation between A-airline catering employee's role conflict and role ambiguity, job insecurity, organizational commitment and attitude towards career development. The results are as follows: Firstly, A-Airline catering employee's role conflict have a positive impact on job insecurity were deemed to be statistically insignificant while role ambiguity positive impact on job insecurity turned out to be statistically significant; Secondly, A-Airline catering employee's job insecurity negative impact on organizational commitment turned out to be statistically significant. A-Airline catering employee's job insecurity positive impact on career development attitude turned out to be statistically insignificant; and Lastly, organizational commitment positive impact on career development attitude were statistically significant. Based on the results of the studies. this study present important strategy for Airline catering employee's human resource administration data. Further discussion on implications or the study and its limitations and suggestion for future research are enclosed.

SNS 특징이 관람자의 태도, 몰입, 지속적 이용의도에 미치는 영향에 관한 연구 : 공연 관람객을 중심으로

구은자(Koo, Eun-Ja),안정석(Ahn, Jung-Suk),김화례(Kim, Hwa-Rye) 청운대학교 방송예술연구소 2016 미디어와 공연예술연구 Vol.11 No.2

본 연구는 공연예술분야에서 소비자에 대한 중요성이 계속 높아지고 있으며 소비자를 극장으로 끌어들이는 전략 또한 점점 다양해지고 있는 시점에서 보다 적극적인 대응을 위하여 특히 온라인 매체의 하나인 SNS를 공연예술 마케팅에 반영하는 연구의 필요성이 커지고 있다고 사료된다. 이에 본 연구에서는 점차 경제적 중요성과 비중이 커져가고 있는 국내 공연예술 시장을 중심으로 SNS특성이 관람객에게 미치는 영향에 대한 실증분석을 통해 마케팅전략을 위한 시사점을 제시하고자 한다. 본 연구의 목적은 공연예술 업계의 효율적인 고객관리전략과 마케팅전략을 수립하기 위한 것으로 공연예술 관람객를 대상으로 SNS특성에 대한 인식을 파악하고 관람자의 지속적 이용의도에 미치는 영향관계를 파악하고자 하며, 또한 SNS특성이 관람객의 태도와 몰입에 미치는 인과관계를 실증분석하고자 연구를 진행하였다. 본 연구의 실증분석 결과, SNS특성에 대한 평가가 좋아지면 좋아질수록 공연예술에 대한 태도와 몰입이 증가하는 것으로 나타났고, 공연예술에 대한 태도와 몰입이 증가하면 증가할수록 관람자의 지속적 이용의도가 증가하는 것으로 나타났다. It is considered that performing arts need to change to respond actively to the trend of our time and research on reflecting SNS, which is one of the online meda, on marketing of performing arts is considered necessary at a time when importance of consumers continues to increase in performing arts industry and strategy to attract consumers to the theater is getting more diversified. Therefore, this study intends to suggest future-oriented implications for a long-term development of the performing arts market to the performance production companies and investment firms through an actual analysis on domestic performing arts market that is showing great possibility of commercial success recently among the performing art industry which is showing gradually increasing economic importance and proportion. The purpose of this study is to establish effective customer management strategy and marketing strategy of performing arts industry to maximize satisfaction of viewers and utility of domestic performing art that this study intends to investigate perception of performing arts viewers towards SNS characteristics, influencing relationship on intention of continuous use. This study was conducted to analyze a causal relationship between SNS characteristics and attitude and commitment of viewers, and to investigate whether SNS characteristics and selection behavior of performing arts produced a mediating effect on intention of continuous use of viewers. According to the positive analysis result, it was identified that attitude and commitment to the performing arts increased when assessment on SNS characteristics improved, and intention of continuous use of viewers increased when attitude and commitment to the performing arts increased.

제2금융권의 내부마케팅이 직무태도, 조직몰입, 경영성과에 미치는 영향에 관한 연구

이상희(SangHee Lee),신민영(MinYeong Shin) 한국문화융합학회 2023 문화와 융합 Vol.45 No.10

본 연구의 목적은 제2금융종사자를 대상으로 내부마케팅이 직무태도, 조직몰입, 경영성과에 미치는 영향과 직무태도와 조직몰입이 경영성과에 미치는 영향을 확인하기 위함이다. 연구 결과, 내부마케팅의강화는 직무태도, 조직 몰입, 경영 성과에 영향을 미치는 것을 확인하였다. 그리고 직무태도와 조직 몰입이 경영 성과에 영향을 미치는 것을 확인하였다. 본 연구는 제1금융권에 비해 연구가 미흡한 제2금융권을 대상으로 하였다는 점에서 기존 연구와의 차별성을 갖는다고 할 것이며, 제2금융권의 내부 마케팅 전략에 있어 내부 커뮤니케이션 수준 개선을 위한 효율적이고 원활한 의사소통이나 상호작용 체계를 구성하는 것과 종업원의 성과에 대한 적절한 보상을 제공할 수 있는 기준이나 체계를 도입하는 것이 가장 중요함을 시사함으로써 연구로서의 가치를 확보하고 있다고 볼 것이다. The purpose of the effects of job attitude and organizational commitment on managerial performance in secondary financial sector, which are highly dependent on human resources as a service industry and the quality of services provided by employees to customers is an important factor in the competitiveness of companies and is directly related to managerial performance. The results of the study confirmed that strengthening internal marketing affects job attitude, organizational commitment, and managerial performance. In addition, it found that job attitude and organizational commitment affect management performance. This study is differentiated from existing studies in that it focuses on the secondary financial sector, which has been under-researched compared to the primary financial sector, and is significant in that it reveals through empirical analysis that in order to improve the competitiveness of the secondary financial sector, it has gained value as a research as it suggests that the most important aspects of internal marketing strategies of secondary financial sector are to organize an efficient and smooth communication or interaction system to improve the level of internal communication and to introduce standards or systems that can provide appropriate rewards for employees' performance.

수용전념치료기반 재기강화 프로그램이 입원한 정신질환자의 심리적 유연성, 재기태도 및 삶의 질에 미치는 효과

김인숙,이재운 한국정신간호학회 2019 정신간호학회지 Vol.28 No.1

Purpose: The purpose of this study was to (1) develop an acceptance commitment therapy (ACT) based recovery enhancement program for inpatients with mental illness and (2) test the effects of the program on patients’ psychological flexibility, recovery attitude, and quality of life. Methods: A mixed methods design was used: a combination of a repeated-measure design with a non-equivalent control group and qualitative data collection. The participants were 41 inpatients with mental illness (experimental group: 20, control group: 21). The ACT based recovery enhancement program was conducted over four sessions for a total of two weeks. Data were collected from December 2018 to January 2019. Results: Study results revealed that the ACT based recovery enhancement program was effective for psychological flexibility (F=150.71, p<.001), recovery attitude (F=60.22, p<.001), and quality of life (F=31.59, p<.001) for inpatients with mental illness. Conclusion: The results of this study suggest that the ACT based recovery enhancement program can be used as an effective mental health nursing intervention for psychological flexibility, recovery attitude, and quality of life of inpatients with mental illness.

대학생의 여가라이프스타일 유형 군집화 및 여가태도, 여가몰입 분석

이명하,김미량 한국여가레크리에이션학회 2023 한국여가레크리에이션학회지 Vol.47 No.3

The purpose of this study was to cluster the types of leisure lifestyles of university students to identify the characteristics of leisure lifestyles and to analyze whether there are differences between leisure lifestyle groups in terms of leisure attitudes and leisure commitment factors. In this study, a total of 203 samples were collected and analyzed from university students using a cluster sampling method. Data analysis was conducted using SPSS statistical program, and the following methods were used: frequency analysis, reliability analysis, exploratory factor analysis, confirmatory factor analysis, hierarchical cluster analysis, K-means cluster analysis, and one-way analysis of variance. As a result of the analysis, first, the types of leisure lifestyles were clustered into three groups: 'Everyday life-oriented non-driven leisure participation type'(Cluster 1), 'Family activity-preference-oriented driven leisure participation type'(Cluster 2), and 'Planned Activities Preferred leisure participation type'(Cluster 3). Second, the three groups showed significant differences in leisure attitudes and leisure involvement, with cluster 2 and cluster 3 showing higher values than cluster 1 at p<.001 for both leisure attitudes and leisure involvement. This study aims to enhance the understanding of college students' leisure activities by identifying the characteristics of college students' leisure lifestyles and exploring the differences in leisure attitudes and leisure involvement accordingly.

브랜드에 대한 몰입이 기술기반 셀프서비스 만족에 미치는 영향: 호텔 산업을 중심으로

김동엽,박정근,유원상,현효원 한국상품학회 2019 商品學硏究 Vol.37 No.5

Due to an increasing diffusion of information and communication technologies (ICT), traditional services with manpower are being replaced by self-serviced technologies. ICT-based self-services give great benefits not only for companies reduce labor costs, operational costs, and increasing productivity, but also for consumers gain convenience in the process of service delivery. Thanks to these enhanced benefits for both sides, hotel industry is expanding their service-scape accommodating self-service technologies in service touchpoint. The purpose of this study is to investigate major role of existing brand commitment toward self-service and service satisfaction. The results provide empirical and managerial contributions beyond typical adoption research. 기술의 발전으로 인해 전통적으로 인적자원에 의해 이뤄지던 서비스접점은 기술기반 셀프서비스로 대체되고 있다. 기술기반 셀프서비스는 기업의 측면에서 인건비 절감, 운영비용의 절감으로 높은 생산성을 가져오고 소비자의 측면에서 서비스 과정의 자기통제를 높이고 시간을 절약하는 등 효율성 면에서 혜택을 받는다. 이와 같은 장점으로 인해 호텔 산업에서 기술기반 셀프서비스의 도입이 확산하고 있는 시점에, 본 연구에서는 서비스 사용 이전에 형성된 브랜드 몰입이 기술기반 셀프서비스에 대한 태도와 만족에 미치는 영향 관계를 검증한다. 본 연구의 검증 결과, 브랜드에 대한 몰입은 새로운 서비스에 대한 가치형성에 긍정적인 영향을 미치는 것으로 나타났으며, 이는 고객과의 관계몰입의 중요성을 강조하며 새로운 서비스 도입에 앞서 브랜드 관리의 중요성을 시사한다. 본 연구는 서비스 특성에 따른 소비자 수용에 치우쳤던 연구의 범위를 확장하고 구체적인 실무적 시사점을 제공함으로써 관련 산업의 확산에 기여하고자 한다.

직무불안정이 경력몰입 및 태도에 미치는 영향 연구 -조리부문 종사자를 중심으로 -

최원영 ( Won Young Choi ),양지원 ( Jee Won Yang ) 한국호텔리조트학회(구 한국호텔리조트카지노산학학회) 2013 호텔리조트연구 Vol.12 No.2

본 연구는 조리부문 종사원의 고용관계의 변화에 따른 조직구성원의 직무불안정성 인식이 경력몰입에 영향을 미쳐 궁극적으로 경력태도에 어떠한 영향을 미치는지를 실증적으로 분석하고자 하였으며, 분석결과는 다음과 같다. The study has proceeded focusing on the employees of culinary department in hotels and restaurants. In addition, 300 culinary staffs who are employed by five star hotels and large restaurants based in Seoul are selected as a sample group. Among the 300 answers, 253 were selected as effective ones. After the analysis, I reached a conclusion as below. Firstly, employee`s career commitment is lowered as much as they concern the labor instability seriously. Secondly, employee`s career commitment gives an influence to their career management. In conclusion, a company has to make an utmost endeavor to ease employee`s job uncertainty after a restructuring. On top of that, the company also needs to make employees recognize how their current job can be an advantage in their future career.

관광계열 대학생의 프로티언 경력태도와 진로탐색행동 및 진로선택몰입의 관계에 관한 연구

곽우현,박상희 대한관광경영학회 2022 觀光硏究 Vol.37 No.6

본 연구의 목적은 관광계열 대학생들의 프로티언 경력태도가 진로탐색행동과 진로선택몰입에 미치는 영향을 살펴보고, 프로티언 경력태도와 진로선택몰입 간의 구조적 관계에서 진로탐색행동의 매개효과를 검증하는 것이다. 연구의 표본은 4년제와 2년제 관광 관련 학과에 재학 중인 대학생으로 총 209부의 설문을 최종 분석에 활용하였으며, SPSS 21.0을 이용하여 빈도분석, 탐색적 요인분석, 신뢰도 분석, 상관관계분석, 회귀분석을 실시하여 다음과 같은 연구 결과를 도출하였다. 첫째, 프로티언 경력태도의 2개 하위요인 중 자기주도성은 진로탐색행동의 직업세계탐색 요인에 유의한 정(+)의 영향을 미치고, 가치지향성은 진로탐색행동의 진로대안탐색에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 프로티언 경력태도의 하위요인은 진로선택몰입의 3개 하위요인에 모두 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 진로탐색행동의 3개 하위요인 중 자기탐색을 제외한 직업세계탐색과 진로대안탐색은 진로선택몰입의 3개 하위요인에 모두 유의한 정(+)의 영향을 미치는 것으로 나타났다. 진로탐색행동의 직업세계탐색은 자기주도성과 진로선택몰입(진로목표선택, 진로목표동일시, 진로선택 확신 및 애착)을 부분매개하였다. 진로탐색행동의 진로대안탐색은 가치지향성과 진로선택몰입의 진로목표동일시, 진로선택 확신 및 애착을 부분매개하고, 진로목표선택을 완전매개하였다. 본 연구결과는 대학에서 진로지도 시 자기주도성과 가치지향성을 바탕으로 한 프로티언 경력태도 함양을 위한 진로교육이 선행되어야 함을 시사한다. 또한, 학생들이 적극적으로 직업세계에 관한 정보탐색을 할 수 있는 환경 조성 및 개인이 추구하는 가치에 부합하는 다양한 직업관련 활동에 참여할 수 있도록 하는 1:1 개인 맞춤형 진로상담의 필요성을 시사한다.

간호사의 직무특성, 경력몰입 및 그 적합성이 직무태도에 미치는 영향

김명숙(Myoung Sook Kim) 한국간호행정학회 2001 간호행정학회지 Vol.7 No.3

브랜드 태도, 애착, 몰입, 신뢰, 충성도의 개념과 관계에 관한 고찰

곽지훈,이재진,간형식 한국외국어대학교 지식출판콘텐츠원 글로벌경영연구소 2012 글로벌경영연구 = Journal of global business research Vol.24 No.1

The purpose of the paper is to investigate the results of a wide range of researches and studies to deepen the knowledge about brand attitude, brand attachment, brand commitment, brand trust, brand loyalty, and their relationships, which are crucial to understand the relationships between brands and customers. First, brand attitude is defined as a customer’s positive or negative mental reaction to a specific brand. Second, brand attachment is portrayed as a customer’s “feeling of love” toward a specific brand. Third, brand commitment can be described as a condition where a customer shows strong willingness to maintain one’s “feeling of love” toward a specific brand. Fourth, brand trust is simply to put a customer’s propensity or will to trust a specific brand. Fifth, brand loyalty means a customer’s repeated purchases and consumptions of a specific brand. In addition to the first goal, this paper will make it possible for other brand researchers and practitioners to conduct similar researches with little errors by offering clear definition of concepts for brand studies.

외국인 근로자에 대한 배제주의 태도가 조직몰입에 미치는 영향 연구

박환수 인문사회 21 2020 인문사회 21 Vol.11 No.2

본 연구의 목적은 한국 기업 내부에서 한국인 근로자들의 외국인 근로자들에 대한 배제주의 태도가 조직몰입에 어떠한 영향을 미치는지를 알아보고자 함에 있다. 이를 위해 김포시 중소기업체에서 외국인 근로자들과 함께 근무하고 있는 한국인 근로자들을 대상으로 설문조사를 진행하였다. 회수된 설문지를 토대로 SPSS WINDOWS 21을 사용하여 분석하였고, 변수들의 개념도 및 타당도 분석을 측정하였다. 분석 결과를 통해 결론은 다음과 같다. 첫째, 기업조직은 한국인 근로자들의 다문화 수용성 제고를 위해 다문화 교육실시와 함께 정기적으로 외국인 근로자와 함께 하는 다문화 체험프로그램을 만들어 상호 문화에 대한 이해와 믿음을 갖도록 한다. 둘째, 다문화 국가로 발전하고 있는 한국사회의 모든 조직과 단체는 업무몰입과 조직협력에 영향을 미치는 배제주의 태도를 장기적으로 수정하여야 하고, 실질적인 관련 한국인 근로자들도 이들에 대한 배제주의 태도를 지향하는 지속적인 노력이 요구된다. The purpose of this study was to investigate how Korean workers' exclusionist attitude toward foreign workers affects organizational commitment within Korean companies. To this end, a survey was conducted by Korean workers from small and medium-sized enterprises (SMEs) with foreign workers working in Gimpo City. Based on the collected questionnaire, it was analyzed using SPSS WINDOWS 21, and conceptual and validity analysis of the variables were measured. First, in order to improve the acceptance of multiculturalism among Korean workers, the corporate organization creates multicultural experience programs with foreign workers on a regular basis with multicultural education to help them understand and trust each other. Second, all organizations and organizations in the Korean society, which are developing in to a multi cultural country, need to revise the exclusionist attitude that affects business commitme nt and organizational cooperation in the long term, and practically related Korean work ers are also aiming at exclusionism. Continuous effort is required.

일학습병행 훈련과정 이수자의 개인-직무 적합성이 경력 몰입에 미치는 영향: 만화경 경력 태도에 의한 조건부 효과

김대영,이수영 한국직업교육학회 2020 職業 敎育 硏究 Vol.39 No.5

The purpose of this study was to examine the moderating effect of kaleidoscope career attitude(KCA) on the relationship between person-job fit(PJF) and career commitment(CC). For doing so, 380 data collected from Kim et al.(2018), which were respondents completed the work-learning dual program, were used for testing the research hypothesis. The results of this study were as follows: First, PJF, CC, and KCA had positive correlations. Second, PJF had positive effect on CC. Third, KCA had moderating effect on the relationship between PJF and CC. When the KCA increases one point, the effect of PJF on CC increases by about 0.133 point. Based upon these results, this study derives some theoretical discussions, and several suggestions were made to improve the career development for work-learning dual program completers. 이 연구는 일학습병행 훈련과정 이수자의 개인-직무 적합성이 경력 몰입에 영향을 미치는 과정에서 만화경 경력 태도에 의한 조건부 효과를 검증하였다. 연구 목적 달성을 위해 2018년 한국직업능력개발원의 「일학습병행 훈련과정 이수자 및 중소기업 초기 경력자 경력개발 현황 분석을 위한 설문조사」(김대영 등, 2018)에서 수집된 자료 중 일학습병행 훈련과정을 이수한 재직근로자들의 응답 자료 380개를 분석에 활용하였다. 주요 분석 결과는 다음과 같다. 첫째, 일학습병행 훈련과정 이수자의 개인-직무 적합성, 경력 몰입, 만화경 경력 태도는 상호 정적인 관계였다. 둘째, 개인-직무 적합성은 경력 몰입에 유의한 정(+)의 영향을 미쳤다. 셋째, 만화경 경력 태도는 개인-직무 적합성이 경력 몰입에 미치는 정(+)의 효과를 강화하였다. 보다 구체적으로 만화경 경력 태도가 한 단위(1점) 증가할 때, 개인-직무 적합성이 경력 몰입에 미치는 효과는 약 0.133씩 증가하였으며, 이러한 조건부 효과는 표본의 99.2%에서 유의하였다. 이상의 결과를 바탕으로 몇 가지 학술적 논의와 일학습병행 훈련과정 이수자들의 경력개발 활성화를 위한 실천적 시사점을 제시하였다.

인터넷 패션 쇼핑몰에서 상호작용성과 쇼핑가치가 관계몰입과 웹사이트 태도에 미치는 영향

이옥희 ( Ok Hee Lee ) 服飾文化學會 2008 服飾文化硏究 Vol.16 No.6

조직지원 및 상사지원에 대한 인식이 비서의 직무태도에 미치는 영향에 관한 연구

김지현(Kim, Ji-Hyun),최애경(Choi, Ae-Kyung) 한국비서학회 2014 비서·사무경영연구 Vol.23 No.1

조직시민행동, 상사지원인식, 조직지원인식, 정서적 몰입은 조직의 성과 및 구성원의 태도에 영향을 주는 중요한 요소이다. 특히 비서학에서는 조직원들의 상사와 조직에 대한 인식에 관한 연구들이 다수 이루어져 왔으나 정서적 몰입에 대한 연구는 거의 행해지지 않았다. 따라서 이 연구의 목적은 조직과 상사의 지원에 대한 인식이 비서의 직무태도(조직시민행동, 이직의도)에 미치는 영향에 관하여 알아보고, 이 변수들 사이의 관계에 정서적 몰입의 매개효과를 분석하는데 그 목적이 있다. 현직 비서 162명의 응답을 바탕으로 다중회귀분석, 단순회귀분석, 3단계 매개회귀분석기법을 사용하여 가설을 검증하였다. 연구결과, 비서의 조직지원인식은 조직시민행동에 유의미한 영향을 주지만, 상사지원인식은 조직시민행동에 유의미한 영향을 주지 않는 것으로 나타났다. 조직지원인식은 이직의도에 유의미한 영향을 주지 않고, 상사지원인식은 이직의도에 유의미한 영향을 주는 것으로 나타났다. 지원인식(조직지원인식, 상사지원인식)은 정서적 몰입에 유의미한 영향을 주었고, 정서적 몰입도 조직시민행동, 이직의도에 유의미한 영향을 주는 것으로 나타났다. 또한 정서적 몰입은 지원인식(조직지원인식, 상사지원인식)과 조직시민행동, 이직의도와의 관계에서 매개 역할을 하는 것으로 나타났다. 즉 정서적 몰입은 지원인식에 영향을 받으며, 조직시민행동, 이직의도에 영향을 준다는 점과, 지원인식과 조직시민행동, 이직의도 와의 관계에서 정서적 몰입이 매개 역할을 하는 것으로 나타났다. 본 연구를 통해 조직지원인식과 상사지원인식은 표면적으로 인식하기 어렵고 구성원들이 조직과 외부에 표현하기 어려운 점이 있어 이에 대한 조직과 상사의 정서적인 공감 및 지원의 필요성을 밝혀내었다는 데에 의의가 있다. The purpose of this study was to examine the relationship between perceptions of organizational and supervisor supports and job attitudes (Organizational Citizenship Behavior and turnover intention), followed by analysis of the effects of Affective Commitment on the above relationship. To verify the hypotheses, 162 responses were analyzed by using multiple regression analysis, simple regression analysis and three-level mediation regression analysis. In the results, POS (Perceived Organizational Support) of a secretary was shown to significantly affect OCB (Organizational Citizenship Behavior) whereas PSS(Perceived Supervisor Support) did not. POS did not have a meaningful impact on turnover intention while PSS did. Further, perceived support (POS, PSS) significantly affected AC (Affective Commitment) whereas AC had a meaningful effect on both job OCB as well as turnover intention. In addition, AC was shown to play a mediating role in the relationship between perceived support (POS, PSS) and OCB as well as turnover intention. The results of this study first elucidated the necessity of emotional sympathy and supports from both organization and supervisor. Second, the study investigated the relationship between perceived supports and job attitude and these are influenced by AC, and perceived supports. In conclusion, AC and job attitudes are mutually connected.

勤勞者의 意思決定參加가 職務態度, 組織沒入, 勞使關係의 雰圍氣에 미치는 影響

金永在 동국대학교 경주대학 1994 東國論集 Vol.13 No.-

The purpose of this study is to analyze the present situation and organizational impact of worker participation in decision making from the perspectives of organizational behavior. On the base of reviewing the literature of existing studies, this research set two hypotheses and empirically examined them. The sample consists of 576 employees of 13 textile and machinery firms, which are located in four cities in Korea. In data analysis, first, reliability and validity tests were conducted, followed by T-tests. Through statistical testing, we found the following results. First, a joint consultation is the prevalent system of worker participation in decision making, and a degree of worker participation is lower than we expect, less than the average(3 point). Second, the group of employees who perceive a high degree of participation in decision making has shown higher job satisfaction, job involvement, organizational commitment and a better labor-management relationship climate than group with lower participation in the same areas. Third, the group of employees who perceive a high degree of activeness in the operation of worker participation plans has also shown the same results above. In conclusion, worker participation in decision making seems to directly affect worker attitude toward job, organization, and labor-management relationship climate. From the above findings, we can draw the following managerial conclusions, that is, a firm must increase the level fo participation and activate participation plans in order to improve organizational effectiveness through participation in decision making.

온라인 브랜드 체험을 통한 브랜드 태도와 브랜드 애착의 이중 경로가 브랜드 몰입에 미치는 영향

김재영 대한경영정보학회 2010 경영과 정보연구 Vol.29 No.3

본 연구는 온라인 브랜드 커뮤니티 사이트를 통해 경험한 브랜드 체험의 세 가지 유형(이성적 체험, 정서적 체험, 관계적 체험)들이 브랜드 태도와 브랜드 애착 형성 에 어떠한 역할을 수행하는지에 대해 살펴보는 것이다. 또한 브랜드 체험을 통해 형성된 브랜드 태도와 브랜드 애착이 브랜드 몰입에 어떠한 영향을 미치는 지에 대한 실증적인 규명을 하는 데 목적을 두고 있다. 연구결과 이성적 체험은 브랜드 애착보다는 브랜드 태도에 영향을 미치는 것으로 나타났다. 반면, 정서적 체험은 브랜드 태도보다는 브랜드 애착에 유의한 영향을 미치는 것으로 나타났다. 그리고 관계적 체험 역시 브랜드 태도보다는 브랜드 애착 에 보다 강력한 영향을 미치는 것으로 나타났다. 다음으로 브랜드 체험을 통해 형성된 브랜드 태도와 브랜드 애착에 브랜드 몰입에 어떠한 영향력 차이가 나타나는지 실증적으로 분석하였다. 연구결과 브랜드 태도가 브랜드 몰입에 영향을 미치지 못하였으나 브랜드 애착은 브랜드 몰입에 영향을 미치는 것으로 나타났다.

석사학위논문 ; 한국공무원의 공직관에 관한 연구 - 역할 관여를 중심으로 -

박용치 ( Yong Tchie Park ) 서울대학교 한국행정연구소 1976 行政論叢 Vol.14 No.1

호텔조직의 커뮤니케이션 만족이 직무만족, 서비스지향성 관계연구

김선용(Kim, Sunyong) 국제관광산업학회 2009 국제관광산업연구 Vol.2 No.3

The purpose of this study is to verify that communication satisfaction is one of the positive effects for the future success of a hotel. The study analyzed the effects of hotel organizational communication satisfaction on service orientation and ensured that smooth communication satisfaction is a very important effect that can increase the service orientation. In order to attain the purpose of the study, a literature investigation and an empirical analysis were carried out. In the literature investigation, the study tried to apply theoretical concepts and basis by collecting data related to hotel organization, communication satisfaction and service orientation. For the investigation, the study used relevant books, thesis, publications and the related statistical data. The result of the study shows as follows. First, employees with older age, longer working experience or higher position showed a high level of communication satisfaction. On the positive aspect, it can be thought that the affection of long-term employees for the company can be applied to management but it is necessary to actively search for plans that can increase the communication satisfaction of employees who are younger and less experienced. Second, the study looked into the level of service orientation depending on the employees' demographic features and in general, they showed a high level of service orientation. They showed statistically significant difference depending on age and working years. Employees who are old and who have worked for less than 2 years showed the highest level of service orientation. Third, it can be said that the organizational communication satisfaction and service orientation of hotel employees have a significant corelation. When the organizational communication satisfaction increases, the service orientation also does accordingly.

요양보호사의 근무환경과 직업윤리의식이 직무몰입 및 직무태도에 미치는 영향

장진숙,조순점 21세기사회복지학회 2017 21세기사회복지연구 Vol.14 No.1

고성과 관리 방식이 조직 몰입에 갖는 차별적 효과에 관한 연구 - 한국, 중국, 일본의 비교 분석

장은미(Eun-Mi Jang) 한국인사관리학회 2006 조직과 인사관리연구 Vol.30 No.3

  The existing studies on the commitment HR practices have supported the positive effects on firm performance, but most of these studies are bound at the company level analyses. Extending these assertions into individuals in countries other than the U.S., seems to be an interesting research agenda because comparative studies insist that employees’ attitudes and behaviors are largely influenced by their cultural values. This attempt requires a multi level frame of analysis of incorporating company level variables of HR practices and individual level variables of perceptions and attitudes.<BR>  The current research examines effects of commitment HR practices on employees’ organizational commitment in Korea, Japan, and China. Consistent data are provided that HR practices in these countries are under fundamental changes; i.e., moving toward the so called Western style of management such as individual performance based management and short term employment. Despite these notable changes, empirical studies of examining their effects on employees’ attitudes at the workplace are very rare.<BR>  Hypotheses were developed relying upon the existing assertions regarding culture bound and culture free facets. Two sets of hypotheses were developed on culture bound propositions. First, the effects of pay for performance, promotion for performance, and objective performance appraisal on organizational commitment will be bounded by the collectivism; i.e., the more collectivistic, the more negative effect on organizational commitment. Employment security policy, on the other hand, is supposed to enhance organizational commitment, bounded by the value of uncertainty avoidance; i.e., the more uncertainty avoidance, the more positive effect on organizational commitment of the employees. One hypothesis was developed on the culture free aspect; i.e., training will trigger a positive effect on organizational commitment in all the three countries.<BR>  I collected data from 23 companies and 735 employees in the capital cities of the three countries (Seoul, Tokyo, and Peking) from June to December, 2004. I asked information regarding the HR practices to an experienced HR manager of each company, and asked individual data to about 40 individual employees sampled from each company. GLS was used to examine the research hypotheses. ANOVA shows that employees of the three countries show distinct cultural values; Korea and China are more collectivistic than Japan; in terms of uncertainty avoidance, Korea is ranked the highest, followed by China and Japan. Regarding the culture bound effects, all the hypotheses were not supported. The collectivistic Koreans responded more positively to promotions based on individual performance, while negative effects are detected more in less collectivistic Japanese and Chinese. Also, the effect of employment security on organizational commitment was found to be positive in Japanese employees with the least uncertainty avoidance value. On the other hand, the effect of training was found to be significant across in the countries, supporting the culture free hypothesis.<BR>  These results, in general, show that the effects of the commitment practices on employees’ attitudes tend to vary between the three countries, but these differences are not effectively explained by their cultural values. Rather, the timing and mode of transformation may provide some insights; in China, the radical changes in the HRM are described as government initiated, which may mean that the values of the changes have not been yet well internalized among employees. These were captured by the negative reactions of Chinese employees to pay and promotion for individual performance. In Korea, the transformation has more than two decade of history, and is regarded as strategic reactions of companies to survive in the competitive markets. Therefore, Koreans reacted the most positively to the new   본 연구는 고성과 또는 몰입형 인적자원 관리 방식을 동양권에 도입하는 데에 있어서 고려해야 하는 문화적 가치관의 차이에 초점을 두고 시작되었다. 미국의 문화와 매우 상이한 가치를 갖고 있다고 평가되는 한국, 중국, 일본의 총 23개 기업, 735명의 종업원들을 대상으로 하여 고성과 관리 방식들이 종업원들의 조직 몰입에 미치는 효과에 대하여 다수준 분석을 실시하였다. 분석 결과, 세 국가의 종업원들은 집단주의와 불확실성회피 성향에서 유의적인 차이를 보여 세 나라간의 문화적인 가치에 있어서 차이가 있음이 다시 한번 입증되었다. 이러한 문화적 가치의 차이에 따라 인적자원 관리방식의 효과에 차이가 있을 것이라는 전제하에, ‘culture bound’와 ‘culture free’의 시각에서 몰입형 관리 방식의 효과를 살펴보았다. 고성과 관리방식의 효과는 국가별로 차이가 있으나 이를 ‘culture bound’하게, 즉 문화적 가치로 설명하기는 어려운 양상을 보이고 있다. 한편 ‘culture free’한 효과를 가질 것이라고 지적되는 종업원 교육 훈련의 경우에는 세 국가에서 모두 긍정적인 효과를 보이고 있다. 이러한 결과들에 대한 토론과 시사점이 제시되고 있다.

신경영기법이 도입된 작업장에서의 노동자의 회사와 노조에의 동시몰입과 그들과 우리 태도

이지만(Jiman Lee),신동엽(Dongyoub Shin) 한국인사ㆍ조직학회 2002 한국인사ㆍ조직학회 발표논문집 Vol.- No.-

노동자와 경영자간의 갈등적 관계를 지양하고 동반자적 관계를 토대로 한 협력적 노사관계를 강조해 온 린 생산체제(Lean Production System)와 총체적 품질관리(Total Quality Management: TQM) 같은 신 경영기법들(New Management Practices)에서 노동자들의 회사와 노조에 대한 동시몰입(Dual Commitment)은 신 경영기법이 추구하는 조직 효율성증대의 측면에서 중요한 의미를 가진다. 신 경영기법의 효과적인 실행을 위하여 필요한 노동자들의 동시몰입에 대한 중요성에도 불구하고, 신 경영기법의 직무특성이 노동자들이 회사와 노조에 대한 동시몰입에 미치는 영향을 실증적으로 검증한 연구는 찾아보기 힘든 상황이다. 본 연구는 신 경영기법들을 체계적으로 도입, 실행하고 있는 대우자동차의 부평공장을 대상으로 우선적으로 노동자들의 회사와 노조에 대한 동시몰입의 가능성을 조사하고자 한다. 그리고 회사몰입과 노조몰입의 공통적인 선행변수를 조사하는 데 그 목적을 두고 있다. 동시몰입에 관계된 기존연구들과는 달리, 본 연구는 구조모형에 그들과 우리 태도(Them-and-Us Attitudes}를 매개변수로 간주하는 특징을 가지고 있다. 는ㅇ 본 연구는 대우 자동차 부평 공장의 생산직 노동자들을 대상으로 설문조사를 실시한 결과, 총 550명의 표본 중 331명으로부터 응답을 받았다. 본 연구의 실증결과는 다음과 같다. 첫째, 대우자동차에서의 노동자의 동시몰입은 존재하지 않는 것으로 밝혀졌다. 본 연구는 이러한 노동자들의 동시몰입의 부재원인을 대우자동차의 갈등적 노사관계에서 찾고 있다. 둘째, 회사몰입과 노조몰입에 공통적으로 영향을 미치는 선행변수는 발견되지 않았으며, 연구결과는 신 경영기법의 직무특성은 회사몰입과 노조몰입 중 한 측연에만 영향을 미치는 일방적 몰입(Unilateral Commitment) 현상을 보여준다. 셋째, 그들과 우리 태도라는 변수가 직무특성변수들과 회사몰입과 노조몰입 사이에 중요한 매개역할을 하는 것을 보여준다. 구체적으로, 과업자율성은 회사몰입에 직접적인 영향만을 미치는 반연, 과업압력, 성과지향적 감독스타일, 그리고 지원적 감독스타일은 그들과 우리 태도의 매개효과를 통해서 간접적으로만 회사몰입에 영향을 미친다. 그리고 성과지향적 감독스타일은 노조몰입에 직접적인 영향과 그들과 우리 태도를 통한 간접적인 영향 모두 미치는 반면, 과업압력과 지원적 감독스타일은 간접적으로만 노조몰입에 영향을 미치고 있다. New management practices are to achieve organizational efficiency on cooperative industrial relations, emphasizing partnership between workers and managers. They need to foster dual commitment to company and union, since dual commitment plays a key role in the development of cooperative industrial relations. Despite the importance of the development of dual commitment, few studies empirically test whether and how new management practices affect dual commitment. This study aims to examine the effects of job characteristics of new management practices and them-and-us attitudes on dual commitment at Daewoo Motor Company, where new management practices have been implemented. We theoretically argue and empirically demonstrate that them-and-us attitudes play a mediating role between job characteristics and workers" commitment to company and union. We formulate and test a structural model. The model includes independent variables, i.e. task autonomy, work pressure, performance-oriented and supportive supervision, a mediating one, them-and-us attitudes, and dependent ones, company commitment and union commitment. In order to test the model, covariance structural analyses were conducted for the data obtained from 331 workers. The results indicated several significant findings. First, there is no dual commitment showing a significantly negative correlation between company and union commitment. Second, job characteristics affect unilateral commitment to company or union, but do not generate dual commitment. Third, them-and-us attitudes play an important mediating role between job characteristics and workers" commitment to company and union.

종합병원 직원의 노동조합성격에 따른 노조몰입 결정요인

김욱수,하호욱,손태용,Kim, Wook-Soo,Ha, Ho Wook,Sohn, Tae Yong 보건의료산업학회 2008 보건의료산업학회지 Vol.2 No.1

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

외식종사원의 직무특성지각이 조직몰입에 미치는 영향 연구: 조직후원인식 조절효과 검증

이인숙,윤혜현 한국외식경영학회 2010 외식경영연구 Vol.13 No.3

The purpose of this study is to investigate effects of perception of job characteristics of foodservice employees on organizational commitment and moderating of perceived organizational support on effective relation between job characteristics and organizational commitment. For empirical analysis, the sample of 366 subjects were conducted of reliability and factor analysis to be examined variables, and multiple regression analysis was used for hypothesis verification. According to the results of this study, as for the perception of job characteristics of foodservice employees, feedback, task significance, and task identity autonomy (in order), had significantly positive effects on organizational commitment, while the perceived organizational support had positive moderating effect on relation of task identity autonomy and organizational commitment. Conclusively, the job characteristics of foodservice employees was the antecedent variable of organizational commitment. In particular, foodservice employees had stronger attachment to their organizations as they highly perceive feedback and task significance. As for the relation between task identity autonomy and organizational commitment, the employees had more positive attitude as members of organizations via perceived organizational support. The purpose of this study is to investigate effects of perception of job characteristics of foodservice employees on organizational commitment and moderating of perceived organizational support on effective relation between job characteristics and organizational commitment. For empirical analysis, the sample of 366 subjects were conducted of reliability and factor analysis to be examined variables, and multiple regression analysis was used for hypothesis verification. According to the results of this study, as for the perception of job characteristics of foodservice employees, feedback, task significance, and task identity autonomy (in order), had significantly positive effects on organizational commitment, while the perceived organizational support had positive moderating effect on relation of task identity autonomy and organizational commitment. Conclusively, the job characteristics of foodservice employees was the antecedent variable of organizational commitment. In particular, foodservice employees had stronger attachment to their organizations as they highly perceive feedback and task significance. As for the relation between task identity autonomy and organizational commitment, the employees had more positive attitude as members of organizations via perceived organizational support.

종업원 서비스몰입의 선행요인 및 고객이 인지한 서비스품질에의 영향

김레슬리(Leslie Kim),이지만(Jiman Lee) 한국인사조직학회 2008 인사조직연구 Vol.16 No.1

  There are many studies that focus either on service quality or on service commitment. Yet few studies have been done as to how the two interact. This study focuses on the dyadic relationship between front-line employees and customers receiving their services. Drawing on the individual characteristic theory and the exchange theory, this study develops a research model with six independent variables-willingness for providing service, understanding of customer service, job autonomy, job challenge, job pressure and job routinization-and examines their effects on employee commitment to service. In addition, it verifies the direct effects of the independent variables on customer perception on service quality and their indirect effects through the mediating impact of employee commitment to service.<BR>  Data were collected from 1) 117 front-line hotel employees using a questionnaire that measures the independent variables and employee commitment to service and 2) 172 customers whose perception on service quality was measured. Among them, 102 paired responses were used for the data analyses. Hierarchical regressions tests were used to test the research model.<BR>  Seven hypotheses were set up and tested. First, job challenge will have a significant effect on quality commitment positively. Secondly, job autonomy will have a significant effect on quality commitment positively. Thirdly, job routinization will have a significant effect on quality commitment negatively. Fourthly, job pressure will have a significant effect on quality commitment negatively. Fifthly, an employee’s willingness for providing service will have a significant effect on quality commitment positively. Sixthly, an employee’s understanding of customer service will have a significant effect on quality commitment positively. Seventhly, service commitment will have a significant effect on quality commitment positively. Additionally, the study tests how service quality is influenced by its antecedents directly and/or indirectly through their effects on service commitment. Thus, the study is an exploratory research, examining the mediating effect of service commitment between service quality and its antecedents.<BR>  Results are as follows. Firstly, four variables understanding of customer service, willingness for providing service, job challenge and job autonomy are positively related to employee commitment to service at the significant level, whereas job pressure has a negative relationship at the significant level. Secondly, willingness for providing service and understanding of customer service appears to have significant impact on service quality through the mediating impact of employee commitment to service. The impact was not a direct but an indirect one.<BR>  The findings indicate that the two factors such as willingness for providing service and understanding of customer service play more important roles in enhancing customer perception on service quality than employee reciprocal attitudes in return for the job characteristics. This implies that, in order to improve service quality at the hotel, it is important to invest in education and training programs to improve employees’ positive attitudes and understanding for service quality. Compared with the education and training programs, the job redesigning programs for providing employees with favorable job characteristics are less important for enhancing the service quality.   본 연구는 종업원의 서비스몰입(employee commitment to customer service)과 고객이 인지한 서비스품질(service quality)의 선행요인을 규명하기 위해 수행되었다. 구체적으로 서비스몰입의 선행요인을 조사하고 서비스몰입이 서비스품질에 미치는 영향과 선행요인들과 서비스품질 사이에서 보이는 매개효과를 조사하였다. 호텔서비스 산업에서 고객을 직접 응대하는 접점종업원과 이들이 제공하는 서비스를 이용하는 고객 간의 양자관계(dyadic relationship)에 초점을 두고 독립변수와 서비스몰입은 종업원을 대상으로, 서비스품질은 종업원의 서비스를 제공받은 고객을 대상으로 설문조사를 실시하였다. 종업원과 고객으로부터 수집된 102쌍의 자료를 분석에 이용하였고, 또한 매개효과를 검증하기 위해 위계적 회귀 분석방법을 사용하였다.<BR>  분석결과, 첫째, 접점종업원의 서비스 제공의지, 서비스에 대한 이해도, 직무도 전성, 직무자율성의 네 가지 변수가 유의한 수준에서 서비스몰입에 정(+)의 영향을 미치며, 직무압력은 부(-)의 영향을 미치는 것으로 나타났다. 둘째, 서비스몰입은 서비스품질에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 마지막으로, 서비스몰입은 서비스 제공의지, 서비스에 대한 이해도가 서비스품질에 미치는 영향을 매개하는 것으로 나타났다.<BR>  연구결과는 서비스품질의 향상을 위해서 제조업에서 일반적으로 강조되어 온 직무재설계를 통한 작업장 혁신전략뿐 아니라 접점종업원의 개인적 자질을 향상시키는 교육 및 훈련에 대한 투자도 매우 중요하다는 점을 시사하고 있다. 그리고 종업원의 개인적 자질은 입사 전의 자질에 의해서도 많은 영향을 받으므로 서비스 조직들은 양질의 인력을 선발ㆍ채용하기 위한 효과적인 인력관리 방안의 수립을 고려해야 할 것이다.

보육교사의 조직몰입과 경력몰입, 직무만족이 이직의도에 미치는 영향

이혜원(Lee, Hye Won) 한국유아교육·보육복지학회 2011 유아교육·보육복지연구 Vol.15 No.2

본 연구는 보육교사들의 직무와 관련된 전문가적인 신념과 정서적인 태도 및 직무만족도가 질 높은 보육서비스를 제공하는데 매우 중요한 요소라는 점에 기초하여, 보육교사들이 지각한 경력몰입과 조직몰입, 직무만족도, 이직의도의 정도를 파악하고, 이들 변인들 간의 관계를 분석하여 이직의도에 가장 영향력 있는 변수를 도출하는데 목적이 있다. 이를 위해 서울, 경기 지역의 보육교사 238명을 대상으로 설문조사를 하였다. 연구결과 첫째, 보육교사의 조직몰입, 경력몰입은 직무만족도와는 정적 상관을 보였으며, 이직의도와는 유의한 부적 상관을 나타내었다. 특히 조직몰입 중 정서몰입과 규범몰입은 직무만족도의 원장, 동료와의 관계 하위변인과 가장 높은 정적 상관을 보였으나, 경력몰입은 직무만족도의 직무특성 변인과 가장 높은 상관을 보여 조직몰입과 경력몰입 변인이 서로 독립적인 개념임을 확인할 수 있었다. 둘째, 보육교사의 이직의도에 가장 큰 영향을 미치는 요인은 조직몰입의 하위요인인 정서몰입인 것으로 나타났다. 다음으로 직무만족도의 하위요인인 원장과의 관계, 경력몰입, 직무만족도의 하위요인인 동료와의 관계, 보수가 영향력을 미치는 요인으로 총 30.8%의 설명력을 나타내었다. 본 연구의 이러한 결과는 보육현장의 질적 성장에 있어 보육교사의 경력몰입과 조직몰입의 수준을 높이고 직무에 대한 만족도를 높여 이직을 줄이는 것이 조직의 안정성을 구축하는 데 상당히 중요한 역할을 한다는 것을 보여준다. This study, based on the fact that teachers' professional belief, affective component of attitude, and job satisfaction related to their job are critical factors for high quality child care service, aims at examining perceived level of career commitment, organizational commitment, job satisfaction, and turnover intention of teachers in child care center and finding the most influencing variable by analysing correlations between those variables. Data were collected from 238 teachers who work for child care centers in Seoul and Gyeong-gi Do by questionnaire survey. The results of analysis are as follows. First, differences between organizational and career commitment are clearly proved. Teachers' organizational and career commitment have positive correlation with job satisfaction and negative correlation with turnover intention while affective commitment and normative commitment have the most positive correlation with subordinate variables of job satisfaction such as relations with facility director and peer teachers. Career commitment shows the strongest correlation with job characteristics which is subordinate variable of job satisfaction. Second, affective commitment, subordinate variable of organizational commitment, is the most influencing factor followed by the variables, which have 30.8% of explanatory power, such as relations with facility director and peer teachers, career commitment(subordinate variables of job satisfaction) and reward. The results imply organizational stability of child care centers can be obtained from reducing turnover rate of teachers by improving career and organizational commitment.

組織沒入의 意義 및 그 決定要因에 관한 硏究

韓仁根 동아대학교 부설 사회과학연구소 1991 사회과학논집 Vol.8 No.-

The subject of this study is to explain the meaning of organizational commitment and to examine it s antecedent. Organizational commitment is an attitude that is somewhat unconscious disposition, so we can′t know all the attitudinal factors that influence human behavior. Generally speaking there are two important attitudes that affect human behavior. The one is organizational commitment and the other is job satisfaction. Job satisfaction is a reaction of employees to his jop or certain aspects of his job. Organizational commitment reflects individual s emotion to the while organization. Employee's job satisfaction changes according to the task environment, but organizational commitment stands steady continuously. So organizational commitment is more important for the long period personnel management than job satisfaction. According to the results of an analysis on the public servant′s attitude about organizational commitment, three components that has an idea for the organizational commitment have a causal relation each other. That is, cognitive component influences to the affective component, in turn affective component influences to the behavioral component. Affective component functions as a mediating variable between cognitive and behavioral component. The antecedents of organizational commitment are public service ethic(responsiveness, service for the people), socio-psychological factor(successfulness), volition of job choice, creativeness and ability of employee. The antecedents of job satisfaction are sociopsychological factors(successfulness, security), volition of job choice, and ability. So we can find some commonness and differences between the antecedents of organizational commitment and job satisfaction. Some factors of job ethic influence to the organizational commitment but such factors don t influence to the job satisfaction. The other factors that influence to the organizational behavior are almost equal to the job satisfaction. In regard with the components of organizational behavior we can say that the factors influencing to the organizational behavior are in the more wide range than job satisfaction. The relationship between the two variables is interdependable. But we can say that organizational commitment functions as mediating variable between the antecedents and job satisfaction much more than job satisfaction does as mediating variable between the antecedents and organizational commitment.

직업적(職業的) 특성(特性)이 조직커미트먼트에 미치는 영향(影響)에 관한 연구(硏究)

김준식 ( Joon-sik Kim ),윤봉현 ( Bong-hyun Yoon ) 경남대학교 산업경영연구소 2000 지역산업연구 Vol.22 No.1

The citizens of Korea want to get better administrative service. The government is also eager to improve productivity of employees and establish a positive attitude toward public officers. Public officers themselves expect people to recognize their job as a good occupation so that they can work with self-confidence. In reality, they have a low commitment to their job because of their indifference to the nature of public careers, a negative peace-at-any-price principle along with idleness without rationalism. The solution to these problems is to improve organizational commitment, The existing research has mostly been conducted by private institutions and pays litt1e attention to human psychology A lot of the existing research excludes job satisfaction as a factor in the study models, though some research shows that job satisfaction can influence organizational commitment. Considering the above, I selected several factors that affect the organizational commitment of public officers such as demographics, individuality, occupational specialty, and job satisfaction. Organizational commitment is viewed as a multi-dimensional concept and hypothesis were formulated under those assumptions. The affective factors to the organizational commitment of public officers of our country were derived from a test of hypothesis. The way to improve the organizational commitment of public officers was found in this manner and I suggest here an alternative for the government or its provincial agencies. The outcome of the analysis shows a high continuous commitment among males having poor academic background and a short length of service. Stability, authoritarianism, and a sense of duty have a meaningful influence on continuous commitment. Job satisfaction also has a positive effect. The group of males with a short length of service shows high affective commitment and autonomy. This has a positive influence on the general characteristics. Occupational specialty has a negative relationship with stability and public servant spirit. The threat of lay-offs and authoritarianism have a positive influence. Job satisfaction also shows a positive relationship. In case of normative commitment, it was high in the group of high academic career, high-ranking officers and long length of service. Creativity and learning positively affected general characteristics. Occupational specialty has a positive relationship with the sense of duty and public servant spirit. So, I suggest that we can improve the organizational commitment of public officers with the following programs: First, continuous commitment cannot always be improved with extended length of service, so we can expect administrative efficiency and activation of organization when an age-limit system for each promotion is introduced for high level positions. Affective commitment level was decreased with a growing length of service. For the employees who worked for a longer period, hobbies or educational programs are needed to compensate for their psychological loss and emotional balancing. Encouraging informal clubs can be helpful. Employees who have low academic careers need to have many educational opportunities from the government or the chance to go to night school. Those who have high academic career also must get further education or be encouraged to go to graduate school. Society is developing rapidly into an information-dominated environment so public officers should adapt themselves not only for the purpose of work but also for their future life by continuing their education. Second, autonomy is an important factor, so the authorized limit of right should be enlarged properly when responsibility is increased. Rules and organization require flexibility. Strong desire to study gives a positive influence to normative commitment, A system that can satisfy intellectual or self-developing desires should be introduced, such as foreign language classes, encouraging upper level schooling, inviting lecturedrs who are specialized in certain fields employees want to learn, etc. The improvement of public officers' knowledge and upgrading their quality is helpful for both job efficiency and better administrative service. Third, reducing stability and authoritarianism will strengthen public servant spirit. Ability-focused systems, age-limit systems for each promotion, and objective personnel policies should be established to break down old bureaucracy in the government, its provincial agencies. and parliament. The introduction of regular and partial lay-offs could also be taken into consideration. Fourth, to elevate the level of normative commitment, a proposition system should be activated. Excellent propositions will be analysed to find out their effects and the proposing public officer could be promoted or rewarded, A proposition system requires a very autonomous and mutually cooperative environment. A bureaucratic and stiffened environment will stifle that. Fifth, public servant spirit and the sense of duty that makes employees feel their sacrifice to society worth the public benefit have to be raised from the bottom of their heart because normative commitment has a positive relationship on those. Salaries need to be almost the same as private company employees' and public officers should feel that citizens recognize their job a good occupation in society. People should exert themselves to discover public employees' good aspects rather than bad ones such as corruption, idleness without rationalism, indifference to the nature of public careers, authoritarianism, red-tapism or formalism. On the other hand, public officers should establish strict discipline inside their group by disciplinary action or proper penalties and are should promote social stability by proving to citizens that they are a very honest, sincere and faithful group. This way, the whole family of public officers will make it an honor to be a public servant under the new administrative culture.

職業的 特性이 조직커미트먼트에 미치는 影響에 관한 硏究

김준식,운봉현 경남대학교 산업경영연구소 2000 産業經營 Vol.26 No.-

The citizens of Korea want to get better administrative service. The government is also eager to improve productivity of employees and establish a positive attitude toward public officers. Public officers themselves expect people to recognize their job as a good occupation so that they can work with self-confidence. In reality, they have a low commitment to their job because of their indifference to the nature of public careers, a negative peace-at-any-price principle along with idleness without rationalism. The solution to these problems is to improve organizational commitment, The existing research has mostly been conducted by private institutions and pays litt1e attention to human psychology A lot of the existing research excludes job satisfaction as a factor in the study models, though some research shows that job satisfaction can influence organizational commitment. Considering the above, I selected several factors that affect the organizational commitment of public officers such as demographics, individuality, occupational specialty, and job satisfaction. Organizational commitment is viewed as a multi-dimensional concept and hypothesis were formulated under those assumptions. The affective factors to the organizational commitment of public officers of our country were derived from a test of hypothesis. The way to improve the organizational commitment of public officers was found in this manner and I suggest here an alternative for the government or its provincial agencies. The outcome of the analysis shows a high continuous commitment among males having poor academic background and a short length of service. Stability, authoritarianism, and a sense of duty have a meaningful influence on continuous commitment. Job satisfaction also has a positive effect. The group of males with a short length of service shows high affective commitment and autonomy. This has a positive influence on the general characteristics. Occupational specialty has a negative relationship with stability and public servant spirit. The threat of lay-offs and authoritarianism have a positive influence. Job satisfaction also shows a positive relationship. In case of normative commitment, it was high in the group of high academic career, high-ranking officers and long length of service. Creativity and learning positively affected general characteristics. Occupational specialty has a positive relationship with the sense of duty and public servant spirit. So, I suggest that we can improve the organizational commitment of public officers with the following programs : First, continuous commitment cannot always be improved with extended length of service, so we can expect administrative efficiency and activation of organization when an age-limit system for each promotion is introduced for high level positions. Affective commitment level was decreased with a growing length of service. For the employees who worked for a longer period, hobbies or educational programs are needed to compensate for their psychological loss and emotional balancing. Encouraging informal clubs can be helpful. Employees who have low academic careers need to have many educational opportunities from the government or the chance to go to night school. Those who have high academic career also must get further education or be encouraged to go to graduate school. Society is developing rapidly into an information-dominated environment so public officers should adapt themselves not only for the purpose of work but also for their future life by continuing their education. Second, autonomy is an important factor, so the authorized limit of right should be enlarged properly when responsibility is increased. Rules and organization require flexibility. Strong desire to study gives a positive influence to normative commitment, A system that can satisfy intellectual or self-developing desires should be introduced, such as foreign language classes, encouraging upper level schooling, inviting lecturedrs who are specialized in certain fields employees want to learn, etc. The improvement of public officers' knowledge and upgrading their quality is helpful for both job efficiency and better administrative service. Third, reducing stability and authoritarianism will strengthen public servant spirit. Ability-focused systems, age-limit systems for each promotion, and objective personnel policies should be established to break down old bureaucracy in the government, its provincial agencies. and parliament. The introduction of regular and partial lay-offs could also be taken into consideration. Fourth, to elevate the level of normative commitment, a proposition system should be activated. Excellent propositions will be analysed to find out their effects and the proposing public officer could be promoted or rewarded, A proposition system requires a very autonomous and mutually cooperative environment. A bureaucratic and stiffened environment will stifle that. Fifth, public servant spirit and the sense of duty that makes employees feel their sacrifice to society worth the public benefit have to be raised from the bottom of their heart because normative commitment has a positive relationship on those. Salaries need to be almost the same as private company employees' and public officers should feel that citizens recognize their job a good occupation in society. People should exert themselves to discover public employees' good aspects rather than bad ones such as corruption, idleness without rationalism, indifference to the nature of public careers, authoritarianism, red-tapism or formalism. On the other hand, public officers should establish strict discipline inside their group by disciplinary action or proper penalties and are should promote social stability by proving to citizens that they are a very honest, sincere and faithful group. This way, the whole family of public officers will make it an honor to be a public servant under the new administrative culture.

감성리더십이 조직몰입에 미치는 영향

한태천(Han, Tae-Cheon)(韓泰川),임재강(Lim, Jae-Kang)(林栽康) 한국지방정부학회 2011 지방정부연구 Vol.15 No.1

This study started from the critical awareness of the reality of police organization which has been apt to neglect emotions of organization members by being biased by competitive meritocracy. The purpose of this study is to identify the awareness of police officers on the emotional leadership of the police chief and to analyze the relationship between the emotional leadership of the police chief and the organizational commitment of police officers. In this study, emotional leadership was defined as the “capability of a leader who perceives, understands, and controls the emotion of the whole organization as well as one’s own and other’s emotions.” Sub-Components of emotional leadership were divided into “ability to manage self-emotions” which is about the emotions of the police chief, him or herself, the “ability to be considerate of others’ emotions” which is about the emotions of other members in the organization and the “ability to manage organizational emotions,” which is about the emotions of the whole organization, based on the three orientations of “individual-others-organization” which a police chief should move toward, as a leader. The targets of this study are two police stations; one is a municipal station and the other is a township station under the direction of Gyeongbuk Provincial Police Agency. A survey was conducted in Feb, 2010 and 215 questionnaires out of a total of 300 questionnaires were used for empirical analysis. As a result, the findings show that the emotional leadership of the police chief is statistically correlated with affective commitment and continuance commitment. In particular, self-awareness ability in the emotional leadership of the police chief significantly influenced the organizational commitment of police officers. In detail, officers in their forties, who are mostly police sergeants with 11 to 15 years of service, sensitively perceived the emotional leadership of the police chief. Township officers were highly aware of the emotional leadership of the police chief more than urban officers. It is assumed that officers in a small sized township station have more chances to interact with their chief than urban officers with lower numbers of personnel and emotional leadership in the family-like ambience in the rural area is more likely influential. Secondly, “ability to manage self-emotions,” and “ability to manage organizational emotions” which are sub-components of emotional leadership significantly influence the organizational commitment of officers. In particular, “ability to manage self-emotions” significantly influences affective commitment and continuance commitment, and “ability to manage organizational emotions” significantly influences the affective commitment of police officers. Thirdly, it was found that officers positively regard the police chief and the organization as the awareness of officers on the emotional leadership of the police chief and organizational commitment of officers is relatively high, exceeding the average. Thus, suitable policies which revitalize police organization by male officers, officers with 10 to 20 years of service and police sergeants who have high awareness of the emotion-based leadership of the police chief and organizational commitment of officers, and raise low awareness of female officers, short-term career officers and low-level officers should be developed. Fourthly, since emotional leadership of the police chief statistically correlated with affective commitment and continuance commitment, officers are more likely committed to the organization when emotional leadership is provided. As a result, emotional leadership seems to influence job attitude. Theoretically this study is not only a useful start for emotional leadership, but also shows the first empirical results on the relationship between emotional leadership and organizational commitment. 본 연구의 배경은 경쟁적 성과주의에 치우쳐 조직구성원의 감성에 대한 관심이 소홀한 한국 행정조직의 현실에 대한 비판적 인식에 있으며, 경찰조직을 대상으로 하여 경찰서장의 감성리더십에 대한 경찰관의 인식 정도를 파악하고 경찰서장의 감성리더십과 경찰관의 조직몰입 간에 관계를 분석하려는 연구목적을 갖고 있다. 감성리더십을 “자신의 감정과 타인의 감정은 물론 조직전체의 감정을 지각, 이해, 통제하는 리더의 능력”으로 정의하였다. 감성리더십의 하위 구성요인으로 리더인 경찰서장이 지향하는 3 가지 큰 지향점인 ‘개인-타인-조직’을 기준으로 하여 경찰서장 개인의 감정에 관한‘자기감정관리능력’과 다른 조직구성원들에 대해 행하는 ‘타인감정배려능력’, 그리고 조직전체적 감정에 대한 ‘조직감정관리능력’으로 구분하였다. 경북경찰청 산하의 1급지와 3급지 경찰서를 대상으로 2010년 2월에 설문조사를 실시하였고, 총 300부를 배포하여 215부의 설문지를 실증분석에 이용하였다. 연구결과, 경찰서장의 감성리더십은 경찰관의 정서몰입과 계속몰입에 유의미한 정적 영향을 미치는 사실을 발견했다. 다만, 경찰서장의 타인감정배려적 감성리더십은 오히려 조직몰입에 부적 영향을 미칠 가능성이 있으므로 유의할 필요가 있는 것으로 나타났다.

경찰공무원이 인식한 상관의 갈등관리 방식이 직무태도에 미치는 영향

주재진(Joo Jae Jin) 한국공안행정학회 2016 한국공안행정학회보 Vol.25 No.3

이 연구는 그 동안 경찰공무원과 경찰조직을 대상으로 직무태도에 영향을 미치는 연구들이 진행되어 왔지만, 경찰 조직 내의 갈등관리는 최고관리자 또는 중간관리자의 중요한 업무임에도 불구하고 경찰공무원이 인식하는 상관의 갈등관리 방식에 대한 연구는 거의 없었다는 인식에서 출발하여 경찰공무원이 인식한 갈등관리 방식이 직무태도에 미치는 영향을 실증적으로 검증하였다. 선행연구의 검토를 통하여 독립변수로는 상관의 갈등관리 방식(하위변수: 통합(integrating), 수용(obliging), 지배(dominating), 회피(avoiding), 타협(compromising)에 대한 인식을, 종속변수로는 직무태도(하위변수: 직무만족, 조직몰입, 조직시민행동)을 선정하였다. 분석결과, 이 연구의 대상인 경찰공무원들은 경찰조직내의 갈등관리 방식을 타협>수용>지배>통합>회피 순으로 인식하고 있는 것으로 나타났고, 갈등관리 방식 중 타협이 통계적으로 유의하게 직무만족, 감정몰입, 지속몰입, 스포츠맨십, 그리고 양심적 행동에 정(+)적인 영향을 미치고, 회피가 직무만족, 감정몰입, 지속몰입, 규범몰입에 정(+)적인 영향을, 통합은 양심적 행동에 정(+)적인 영향을 미치는 것으로 나타났다. 반면에 수용은 양심적 행동에 부(-)적인 영향을 미치는 것으로 나타났다. This study explored the relationship between the conflict management style, and job attitude, The police officers’ perception on the conflict management style has been measured, and then how their perception on the conflict management style affects the job attitude has been examined. For the purpose, this study, the literature on conflict management style has been reviewed and with particular emphasis on associated conceptual issues. in chapter 2, presents an overview of research that has assessed the ability to explain job attitude on the basis of perceived conflict management style. in chapter 3 and 4, deals with the empirical relationships between conflict management style and job attitude. This study aimed at measuring the effects of police officers’ perception on the conflict management style on job attitude. and providing the basis with implications to promote the job attitude in the police organization in korea. By reviewing previous finding, police officers’ perception on the conflict management style(integrating, obliging, dominating, avoiding, compromising) were selected as independent variables, job attitude(job satisfaction, job commitment (affective commitment, continuance commitment, normative commitment), organizational citizenship behaviors(sportsmanship, conscientiousness) was selected as dependent variable. The result of analysis showed that ‘compromising’ influenced in job satisfaction, affective commitment, continuance commitment, sportsmanship, and conscientiousness (positive). And ‘avoiding’ influenced in job satisfaction, affective commitment, continuance commitment, and normative commitment(positive). And ‘integrating’ influenced in conscientiousness(positive). On the other hand ‘obliging’, influenced in conscientiousness(negative).

성과평가의 공정성과 직무태도와의 관계에 관한 연구

허남식 한국정책개발학회 2020 정책개발연구 Vol.20 No.1

In the meantime, the performance-based system has been introduced into the public society and has been in operation for a while, but the issue of fairness in performance evaluation has continued. The purpose of this study was to analyze the influence relationship between the recognition of fairness (procedural fairness and distributive fairness) of performance evaluation and job attitude (job satisfaction and job commitment) among Central-government officials(1,194). The research results are as follows: First, it was found that the recognition of procedural fairness and distributive fairness, which are independent variables, had a statistically significant effect on job satisfaction and job commitment, which are dependent variables. In other words, the higher the recognition of procedural fairness and distributive fairness, the higher the job satisfaction and job commitment. Second, it was found that the recognition of distributive fairness, an independent variable, had a 1.7 times more influence on job satisfaction than the recognition of procedural fairness, a dependent variable. Third, the recognition of distributive fairness and procedural fairness were found to have an effect on job commitment more than two times compared to the working years and education, and three times more than age. Fourth, among the control variables(individual characteristic variables), the higher the current position, the higher the technical position than the administrative position in the series, and the higher the research position than the technical position, the more it affects job satisfaction than job commitment. Fifth, among the control variables(individual characteristic variables), the higher the age and education level, the more it affects job commitment rather than job satisfaction. Sixth, among the control variables(individual characteristic variables), the longer the working year is, the more it affects both job satisfaction and job commitment. The academic significance of this study was that it was concluded that the degree of recognition of fairness(procedural fairness and distributive fairness) affects job attitude(job satisfaction and job commitment). In addition, the practical significance derived from this study is as follows: First, it is necessary to develop an objective evaluation technique to secure fairness, and to re-establish an efficient and systematic evaluation system, and to suggest institutional improvement measures to support this. Second, it identified the relative degree of impact between distributive fairness and procedural fairness recognition and job satisfaction and job commitment, and suggested a method for building a customized performance evaluation system and the need for mid-to long-term measures. Despite this research achievement, there are limitations such as the fact that it was targeted only to headquarters officials of Central ministries, failed to reflect the variables of organizational culture of the public society and the ability to develop public officials, and failed to subdivide the sub-variables of job commitment. 그 동안 공직사회에 성과주의제도가 도입되어 상당기간 운영되어 왔지만, 성과평가에 대한 공정성 문제가 지속되어 왔다. 본 연구는 중앙부처 공무원(1,194명)을 대상으로 성과평가의 공정성(절차공정성과 분배공정성) 인식과 직무태도(직무만족과 직무몰입)와의 사이에 어떤 영향 관계가 있는지를 규명하고자회귀 분석하였다. 연구 결과는 다음과 같다. 첫째, 독립변수인 절차공정성과 분배공정성 인식은 모두 종속변수인 직무만족과 직무몰입에 통계적으로 유의하게 영향을 미치는 것으로 나타났다. 즉, 절차공정성과 분배공정성 인식이 높을수록 직무만족과 직무몰입이 높은 것으로 나타났다. 둘째, 독립변수인 분배공정성 인식이 절차공정성 인식보다 종속변수인 직무만족에 1.7배 이상 영향을 미치는 것으로 나타났다. 셋째, 분배공정성 인식과 절차공정성 인식은 근무년수와 학력에 비해 2배이상, 연령에 비해 3배 이상 직무몰입에 영향을 미치는 것으로 나타났다. 넷째, 통제변수(개인특성변수) 중 현 직급이 높을수록, 직렬은 행정직보다는기술직일수록, 기술직보다는 연구직일수록 직무몰입보다는 직무만족에 더 영향을 미치는 것으로 나타났다. 다섯째, 통제변수(개인특성변수) 중 연령과 학력이 높을수록 직무만족보다는직무몰입에 더 영향을 미치는 것으로 나타났다. 여섯째, 통제변수(개인특성변수) 중 근무년수가 많을수록 직무만족과 직무몰입 모두에 더 영향을 미치는 것으로 나타났다. 이번 연구결과의 학문적 의의는 공정성(절차공정성과 분배공정성) 인식 정도가 직무태도(직무만족과 직무몰입)에 영향을 미친다는 결론을 얻었다는 점이다. 또한 이번 연구결과를 통해 도출된 실천적 의의는 다음과 같다. 첫째, 공정성확보를 위한 객관적인 평가기법을 개발하고, 효율적이고 체계적인 평가체계를 재정립할 필요가 있으며, 이를 뒷받침할 제도적인 개선책을 제시하였다는점이다. 둘째, 분배공정성․절차공정성 인식과 직무만족․직무몰입 간의 상대적 영향 정도를 파악하여 이에 맞는 맞춤형 성과평가체계 구축 방법과 중장기대책의 필요성을 제시한 점이다. 이러한 연구 성과에도 불구하고 중앙부처 본부 공무원만을 대상으로 한 점, 공직사회의 조직문화 변수와 공무원의 능력발전 변수를 반영하지 못한 점, 직무몰입의 하위변수를 세분화하지 못한 점 등 한계가 있다는 점이다.

감성리더십과 조직감성이 조직구성원의 몰입적인 태도에 미치는 영향

윤대혁(Youn Dae-Hyok),정순자(Jung Sun-Ja) 한국인적자원관리학회 2008 인적자원관리연구 Vol.15 No.S

최근 정보화ㆍ세계화의 급진전으로 기술적 역량이 강조되면서 경쟁은 격화 되고 이로 인해 조직구성원들의 감성은 메말라 가고 있다. 조직의 목표를 보다 효율적으로 달성하기 위해서는 상생할 수 있는 환경과 여건을 조성하고 따스한 가슴을 자극하는 감성엔진과 감성역량을 배양할 필요성이 제기되고 있다. 본 연구는 감성리더십과 조직감성 그리고 조직구성원의 몰입적인 태도간의 인과관계를 구명하는데 연구의 주안점을 두었다. 감성리더십을 측정하기 위한 변인은 자기인식능력, 자기관리능력, 사회적 인식능력, 관계관리 능력으로 설정하였고, 조직감성은 개인수준, 집단수준, 집단간 수준에서 측정변인을 구성하였으며, 조직구성원의 몰입적인 태도는 조직중심의 몰입과 개인중심의 몰입으로 구분하고, 조직중심의 몰입은 다시 조직몰입과 팀 몰입으로, 개인중심의 몰입은 직무몰입과 경력몰입으로 측정변인을 설정하였다. 실증분석에 필요한 자료를 수집하기 위해 총 780매의 설문지를 배포하여 435매의 유효 설문지를 확보하였다. 측정도구는 감성리더십은 Golman(1998, 2000, 2002)이 개발한 측정도구를 수정·보완하여 사용하였으며, 조직감성은 Hamme(2003)과 Stubbs(2005)가 개발한 설문지를 재구성하여 사용하였다. 그리고 조직구성원의 몰입적인 태도는 Aleson & Baysinger(1984), Fottler et al(1998), 이석렬(2006), 김희규(2004) 등의 측정도구를 참고하여 연구목적에 맞게 수정· 보완하여 사용하였다. 통계분석은 SPSS Win 12.0을 사용하였으며, 구조방식 모형 검증을 위해 AMOS(Analysis of Moment Analysi) 5.0을 사용하였다. 그리고 평가도구의 구성개념 타당도를 검증하기 위해 요인분석을 실시하였으며, 내적 일관성을 검증하기 위해 Cronbach"s alpha 계수를 이용하여 신뢰도를 측정하였다. 그리고 조직 및 개인의 인구통계학적 특성과 전체적인 현화파악을 위해 기술통계량 분석을 실시하였다. 그리고 군집별 차이분석을 위해 t-test, ANOVA, 카이제곱 검정, F검증을 실시하였다. 감성리더십의 효과성 및 인과 관계를 파악하기 위해 구조방식모형(Structural Equation Modeling)분석을 실시하였다. 연구결과 감성리더십과 조직 감성이 조직구성원의 몰입적인 태도에 영향을 미치는 주요변수임을 확인할 수 있었다. 특히 조직감성은 조직구성원의 몰입적인 태도에 직접적인 영향을 줄 뿐만 아니라 감성리더십을 발휘하여 몰입적인 태도에 매개효과를 발휘하고 있음이 확인되었다. This paper examines the relationship between emotional leadership and organizational emotion, and commitment of members in organization. The emotional leadership was operationalised by the four capabilities on self-identification, self-management, social identification and management for relationship. Organizational emotion variable was measured at the levels of individual, group and inter-groups, whereas the organizational member"s commitment attitude is divided into organization-centered commitment and individual-centered commitment. While the organization-centered commitment is conceptualized by organizational commitment and team commitment, the individual centered commitment by mission commitment and career commitment. The empirical analysis was performed in this respect based on 435 valid survey data out of 780 survey. While the emotional leadership variable is operationalized by modifying the Goldman (1998, 2000, 2002)"s study, organizational emotion by restructuring questionnaires applied in Hamme (2003) and Stubbs (2005)"s study. The organizational members" commitment variable was measured based on the measurements applied in previous literatures including Alson & Baysinger (1984), Fottler et al (1998), suk Ryul, Lee(2006) and Hee Gu, Kim(2004). This paper have used SPSS Win 12.0 for statistical analysis and AMOS 5.0 for SEM. Factor analysis was performed to test (structural validity), and Cronbach"s alpha value was applied to test the internal consistency. We also present descriptive statistics to examine the demographic factors at the individual and organizational levels. The difference across groups was examined based on t-test, ANOVA and Kay squared and F-test. SEM analysis was applied to address the casual relationship and the effectiveness of emotional leadership. The findings of the study provided that the emotional leadership and organizational emotion is key factor affecting organizational members’ commitment. Of particular, the study identified that organizational emotion may not only directly affect the organizational commitment, but also it play significant mediating role through emotional leadership.

가족친화 프로그램의 인지와 조직몰입 및 도움행동의 연관성: 중소기업 혈연문화의 조절효과

정진철,이미현,오민정 한국기업경영학회 2013 기업경영연구 Vol.20 No.6

Although research has examined work-life (family) balance issues and organizational support for employees’ family responsibilities, few research has examined the effect of family-friendly practices in the small-sized organizations on the organizational commitment and helping behavior. The current research explore married employees’ perceptions of how much their company has provide the family- friendly programs for employees to examine the relationships with the organizational commitment and helping behavior. There are two theoretical streams of reciprocal exchange and enrichment approach to explain the relationship between FFPs and employee attitudes and behavior. More specifically, social exchange theory suggest that if company provides the FFPs, employees should be perceive it as organizational support and turn their authentic effort and positive job attitudes. Second, enrichment approach suggest that the perceived benefits of FFPs will enhance the sense of fulfillment which will impact on the positive attitudes. There are much attempts to verify the relationship between the HR practices and employee attitudes. Seminal evidence suggest that high-commitment HR practices may enhance the positive employee attitudes and behavior, and family friendly practices are considered as similar coins with one of high-commitment HR system. So far previous research has shown mixed arguments. Research have found that firm’s work-family programs are generally positively related to productivity and employee attitudes; however, other scholars have found that HR program or institutionalizatioin alone have no effect on employee attitudes or behavior. Therefore, future studies were asked to how specific organizational culture can intervene the relationship between FFPs and employee attitudes or behaviors. The present study has attempted to investigate the relationships among FFPs, organizational commitment, and helping behavior. Also it has aim to identify the moderator role of the clan culture between the FFPs and organizational commitment. The evidence in the literature suggests that it was no the FFPs but the perceptions of FFPs regarding those practices that actually affected employee attitudes and behavior. Also it is important to actual perceived culture rather than the HR practice itself that influenced the utility perception and actual usage of FFPs. Based on the literature reviews and previous research findings, this research proposed the research model of the effects of FFPs on the organizational commitment and helping behavior, and hypothesized that (1) family friendly practices or programs have influence on the employee attitudes; however, flexible work arrangements are not related with the employee attitudes, (2) perceived clan organizational culture will be moderate the relationship between FFPss and employee attitudes. The sample comprised of small and midium sized enterprises located in G metropolitan area. The descriptive statistics depicted a significant positive correlations between FFPs, organizational commitment, and helping behaviors. Also hierarchial regression analyses showed that the perception of FFPs in terms of family and child caring was the significant predictor of organizational commitment and helping behavior. This evidence provide implication to the HR personnel that it must be considered the family and child caring FFPs as the most significant predictor of organizational effectiveness. Furthermore, hierarchial moderated regressions suggest an interaction effect between FFPs and clan organizational culture to increase level of organizational commitment. Finally, organizational commitment has a mediator role between family and child caring FFPs and helping behavior. As with all research, this study has some limitations in terms of cross-sectional self-report data, common-method variance which may inflate relationships and causality. It is asked more developed conceptual propositions and research model ... 본 연구는 최근 관심 대상이 되고 있는 종업원이 인지하는 일과 삶의 균형제도의 일환으로 적용하고 있는 가족친화제도의 효과성을 확인하는데 목적을 두고 있다. 우수 여성인력을 유치하고 일과 삶 균형을 이루기 위한 가족친화제도는 국가차원에서 적극적 추진되고 있지만 실제로 기업차원에서 효과성에 대한 증거는 충분히 제시되지 못하고 있다. 특히 중소기업은 대기업과 달리 직접비와 관련된 비용지출에 급급하고, 여유자원이 충분하지 않아 복지차원에서 추진되는 가족친화제도 도입 및 실행의 어려움을 가지고 있다. 따라서 본 연구는 중소기업 종업원들이 가족친화제도를 회사가 도입하고 활용하는 사실의 인지가 높으면 조직몰입이나 도움행동에 영향을 미칠 것인지, 특히 다양한 조직문화 유형 가운데 혈연조직문화가 이들 변수들 간 관계를 조절할 수 있는지를 파악하고자 한다. 뿐만 아니라 가족친화제도 인지 정도가 조직몰입을 매개하여 도움행동을 가져올 수 있는 가능성을 파악하고자 한다. 측정 방법론적으로 기존 연구들은 가족친화제도를 번들로 측정한 반면, 본 연구는 탄력근무시간 관련과 육아 및 가족지원제도로 세분화 하여 이들의 상대적 영향력을 파악하는데 의의가 있다. 중소기업 종업원들 대상으로 실증분석 결과 탄력근무시간제보다는 육아 및 가족지원제도 지원이 도입되고 활용되고 있다고 인지할수록 조직몰입과 도움행동에 긍정적 영향을 미치고 있다. 또한 혈연문화의 강도가 클수록 육아 및 지원제도가 조직몰입에 긍정적 영향을 미치고 있다. 본 연구결과를 통해 중소기업 종업원의 조직몰입과 도움행동을 활성화시키기 위해서는 많은 가족친화제도중에서도 자신의 조직문화에 적합한 지원제도를 채택하여 적극적으로 활용할 필요가 있으며 특히 고성과 조직이 되기 위해서는 혈연중심의 가족주의적 문화에 대한 정체성을 강화시킬 필요가 있음을 제시한다.

택배조직 본사관리자의 변혁적·거래적 리더십이 택배영업소장의 팀 교환관계(TMX) 및 조직몰입에 미치는 영향

김승곤,설현도 한국기업경영학회 2014 기업경영연구 Vol.21 No.5

The purpose of this research is to identify the effects of transformational leadership and transactional leadership on the quality of Team-Member Exchange(TMX) and the organizational commitment of Courier Franchisees. Since organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance, organizational commitment is important for the courier service industry where the high turnover rate of franchisees becomes managerial difficulties. Courier franchisees provide courier service in favor of their company. Since the courier service quality depends mainly on the attitude of the franchisees, the franchisees become the asset and the key factor for the courier service organization. In this respect, the courier franchiser should develop an effective leadership style to increase the franchisees’ commitment. However, the leadership in the courier franchise is different from that of a company with hierarchial structures in that the franchise relationship is cooperative with horizontal interests as long as they agree with each other on the contract terms. Since the leader in the courier franchise could exercise leadership within the scope of authority expressed in the contract, the effective leadership, suitable for the organizational characteristics, should be explored to increase the organizational commitment of franchisees. Team-Member Exchange (TMX) is another important variable in the courier franchiser. Since a courier service network is comprised by franchisees, the service quality and business success are dependent on the interdependency among franchisees. In addition, the organizational commitment of franchisees could be improved according as the quality of TMX is strengthened. This research was conducted to investigate the relations between the leadership styles of a courier franchiser and the organizational commitment of franchisees; the relations between the leadership styles of a courier franchiser and the quality of TMX; and the relations between the quality of TMX and the organizational commitment. Through the result of the research, practical leadership style, which is best fit in the courier franchise, could be expected to identify to facilitate the quality of TMX and improve the organizational commitment of franchisees. The research used a survey questionnaire to validate the proposed research hypotheses and the questionnaire is structured in a self-report way to investigate the perceptions of the respondents. The data for the research were collected from the courier franchisees of a courier company. 246 copies of the questionnaires were returned by respondents. The hypotheses proposed in the research were analyzed by using Path Analysis with SPSS 21.0 and Amos 18.0 program. The results of this study can be summarized as follows. Firstly, transformational leadership has positive effects on continuance commitment but has no impacts on affective and normative commitment. On the other hand, transactional leadership has positive effects on affective and normative commitment but has negative effects on continuance commitment. Secondly, transformational leadership and transactional leadership both have no significant impacts on the quality of TMX. Thirdly, TMX has positively impacts normative commitment but has no positive effects on continuance and affective commitment. The achievement of the research has some important consequences。 This research make it clear that the effectiveness of leadership style has been showed differently according to the organizational characteristics and the status of members。 In other words, transactional leadership has more impacts on the contract-based courier franchising organization。 In addition, the courier franchising system is comprised by the dualistic nature of the operational structure in which the courier franchisees are cooperative and interdependent with each other but the organic cooperation does not occur bet... 본 연구는 택배조직에서 본사 관리자의 리더십이 영업소장의 교환관계(TMX)와 조직몰입에 미치는 영향을 살펴보는데 목적이 있다. 리더십 및 조직몰입에 대한 기존 연구는 계층적 위계질서가 잘 형성된 조직을 대상으로 진행되었으나 본 연구에서는 계약에 기반을 둔 택배조직을 대상으로 조직행동변수인 리더십과 TMX, 조직몰입의 관계를 통합적으로 분석함으로써 기존 연구와 차별화를 시도하였다. 분석을 위한 자료는 우리나라 A 택배사의 택배영업소장을 대상으로 한 설문응답자료를 사용하였으며, 경로분석을 통해 연구모형을 분석하였다. 선행연구를 바탕으로 변혁적 리더십과 거래적 리더십 모두 영업소장들의 TMX의 질과 조직몰입에 긍정적인 영향을 미칠 것으로 가설을 설정하였다. 실증 분석결과 변혁적 리더십은 지속적 몰입에만 영향을 미치는 것으로 나타났으며, 거래적 리더십은 정서적 몰입과 규범적 몰입에는 긍정적인 영향을 미치지만, 지속적 몰입에는 가설과 반대로 부정적인 영향을 미치는 것으로 나타났다. 마지막으로 택배회사 본사관리자의 리더십은 영업소장들의 TMX에 유의한 영향을 미치지 않는 것으로 밝혀졌으며, TMX의 질은 규범적 몰입에만 유의한 영향을 미치는 것으로 나타났다. 본 연구의 결과가 선행연구와 일관성이 낮게 나타난 것은 택배조직의 특수성에 기인한 것으로 판단되며, 이에 대한 원인 규명과 새로운 이론 구성을 위해서는 보다 심층적인 분석과 연구가 필요하다

고몰입 인적자원관리와 근로자 태도:

권석균(Kwun, Seog-Kyeun) 한국인사관리학회 2018 조직과 인사관리연구 Vol.42 No.3

본 연구는 크게 두 가지의 목적을 가지고 설계되었다. 한 가지는 보편주의 관점에서 몰입지향의 인사제도가 아세안 국가의 근로자들에게도 효과가 나타날 것으로 보고 고몰입 인적자원관리와 근로자의 조직몰입 및 업무노력의 긍정적 관계를 확인하는 것이다. 다른 하나는 특수주의 관점에서 이들 간 관계가 종교문화권의 차이에 따라 다르게 나타나는 지를 탐색하는 것이다. 이를 위해 비교문화 연구의 방법론에 따라 엄격히 개발한 설문문항을 사용하여 아세안 국가 중에서 불교문화권의 4개 국가인 태국, 미얀마, 라오스, 캄보디아와 이슬람문화권의 2개 국가인 인도네시아 및 말레이시아의 로컬기업과 다국적기업의 근로자들을 대상으로 자료를 수집하였다. 아세안 내 6개 국가의 92개 기업에서 총 3,286명의 자료를 통해 검증하였다. 가설 검증의 결과에서 고몰입 인적자원관리는 조직몰입의 하위차원인 정서몰입, 지속몰입, 규범몰입 모두에 유의한 정(+)의 영향을 미치고 있었으며 업무노력에도 직접적인 영향을 미치고 있었다. 또한 조직몰입의 업무노력에 대한 영향에서는 정서몰입과 규범몰입이 유의하였다. 이에 전체적으로 아세안 국가들에서도 고몰입 인적자원관리의 보편주의적 입장의 가설이 지지되는 것을 확인할 수 있었다. 종교문화권의 조절효과를 검증하기 위한 다중집단 구조방정식모델의 분석결과에서는 고몰입 인적자원관리가 정서몰입과 규범몰입에 미치는 영향에서는 유의한 차이가 있었고 그 영향은 두 관계 모두에서 이슬람권이 불교권 근로자의 경우보다 더 큰 것으로 나타났다. 반면에 고몰입 인적자원관리의 지속몰입과 업무노력에 대한 영향에서는 종교권 간에 유의한 차이가 없었다. 본 연구에서 근로자들의 조직관련 태도와 행동에 영향을 미치는 고몰입 인적자원관리의 보편적효과를 제약하거나 촉진하는 종교권 차이의 영향력을 확인할 수 있었다. 이로써 아세안 기업들에게 특수성을 부여해주는 여러 조건을 더 탐색해야 할 필요성이 제기되었다. This study investigates the effects of high commitment HR management on organizational commitment dimensions and employee efforts in 92 local and multi-national companies in six ASEAN countries. High commitment HR management(HCHRM) is defined as a bundle of such HR practices as employee participation, job autonomy, intensive HR development, performance management, and high compensation. The study also explores the differing effects of the two religious groups, namely Buddhist and Islamic countries in ASEAN. The data from 3,286 employees working at 92 firms were collected in Malaysia, Indonesia, Thailand, Myanmar, Laos, and Cambodia. Survey questionnaires in English were translated into Malay, Indonesian, Thai, Myanmar, Lao, and Cambodian language by the two local university professors in each country. The data were composed of 1,683 from the two Islamic countries, Malaysia and Indonesia, and 1,683 from the other four Buddhist countries. Analyses of the data using structural equation modelling resulted in significant positive effects of high commitment HR management on affective, continuance, and normative commitment. It also showed significant positive influence on employee efforts level. In addition, affective and normative commitment dimensions exerted strong influence on employee efforts, albeit continuance commitment not. Overall, the results strongly support the hypotheses of the universalistic view, suggesting the influential power of high commitment HRM in ASEAN companies. The multi-group structural equation modelling suggested that the effects of HCHRM were partly moderated by the differing religious groups of ASEAN countries. The effects of HCHRM on affective and normative dimensions of organizational commitment were stronger in Islamic countries than in Buddhist countries, while no significant differences were found on continuance commitment and effort level. These results suggest that affective and normative commitment is bound with particularistic forces, but the others are not. From the empirical findings, theoretical and practical implications are derived. Several research agenda are suggested for future studies in the realm of inter-cultural studies of human resource management.

組織커미트먼트 메카니즘의 槪念的 擴張

金鎭克 경일대학교 산업정보연구소 1990 産經硏究 Vol.1 No.1

Organizational commitment has been researched by many schalars. But criticism also continues for concept redundancy and for a lack of precision. The purpose of this papers is to compare various concepts, and to confirm incongrueneces. Furthermore, to formulate an advanced systematic structure, and contribute to conceptional extension of organizational commitment researches. Up to the present, studies on organizational commitment can be classified in emotional(attitude) and behavioral things, unchangability, and interactive relationships of attitude and behaviors. And in the dimention of related variables can be also classified into views as dependent variables, and as independent variables. Limitations on measurement of organizational commitment are negligence of present personal experiences, no consideration for the nature of organization, and manipulability of the consistant relationship between organization commitment and turnover. Therefore, these varieties and incongruences have to be recorsturcted in a systematic framework. These attempts have been appeared in the preceding studies, that is, studies on company commitment and union commitment, and on various factor structure of union commitment, etc. Organization is made up to many interested parties. And employees experience various role conflicts. Consequently, all employees are commitment for subsystem level and overall organization level has more validity than the consideration of commitment for overall organization level only. The research framework by these multiple points is implemented already on job satisfaction and organizational climate. Multiple foci for organizational commitment in this paper are believed a new starting point of research process on organizational commitment.

병원직원의 노동조합몰입에 영향을 미치는 결정요인분석

손태용 ( Tae Yong Sohn ) 한국병원경영학회 2007 병원경영학회지 Vol.12 No.1

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subjects of this study were 428 employees in 8 Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from November 10 to November 30, 2006 through survey questionnaires. The main results of this study were as follows: 1. The commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the Job and role related variables were higher those who had higher satisfaction level to their job, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was statistically significant positive correlation. 4. The results of multiple regression analysis shows that formal and informal socialization, satisfaction with the labor union`s were all found as important antecedents of labor union commitment. 5. The results of AMOS shows that structure characteristics of hospital, Job and manager satisfaction, socialization were statistically significant labor union satisfaction. The satisfaction level of labor union was statistically significant labor union commitment. To summarize study results, the level of commitment in labor union depends on job satisfaction, managers` attitudes, union satisfaction factors, their colleagues attitudes toward union. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

커피전문점 종사원의 성격특성이 직무태도와 직무성과에 미치는 영향

신왕선 ( Shinwang Seon ) 관광경영학회 2020 관광경영연구 Vol.98 No.-

This study derives the effects of the personality characteristics (neuropathy, extroversion, openness, affinity, integrity) of coffee shop employees on job attitude (job satisfaction, organizational commitment) and results on job performance, and examines the personality characteristics of coffee shop employees. Therefore, by understanding the difference in the attitude of the job attitude, it was intended to present efficient management and detailed performance for the coffee shop employees. First, as a result of verifying the effect of personality characteristics of coffee shop employees on job satisfaction of job attitude, only the four dimensions of personality characteristics except neurosis among neurosis, extroversion, openness, affinity, and sincerity were significant (( +), but neurosis did not. Second, as a result of examining the effect of personality characteristics of coffee shop employees on organizational commitment of job attitude, only the four dimensions of personality characteristics except neurosis among neurosis, extroversion, openness, affinity, and sincerity were significant (( +), but neurosis did not. Third, as a result of verifying the effect of job attitude on job performance, it was found that it had a significant positive (+) effect on job satisfaction and organizational commitment. Among them, job satisfaction was found to have a greater effect.

경력 정체감과 조직 몰입 간 관계: 경력 몰입의 매개효과와 개인-조직 적합성의 조절효과를 중심으로

이수현,송민영,이의연,강혜선 한국인사조직학회 2023 인사조직연구 Vol.31 No.3

Managers need to manage employees’ perception of their careers, as emphasized in various field studies and research. Researchers have pointed out that modern workers are becoming more sensitive to organizational career management, which could ultimately negatively affect their attitudes and performance. However, current literature tends to focus more on job-related attitudes and performance. This study aimed to explore the impact of employees' career-plateau perception on organizational commitment, considering that individual attitudes towards work could easily transition into attitudes towards the organization. This study also proposed that the mediating effect of career commitment exists in this relationship, suggesting that a high level of person-organization fit could amplify the negative impact of career plateau. Analyzing data from 296 employees, the results revealed that, as hypothesized, employees with a strong sense of career plateau exhibited lower organizational commitment. Additionally, the negative relationship between career plateau and organizational commitment was mediated by career commitment. Moreover, individuals who perceived a higher level of person-organization fit showed a stronger negative relationship between career plateau and career commitment. When examining the moderating effect of job position, this trend was more pronounced among employees in higher positions. Based on these findings, this study proposed the need to manage employees' attitudes towards the organization by managing their experiences related to career plateau within the organization. Furthermore, some practical implications for employee career management were suggested.

여자프로농구선수의 직무만족과 조직몰입간의 관계 연구

정영렬 한국엔터테인먼트산업학회 2013 한국엔터테인먼트산업학회논문지 Vol.7 No.4

The purpose of this study was to provide an empirical basis for future academic research through investigating the influence and relationship between women's professional basketball players' job satisfaction and organizational commitment. For this research, a total inspection was conducted to the players belong to WKBL and a total of 89 questionnaires were used as the final study. On this basis SPSS (version 18.0) using the general characterization of women's professional basketball player for the frequency analysis, and the mean and standard deviation were analyzed, the influence between job satisfaction and organizational commitment for verification simple regression analysis was performed. Based on the results of this study, the following conclusions were derived. First, women's professional basketball players' job satisfaction significantly influences on the affective commitment factor of organizational commitment. Second, women's professional basketball players' job satisfaction significantly effects on continuance commitment factor, which is one of the organizational commitment. Third, women's professional basketball players' job satisfaction seriously influence on the normative commitments factor of organizational commitment. Based on these results, professional sports teams should recognize the importance of human resource factors within the organization and would rise the loyalty for the team and camaraderie by positively changing attitude toward team through better understanding and improving factors, which influence on players' job satisfaction.

기업사회공헌이 조직몰입에 기여하는가?

김석,전상경 한국기업경영학회 2013 기업경영연구 Vol.20 No.5

Corporate social contribution (CSR) has evolved to a management strategy embodied in the overall business activities of modern management. However, it has still remained questionable whether CSR is mostly driven by management activities with relatively passive participation of employees. We conducted a survey study regarding CSR to rank-and-file employees. Survey respondents are working for three different companies belonging to pharmaceutical industry, heavy industry, construction industry. Using the survey results, we analyze the relationship between organizational commitment and CSR activities. The main interest of our study lies in the research question, whether CSR activities could enhance organizational commitment of employees. If employees turn out to get a stronger organizational commitment through participating CSR activities, then the result would imply that CSR would contribute to value creation. According to the survey results, employees keep significant level of awareness and agreement on CSR activities of their firms. This result implies that CSR has been spreading and diffusing to the entire enterprise, not just remaining in the management level. We have also confirmed that employees have considerably higher level of confidence in the value of CSR. The survey results report that employees believe that CSR activities of their firm would significantly enhance firm reputation and brand power. However, employees feel that they have somewhat little chance in involving in policy- and consensus-building process of CSR. The result also shows that employees feel no significant difference in effectiveness in leading CSR activities between management and workers’union. In analyzing the relationship between organizational commitment and CSR activities, we choose several proxy variables for organizational commitment and CSR activities. Proxy variables for organizational commitment include employees’ affection and pride in their firm, job satisfaction, and labor-manager relationship. Variables for CSR activities are categorized by three kinds: 1) variables measuring the degree of employees’ voluntary involvement in CSR activities, 2) employees’ belief in positive effect of CSR on corporate value creation. 3) less critical sentiment of employees to CSR. From the order logit regression analysis, we have found a strong between CSR and organizational commitment. Employees with more engagement on CSR activities have stronger organizational commitment, i.e. more affection, higher pride and stronger satisfaction in their firms. They also maintain closer communication between labor and management. On the other hand, employees who are critical against CSR have less affection, pride, and satisfaction in their firms. Prior studies by Gilder et al. (2005), Larson (2001), Maignan et al. (1999) claim that the direct involvement and experience in CSR activities lead to a positive job attitude and eventually to performance improvement. Our empirical study provides with supportive evidence of prior studies. The main contribution of this study is to provide empirical evidence that shows a positive correlation between CSR and organizational commitment. Since we have not, in this study, incorporated objective financial data of firms, we could not provide more direct relationship between CSR and firm value maximization. We would leave it for future research. We note a limitation of our study regarding causality between CSR and organization commitment. The result of our study cannot be directly interpreted as strong evidence that CSR determines the level of organizational commitment because the reverse relationship can still hold. That is, the results of empirical study cannot exclude the possibility that employees with more affection, higher pride and stronger satisfaction in their firms may involve more actively with CSR. Thus the results of our study would be interpreted evidence for showing the positive correlation between CSR ... 본 연구는 기업사회공헌 활동과 조직몰입과의 관계를 확인하기 위한 연구로 평직원을 대상으로 진행된 설문조사 및 조사 결과에 대한 순서 로지스틱 회귀분석을 통해 이루어졌다. 설문조사 결과에 의하면, 기업사회공헌에 대한 평직원의 인지도 및 공감도는 상당한 수준으로 확인되었다. 이는 기업사회공헌이 경영 관리층의 인식에서 확산하여 기업전체의 경영이념으로 확산하고 있음을 의미한다. 또한, 기업사회공헌의 가치에 대한 신뢰 수준도 상당히 높은 것으로 나타났다. 그러나 회사의 기업사회공헌 경영 방침에서 직원들의 참여 및 의견수렴 과정은 다소 미약한 것으로 나타났다. 회사 경영관리층과 노조 중 기업사회공헌 활동을 누가 주도하는 것이 더 효과적인가에 대해서는 유의한 차이가 존재하지 않는 것으로 나타났다. 기업사회공헌과 조직몰입의 관계를 분석한 회귀분석 결과에 의하면, 기업사회공헌 활동에 대한 직원의 참여도/인지도/공감도가 높을수록 회사에 대한 애사심/자부심/만족도가 강하고 노사 간 의사소통이 원활한 것으로 확인되었다. 또한, 직원들이 기업사회공헌의 가치를 신뢰할수록 회사에 대한 애사심/자부심/만족도가 강한 것으로 확인되었다. 반면, 기업의 사회공헌 활동에 비판적인 직원은 회사에 대한 애사심/자부심/만족도가 약한 것으로 나타났다. 따라서 기업사회 공헌과 조직몰입 간에 유의미한 관계가 있음을 확인할 수 있었다. 기업사회공헌에 관한 선행연구들은 기업사회 공헌 활동에 대한 직원의 직접적인 참여 경험이 기업에 대한 소속감과 몰입도를 향상하고, 긍정적인 태도를 형성하는 성과를 이끌어낸다고 주장한다. 본 연구결과는 이들 선행연구의 주장을 실증적으로 지지하고 있다. 다만, 본 연구 결과만으로 기업사회공헌 활동의 영향에 의해 조직몰입의 강도가 결정된다고 판단하기에는 한계가 있을 수 있다. 애사심이 높은 직원이 기업사회공헌에 적극적일 수 있는 역의 인과관계가 존재할 수 있기 때문이다. 따라서 본 연구는 기업사회공헌이 애사심을 고양할 가능성이 있다는 부분적 증거로 해석하는 것이 타당할 것으로 판단된다.

소비자 관여도를 고려한 브랜드 가치 제공, 브랜드 태도, 브랜드 애착의 관계

김규배,김병구 한국유통과학회 2016 유통과학연구 Vol.14 No.2

Purpose – Many variables are needed for brand loyalty such as brand attitude, brand attachment, brand love and brand commitment. Thus, we should manage these all variables successfully for strong and differentiated brand equity. This study aims to identify the process of how the brand value propositions affect the brand attitude and brand attachment. This study specially conceptualizes that not only utilitarian value and hedonic value influence the brand attitude but also hedonic value influences the brand attachment. This study focuses on the moderating role of consumer involvement such as cognitive involvement and affective involvement in the causal relationships among brand value propositions, brand attitude, and brand attachment. Research design, data, and methodology – The five hypotheses were proposed and tested in this study. Three hypotheses were about the relationship among the brand value propositions( utilitarian value and hedonic value), brand attitude, and brand attachment. The other two hypotheses were about the moderating effect on consumer involvement in the causal relationships among brand value propositions, brand attitude, and brand attachment. Research data were collected from the students of universities located in Daejeon-Si and Chungchungnam-Do. For the purpose of test the hypotheses empirically, the 208 responses were used. We utilized SPSS18.0 for statistical analysis such as reliability test, factor analysis, and regression analysis. Results – The results show that the utilitarian value and hedonic value have influence on the brand attitude positively. The results also show that the hedonic value has influence on the brand attachment positively. We found that there is a moderating effect on the cognitive involvement in the relationship between the utilitarian value and the brand attitude. However, there is no moderating effect on the affective involvement in the relationship between the hedonic value and brand attachment. In Summary, 4 of 5 hypotheses in this study were supported and 1 hypothesis was not supported. We should identify the reason why the hypothesis 5, the moderating effect of the affective involvement in the relationship between the hedonic value and brand attachment, was rejected in this empirical analysis. Conclusions – Both the utilitarian value and the hedonic value that propose a brand are important for brand attitude. Specially, the hedonic value is important for brand attachment. Companies should provide the consumers with both the utilitarian value and the hedonic value in a balanced way for their favorable brand attitude and strong brand attachment. In the retail industry, the balance between the utilitarian value and the hedonic value is important in that there are many product brands and store brands providing consumers with various benefit and values. Also, there are possibilities that the causal relationships among brand value propositions, brand attitude and brand attachment are moderated by consumer involvement such as cognitive involvement and affective involvement. Companies should understand and consider consumer involvement for their efficient and effective brand management decision making.

보육교사의 긍정심리자본과 행복감이 조직몰입에 미치는 영향

정숙희,김익균 인하대학교 교육연구소 2020 교육문화연구 Vol.26 No.3

The purpose of this study is to verify the effects of positive psychological capital and happiness on childcare teachers on organizational commitment. To this end, the SPSS 21.0 program was used to analyze the influence between variables and multiple regression analysis. As a result of the analysis, first, positive psychological capital was found to have a positive correlation with organizational commitment. Second, as a result of verifying the effects of the positive psychological capital and happiness on the organizational commitment of the childcare teacher, it was found that positive psychological capital and the feeling of happiness had a direct effect on the organizational commitment. Looking at the sub-factors of positive psychological capital, euphoria, and organizational commitment, positive commitment was effective in optimism. In the case of euphoria, it was confirmed that it influences autonomy, positive interpersonal relationship, and control over the environment. In relation to the normative immersion, there was an influence on hope and resilience among the sub-factors of positive psychological capital. Continuous commitment was found to have no sub-factor and influence of positive psychological capital, and in the case of euphoria, it was found to be effective in autonomy and control over the environment. In other words, a childcare teacher with good organizational commitment can develop the organization more positively, and a positive attitude and belief can directly affect and influence infants and young children, and positive psychology, an important variable that can promote the childcare teacher's organizational commitment. It is necessary to establish support for policy development and program development to improve capital and happiness. 본 연구는 보육교사의 긍정심리자본과 행복감이 조직몰입에 미치는 영향을 검증하는데 목적이 있다. 이를 위해SPSS 21.0 프로그램을 사용하여 변수 간 상관관계와 다중회귀분석을 통해 영향력을 분석하였다. 분석결과는 첫째, 긍정심리자본은 조직몰입과 정(+)의 상관관계가 있는 것으로 조사되었다. 둘째, 보육교사의 긍정심리자본과 행복감이조직몰입에 미치는 영향을 검증한 결과 긍정심리자본과 행복감은 조직몰입에 직접적인 영향을 미치는 것으로 나타났다. 긍정심리자본과 행복감, 조직몰입의 하위요인을 살펴보면 정의적 몰입은 낙관주의에서 효과가 있었다. 행복감의경우 자율성, 긍정적 대인관계, 환경에 대한 통제력에서 영향을 미치는 것으로 확인되었다. 규범적 몰입과의 관계에서는긍정심리자본의 하위요인 중 희망과 회복력에서 영향을 보였고, 행복감의 경우 환경에 대한 통제력과 삶의 목적에서효과가 있는 것으로 나타났다. 근속적 몰입은 긍정심리자본의 하위요인과 영향력이 없는 것으로 나타났으며, 행복감의경우 자율성, 환경에 대한 통제력에서 효과가 있는 것으로 확인되었다. 즉 조직몰입을 잘 하는 보육교사는 보다긍정적으로 조직을 발전시킬 수 있으며 긍정적인 태도와 신념은 영유아에게 직접적인 도움과 영향을 줄 수 있으며, 보육교사의 조직몰입을 증진시킬 수 있는 중요한 변수인 긍정심리자본과 행복감을 향상시킬 수 있는 정책의 수립및 프로그램 개발 등 지원 마련이 요구된다.

이중몰입 연구방법에 대한 소고

김종철(Jong-Chul Kim),박재춘(Jae-Choon Park) 한국경영사학회 2010 經營史學 Vol.56 No.-

본 연구는 공무원 노사관계의 안정적인 정착과 발전을 위해 공무원 노동조합에 가입되어 있는 노조간부 및 일반 조합원 405명을 대상으로 공무원들의 이중몰입의 존재 가능성을 구조방정식모형을 이용하여 실증분석하였다. 금번 연구를 통해 다음과 같은 결과와 시사점을 얻을 수 있었다. 먼저 이중몰입에 대한 기존 연구방법의 한계를 보완하는 방법으로 구조방정식모형을 통해 조직몰입과 노조몰입간 상호 인과관계를 검증하였다는 데 그 의미가 있다 하겠다. 공직사회의 경우, 노조→ 조직 일방향모델(union-to-organization one-way model)로서 노조몰입이 선행요인으 로서 조직몰입의 형성과 유지에 유의하게 영향을 미친다는 것이다. 즉, 공무원들의 높은 노조몰입이 조직몰입과 배타적인 관계가 아닌 조직몰입에 긍정적인 영향을 주는 것을확인할 수 있었다. 이는 공직사회 특성상 공무원 노동조합이 출범한 초기로서 공무원들의 공직사회에 대한 변화와 근로조건 개선을 통한 공무원들의 권익향상 등에 대한 노동조합에 대한 높은 기대를 반영한 결과라 할 수 있다. 둘째, 조직몰입과 노조몰입의 선행요인으로 의사결정에 대한 높은 참여(+), 동료들의 노동조합에 대한 우호적인 태도(+), 공무원들의 노동조합에 대한 만족도(+) 및 공무원조직에서의 관리자들에 대한 만족도 (-)가 노조몰입과 유의미한 관계를, 의사결정참여(-)가 조직몰입과 유의미한 관계를 규명함으로써 공직사회의 생산적인 노사관계 구축을 위한 정책적 방향을 고민할 수 있었다. 셋째, 구조방정식모형을 통해 선행변수(관리자에 대한 만족도, 의사결정 참여도, 동료들의 노조에 대한 태도, 노동조합에 대한 만족도)들이 노조몰입을 통해 조직몰입에 유의미한 영향을 미치는 것을 검증하였다. 즉, 의사결정참여, 동료들의 노조에 대한 태도 및 노동조합 만족도와 조직몰입간 관계에서 노조몰입이 긍정적인 매개역할을 하였으나, 관리자만족과 조직몰입간 관계에서는 부정적인 매개역할을 하였다. 특히 의사결정참여변수는 조직몰입(-)과 노조몰입(+)에 상호 배타적인 영향을 줌으로써 조직내 의사결정 참여가 노사 모두에게 뜨거운 감자라는 사실을 재확인할 수 있었다. 그러나 참여와 조직몰 입간 관계에서 노조몰입이 긍정적인 영향을 확인함으로써 참여가 공무원 조직이나 노동조합 양 조직에 부정적인 의미를 부여하는 것이 아닌 상호보완관계에 있음을 확인하였다. The main purpose of this study investigates to examine conceptual construct and causal path of dual commitment by using the analytical methods of Structural Equation Modeling(SEM). In verifying the conceptual construct of dual commitment, comprised of four models(interactive model, company-to-union one-way model, union-to-company one-way model, independent model), are hypothesized, and the SEM validity of those models are compared. An empirical study has been conducted such as descriptive analysis, reliability, confirmatory factor analysis, and structural equation modeling with AMOS. The result, based on a sample of 405 public officials, indicates that the union-tocompany one-way model has the highest validity among the four models. The casual path analysis which includes predictive variables(attitude of manager, participation in organizational decision making, attitude of colleagues toward trade union, the satisfaction level of unions, labor relation climate) shows that those variables except the climate of labor relations have positive(or negative) effect on union commitment. Also the participation in decision making has negative impact on organization commitment. Especially, union commitment has a positive mediating effect in the relationships between organization commitment and predictive variables except the cooperative industrial relations. Finally, theoretical and managerial implications, limitations of this study are discussed in conclusion session.

여행상품의 구매동기와 태도에 따른 만족

박시범,선진영 한국관광산업학회 2012 Tourism Research Vol.36 No.-

This study was to investigate whether travelers' motivations had a significant effect on their attitudes with a focus on behavioral process of the customers who purchased travel products, and whether these attitudes had a significant influence on travelers' satisfaction again. It was to grasp which motivations had a positive attitude on travel products and which variables affected their satisfaction, to explore measures that could improve a positive attitude and their satisfaction on travel products. Empirical analysis results based on the purpose of this study were as follows:Push motivation of purchase motivations for travel products was composed of four factors such as escape, novelty, friendship promotion, self-realization, and three factors of escape, novelty and self-realization of them had a significant effect on affective attitude and cognitive attitude, and four factors affected behavioral attitude. Pull motivation was analyzed as three factors of service attractiveness, regional attractiveness, convenience, these has a significant influence on behavioral attitude and cognitive attitude, two factors of regional attractiveness and convenience had an effect on affective attitude. With regard to these attitudes on travel products, behavioral attitude, cognitive attitude, affective attitude appeared to affect their satisfaction in the order, and the satisfaction of the travelers showed to affect repurchase intention of travel products. In other words, travelers seek for travel information actively, as they think travel the opportunity to recharge, their satisfaction increases, and motivations like travelers' novelty, escape and regional attractiveness stimulate travelers through marketing activities focused on travel products to provide joy away from everyday life, new cultures and spectacles, and their motivations should have a positive effect on positive attitude formation and active purchase behavior. commitment.

조직변화에 대한 저항과 조직몰입

정흥준(Heung-Jun Jeong),최용득(Yongduk Choi),이동섭(Dongseop Lee) 한국인사조직학회 2013 인사조직연구 Vol.21 No.2

급변하는 환경에 성공적으로 대응하기 위한 조직변화는 조직의 생존과 발전을 위한 하나의 중요한 열쇠로 주목 받고 있다. 그러나, 기업들의 변화 노력에도 불구하고, 변화에 대한 구성원들의 이해 부족 또는 부정적인 태도와 그로 인한 저항은 성공적인 조직변화에 심각한 위협이 될 수 있다. 조직변화의 중요한 주체인 조직구성원의 변화저항에 대한 보다 심도 있는 이해를 위해 본 연구는 조직변화과정에서 구성원의 저항이 초래하는 개인적 차원의 결과에 초점을 두어 조직변화에 대한 저항과 조직몰입간의 관계를 살펴보았다. 구체적으로, 변화저항이 조직몰입에 이르는 과정과 변화저항이 조직몰입에 미치는 부정적인 효과를 완화할 수 있는 상황적인 요인들에 주목하여, 변화에 대한 저항과 조직몰입의 관계를 매개하는 직무스트레스의 역할과 변화저항-직무스트레스-조직몰입으로 이어지는 관계가 노조수단성과 절차적 공정성에 의해 달라질 수 있음을 가설화하였다. 가설검증을 위해 조직변화를 경험한 기업의 구성원들(1,153명)을 대상으로 설문조사를 실시하였으며, 분석결과는 다음과 같다. 조직변화에 대한 구성원의 저항은 조직몰입에 부(-)의 관계를, 직무스트레스와는 정(+)의 관계를 갖는 것으로 나타났고, 직무스트레스는 변화에 대한 저항과 조직몰입 간의 관계를 부분적으로 매개하였다. 또한, 노조수단성과 절차적 공정성의 수준에 따라 변화에 대한 저항과 직무스트레스 간의 관계가 유의하게 달라지는 것으로 나타났다. 이에 더하여, 조절된 매개모형(moderated mediation model) 분석으로 변화에 대한 저항이 직무스트레스를 통해 조직몰입에 이르는 간접효과가 노조수단성과 절차적 공정성에 의해 조절되는 과정을 통합적으로 검증하였다. 본 연구는 구성원들의 변화에 대한 저항이 어떤 과정을 통해 조직몰입에 부정적인 효과를 보이는지를 규명함과 동시에, 그 부정적 효과를 줄일 수 있는 제도적 방안이 무엇인지를 보여줌으로써 다양한 이론적, 실무적 시사점을 제공한다. In today’s turbulent business environment, organizations face constant pressure to change. As a result, organizational adaptability has become a central focus in understanding organizational survival and sustainable growth. Despite the tremendous amount of time and effort organizations put into managing and implementing change, their efforts often fail to deliver expected results or meet intended objectives. Both management researchers and practitioners have acknowledged that employees play a major role in the success or failure of change in an organization. Specifically, prior research proposed that employees’ resistance to organizational change might be a critical reason for the failure of organizational change initiatives. Although change management literature has increasingly devoted attention to the role of employee resistance, the literature provides only a limited understanding of this phenomenon: it has either focused on conceptual explanations for the meaning and importance of employees’ resistance to organizational change, or has explored the antecedents of resistance to change. Therefore, how employees’ resistance to change affects their work attitudes and behaviors and under what conditions the potential negative effects of resistance to change can be mitigated have yet to be explored. The purpose of the present study is to explore the relationship between employees’ resistance to change and their organizational commitment, focusing on its underlying mechanisms and boundary conditions. Drawing on organizational change, job stress, procedural justice, and union instrumentality literatures, we investigate the psychological processes through which resistance to change affects organizational commitment, and how the negative impact on organizational commitment due to resistance to change is reduced. Specifically, we hypothesize that job stress plays a mediating role in the relationship between resistance to change and organizational commitment, and that procedural justice and union instrumentality function as boundary conditions that moderate the negative effect of resistance to change on job stress. Taken together, the present study proposes an integrative moderated-mediation model that involves both the mediating role of job stress in the relationship between resistance to change and organizational commitment and the moderating role of procedural justice and union instrumentality in that process. We tested the proposed moderated-mediation model using a sample of 1,153 employees from a public enterprise in South Korea who recently experienced considerable organizational change. The results indicate that resistance to organizational change is positively related to job stress and that job stress is negatively related to organizational commitment. The results support our hypothesis that job stress mediates the relationship between resistance to change and organizational commitment. The results also support the hypothesis that union instrumentality and procedural justice moderate the relationship between resistance to change and job stress. Furthermore, moderated-mediation analysis reveals that procedural justice and union instrumentality reduce the indirect effects of resistance to change on organizational commitment via job stress. The findings extend our limited understanding of the process through which resistance to change affects organizational commitment after significant organizational change. To further understand the impact of resistance to change on employee attitudes and behaviors, future research should examine other intervening psychological mechanisms that mediate the employee-organization relationship under change conditions.

안전풍토가 종업원 직무태도에 미치는 영향: 외투기업과 국내기업 비교

이경재,여경환,Lee, Kyung Jae,Yeo, Kyung Hwan 한국안전학회 2017 한국안전학회지 Vol.32 No.5

This study examined the role of safety climate, organizational trust, job satisfaction, and organizational commitment. In addition, the study verified the mediating effect of organizational trust between safety climate, and job satisfaction and organizational commitment. Targeting population were the workers in the manufacturing sector. First, it was figured out that employees' recognition of organizations' safety climate has an effect positively on both job satisfaction and organizational commitment. Second, it turns out that individuals' safety awareness has a positive effect on the both job satisfaction and organizational commitment. Third, it was figured out that organizational trust plays a role as mediation when employees' recognition of organizations' safety climate has an effect positively on both job satisfaction and organizational commitment. Fourth, the result revealed that foreign investment company moderated the relationship between safety climate and organizational climate. Fifth, organizational trust mediates the relationship that the individuals' safety awareness are positively affected on the both job satisfaction and organizational commitment. Finally, The results of four hypotheses using intermediary variable in which organizational trust mediates the relationship between the safety climate and "work attitude" such as job satisfaction and organization commitment demonstrate significance of trust in organization in connecting safety climate and work attitude. Therefore, when trust in organization is enhanced, work attitude such as job satisfaction and organizational commitment could be improved.

국립대학교 직원의 노조몰입결정요인 분석

백종섭 한국행정학회 2006 韓國行政學報 Vol.40 No.4

An Analysis on Factors Affecting Union Commitment of National University Employees Jong-Sup Paek This study by analyzing relative influence of data to find factors which affect the commitment of national university employees. With the statistics program, SPSS, several analyses were performed on collected data: descriptive statistical analysis, differential analysis, factor analysis, correlational analysis, and multiple regression analysis procedures. The results of the study identified major influencing factors of union commitment, it was the formal/informal socialization, organizational commitment, the attitudes of the top management, union satisfaction, union meeting, gender, the classification of occupation, and the career of a union leader. The highest influence on union commitment is organizational commitment. Key words: union commitment, organizational commitment, union satisfaction 본 연구는 교원(1999년)과 6급 이하 공무원(2006년)에게 노동기본권이 보장되어 공무원들의 노조몰입에 대한 연구가 중요함에도 불구하고 그동안 연구가 미미한 현실을 바탕으로 시도되었다. 연구방법은 국립대학교의 직원을 대상으로 노조몰입결정요인을 분석하기 위하여 설문지를 이용한 실증분석을 실시하였다. 분석결과 국립대학교 직원들의 노조몰입수준과 직무만족도, 조직몰입도, 노조활동만족도, 사회화 및 노사관계와는 유의미한 정(+)의 상관관계를 나타낸 반면, 관리자태도와는 부(-)의 상관관계를 나타냈으나 통계적으로 유의미하지는 않았다. 회귀분석을 통하여 노조몰입결정변수를 분석한 결과 노조의 조합원에 대한 사회화, 조직몰입도, 관리자태도, 노조활동만족도, 조합회합, 성별, 직종, 과거임원여부로 나타났고, 이중에서 가장 높은 영향변수는 조직몰입도이며, 두 번째는 노조활동만족도이었다. 전반적인 연구결과는 노사간의 win-win을 위해 관리자 및 노동조합측의 노조관리방식과 태도에 보다 많은 노력과 함께 협력적노사관계의 중요성을 강조하였다. [주제어: 노조몰입결정요인, 조직몰입도, 노조활동만족도]

연구논문 : 여행상품의 구매동기와 태도에 따른 만족

박시범 ( Si Beum Park ),선진영 ( Jin Young Seon ) 한국관광산업학회 2012 Tourism Research Vol.36 No.-

This study was to investigate whether travelers` motivations had a significant effect on their attitudes with a focus on behavioral process of the customers who purchased travel products, and whether these attitudes had a significant influence on travelers` satisfaction again. It was to grasp which motivations had a positive attitude on travel products and which variables affected their satisfaction, to explore measures that could improve a positive attitude and their satisfaction on travel products. Empirical analysis results based on the purpose of this study were as follows: Push motivation of purchase motivations for travel products was composed of four factors such as escape, novelty, friendship promotion, self-realization, and three factors of escape, novelty and self-realization of them had a significant effect on affective attitude and cognitive attitude, and four factors affected behavioral attitude. Pull motivation was analyzed as three factors of service attractiveness, regional attractiveness, convenience, these has a significant influence on behavioral attitude and cognitive attitude, two factors of regional attractiveness and convenience had an effect on affective attitude. With regard to these attitudes on travel products, behavioral attitude, cognitive attitude, affective attitude appeared to affect their satisfaction in the order, and the satisfaction of the travelers showed to affect repurchase intention of travel products. In other words, travelers seek for travel information actively, as they think travel the opportunity to recharge, their satisfaction increases, and motivations like travelers` novelty, escape and regional attractiveness stimulate travelers through marketing activities focused on travel products to provide joy away from everyday life, new cultures and spectacles, and their motivations should have a positive effect on positive attitude formation and active purchase behavior. commitment.

호텔종사원의 직무착근도가 이직의도와 조직시민행동에 미치는 구조모형에 관한 연구 -직무만족, 조직몰입, 경력몰입의 매개역할을 중심으로-

이경아,오흥철 한국관광산업학회 2012 Tourism Research Vol.35 No.-

The purpose of this study was examining structural relationship among job embeddedness, turnover intention and organizational citizenship behavior in the hotel industry. Based on literature review, three sub-dimensions of job embeddedess were derived fits, links, and sacrifice. The existing theoretical background process three mediating aspects: (job satisfaction, organizational commitment and career engagement) among job embeddedness, turnover intention and organizational citizenship behavior. Based on the casual relationship between the constructs proposed, a conceptual model was proposed. The model was tested using the data collected from 367 hotel employees. The results of the study are as follows: First, data analysis indicates that three dimensions of job embeddedness(fits, links and sacrifice) helps to enhance employee's job satisfaction, thus employees can have enthusiasm and lots of energy in the work place. Second, organizational commitment and career commitment as one of work attitudes influenced on turnover intention statistically. Thus, the moderating effects of organizational commitment and career commitment helps minimizing turnover intentions. Third, job satisfaction enhance organizational citizenship behavior directly. Fourth, job satisfaction failed to influence as mediator between job embeddedness and turnover intention. These results are expected to give some theoretical contributions for job embeddedness research subject with its try for theory's generalization. And they are also expected to give some helps for management of hotel industry, especially its strategic human resource systems. Overall, our results indicate job satisfaction, organizational commitment and career commitment as mediator between job embeddedness and turnover intention as a meaningful mechanism through which to understanding this linkage.

고용 형태와 정서적 몰입의 관계: 조직 공정성 지각의 조절 효과

최은정,권기욱 한국기업경영학회 2016 기업경영연구 Vol.23 No.2

This study focused on the contingent workers‘ problem that has drawn attention from the society recently. The number of contingent workers has increased rapidly since International Monetary Fund (IMF). As of March 2015, contingent workers comprise of 32.0% of the workforce. A plethora of studies on the behavior of the contingent workers have been conducted with the rising concerns about contingent workers. Most studies investigate the difference in output variables such as organizational commitment and job satisfaction between regular and contingent workers. Of these, organizational commitment has been one of the most important variable that affects the workers’ behavior such as absenteeism, turnover, employee’s performance. This study aims to investigate moderation effects of organization justice on the relationship between employment type and affective commitment. It is based on organization justice theory. Specifically, this study investigates the moderating effect of distributive justice and procedural justice building upon organization justice theory and social exchange theory. This study predicts that the effect of organizational justice perceptions on the organizational commitment of contingent workers is greater than that of regular workers. In order to test study hypotheses, a survey was conducted by distributing questionnaire to 500 workers in 50 companies. 347 workers participated in the survey and their responses were included for the final empirical analysis. The results of hierarchical regression analysis showed that affective commitment of contingent workers was higher than the affective commitment of regular workers. And distributive justice did not a significant moderation effect on the relationship between employment type and affective commitment. However, procedural justice had a significant moderating effect on the relationship between employment type and affective commitment. The results of this study provide theoretical implications for understanding the moderating role of organizational justice perceptions on the relationship between employment type and affective commitment. Also, it provides that contingent workers do not always have a negative attitude to the organization than regular workers. Further studies are required to address the issues on the inconsistent results between employment type and organizational commitment. And we will need to research on organizational citizenship behavior, burnout, turnover intention In addition, this study offers practical implications to organizations regarding how to manage contingent workers more effectively. 전 세계적으로 비정규직 근로자는 1980년대 이후 증가해 왔으며, 우리나라의 경우 1997년 외환위기 이후 급속히 증가하였다. 이에 따라 비정규직 근로자에 대한 관심이 커지고 있는데 현재까지 수행된 연구들은 주로 개인을 대상으로 정규직과 비정규직이 조직 몰입이나 직무 만족 등에 어떠한 차이를 보이고 있는지에 대해 살펴보고 있다. 이 중 조직 몰입은 구성원의 결근, 이직, 성과 등에 영향을 미치는 중요한 변수로 관심이 되어 왔다. 따라서 본 연구에서는 최근 사회적으로 관심을 받고 있는 비정규직 문제에 초점을 맞추면서 조직 공정성 지각이 고용 형태(정규직 근로자와 비정규직 근로자)와 정서적 몰입의 관계를 조절하는 지를 실증적으로 검정하고자 하였다. 이러한 조직 공정성의 조절 효과를 살펴보기 위해 조직 공정성 이론(organizational justice theory)과 사회교환이론(social exchange theory)을 적용하여 조직 공정성 지각이 미치는 영향이 정규직 근로자 보다 비정규직 근로자에게 더 클 것이라는 가설을 도출하였다. 가설검정을 위해 근로자 347명이 응답한 설문자료를 활용하여 실증 분석을 실시하였다. 분석 결과, 비정규직 근로자의 정서적 몰입은 정규직 근로자 보다 높은 것으로 나타났다. 또한, 고용 형태와 정서적 몰입의 관계는 절차 공정성에 의해서는 조절되는 것으로 나타났으나 분배 공정성의 조절 효과는 통계적으로 유의하지 않게 나타났다. 본 연구 결과는 고용 형태, 조직 공정성 지각, 정서적 몰입과 같은 직무태도의 관계에 이론적인 시사점을 제공할 뿐만 아니라, 기업의 입장에서 향후 비정규직의 효과적인 활용과 관리방안에 대한 실무적인 시사점을 제공하겠다

공감(compassion)과 정서적 몰입 및 직무성과와의 관계에 관한 연구

오아라(Oh, Ahra),박경규(Park, Kyungkyu),용현주(Yong, Hyunju) 한국인사관리학회 2013 조직과 인사관리연구 Vol.37 No.2

본 연구에서는 팀원들 간에 경험한 공감이 구성원의 직무성과에 영향을 미치는 중요한 변인으로 인식하고 이를 규명하고자 하였다. 공감이 구성원의 심리적인 태도와 행동에 미치는 과정을 알아보기 위해 본 연구에서는 먼저 공감이 정서적 몰입에 미치는 영향을 밝히고자 하였다. 또한 정서적 몰입이 구성원의 직무성과(과업성과, 대인관계촉진, 직무헌신)에 미치는 영향을 검증하였다. 뿐만 아니라 공감이 정서적 몰입을 매개로 직무성과인 과업성과, 대인관계 촉진 및 직무헌신에 각각 어떠한 영향을 미치는지 검증하고자 하였다. 이를 위해 공감이 정서적 몰입에 영향을 미쳐서 직무성과에 영향을 미치는 것으로 연구모델을 제안하고, 구조방정식을 이용하여 검증하였다. 본 연구의 자료는 기업체의 팀장과 그 팀원을 쌍(dyad)으로 선정하여 222쌍을 수집하였으며 이의 실증분석 결과를 살펴보면 다음과 같다. 첫째, 공감과 정서적 몰입 간에 정(+)의 관계가 있는 것으로 검증되었다. 즉 팀 구성원의 공감에 대한 지각이 높을수록 정서적 몰입이 증가하는 것으로 나타났다. 둘째, 정서적 몰입과 직무성과 간에 정(+)의 관계를 가지는 것으로 나타났다. 즉 정서적 몰입이 팀원의 과업성과, 대인관계 촉진 및 직무헌신에 긍정적인 영향을 미치는 것이다. 셋째, 공감과 직무성과 간의 관계에서 정서적 몰입의 매개효과가 나타났다. 본 논문은 공감이 정서적 몰입과 그 효과에 미치는 영향력을 검증함으로써 조직차원에서 이에 대한 관리 및 지원적인 문화를 조성하도록 노력하는 한편 공감을 가진 리더 및 관리자를 양성하면서 구성원을 독려할 필요성을 강조한다. 또한 본 연구는 공감이 조직에 대한 구성원의 긍정적인 태도 및 행동을 일으키는데 모티베이션 역할을 한다는 실증 자료를 제공했다는 점에서 의의를 찾을 수 있다. In this study, we investigated the positive effect of experienced compassion among members on their psychological attitudes and behaviors. Compassion includes understanding feelings about suffering or gaining sympathy from others within a team and getting psychological and material assistance. Thus, we proposed that compassion influence on the process of employees' psychological attitude and behavior. The purpose of this study is to verify (1) compassion has an influence on affective commitment;(2) affective commitment has an influence on the job performance(task performance, interpersonal facilitation, job dedication); and (3) affective commitment has a mediating effect on the relationship between compassion and employee’s job performance. 222 employees and their supervisors were participated to the study. Employees responded their perception of compassion and affective commitment, and their supervisors rated employees’ job performance. Structural equation analysis was employed to examine the hypotheses. The following is a summary of the results. First, compassion was positively related to affective commitment. In other words, the higher perception of compassion, the higher affective commitment. Second, affective commitment was positively associated to job performance. Specifically, affective commitment has a positive impact on employees’ task performance, interpersonal facilitation and job dedication. Third, affective commitment was empirically mediated the relationship between compassion and job performance. Based on these findings, we conclude that the experienced compassion accompanied by specific actions through the emotional responses from others is a significant antecedent of affective commitment. Therefore, the results of the study emphasizes importance of compassion in the organization, efforts to support compassionate culture and need of training compassionate leaders or managers to encourage members.

조직유효성이 기계경비 출동요원의 서비스태도에 미치는 영향

홍태경(Hong, Tae Kyung) 한국민간경비학회 2012 한국민간경비학회보 Vol.11 No.1

Although the original literal meaning of the machine security system includes word “machine", generally, the machine security is a merchandise accompanied with the human service of customer service agent. In other words, typical machine security merchandise provides not only the machine equipment but also the human service such as patrol and dispatch of agents. Therefore, the job performance and attitude of customer service agent will be associated with the achievement of purpose of machine security and customer satisfaction. Based on this idea, this study will examine factors that influence on service attitude of customer service agent. The independent variable is an organizational effectiveness (job satisfaction, organizational commitment, intention of turnover) and the dependent variable is a service attitude (tangibility, reliability, responsiveness, empathy). Individual characteristics such as marriage and age were also considered as control variables. The customer service agent in Gyeongbuk, Gyeongnam, Daegu, Pusan were asked to complete a questionnaire. Finally, 235 questionnaires were used for analysis. The regression analysis was conducted to test hypotheses. The result of analysis is following. First, individual characteristics, such as marriage, education, work period, have no influence on the service attitude of customer service agent. However, previous working experiences are positively related with the service attitude of customer service agents. Second, the job satisfaction and turnover intentions among the organizational effectiveness do not have any impact, but the organizational commitment does have consistent influence on the service attitude regardless types of service attitude. Therefore, this study found that the service attitude of customer service agent are closely related with organizational commitment that are measured by equation with company and voluntary efforts for development of company. 기계경비는 ‘기계경비’라는 용어의 사용에도 불구하고 대개는 출동요원에 의한 인적서비스가 동반되는 상품이다. 즉 일반적인 기계경비 상품은 업체가 제공하는 기계·설비뿐만 아니라 직원들의 순찰과 출동과 같은 인적서비스가 동반되는 상품으로 구성된다. 따라서 출동요원들의 업무능력과 태도는 기계경비의 목적달성 및 고객만족과 매우 밀접한 상관관계가 있을 것이다. 이러한 점에 착안하여 이 연구에서는 출동요원의 서비스태도에 영향을 미치는 요인을 검증하고자 하였다. 독립변인으로는 조직유효성(직무만족, 조직몰입, 이직의사)을, 종속변인으로는 서비스태도(유형성, 신뢰성, 응답성, 공감성)를 설정하고 결혼유무나 연령 등의 개인적 특성은 통제하였다. 설문조사는 경북, 경남, 대구, 부산 지역의 출동요원들을 대상으로 이루어졌으며, 235부의 설문지를 최종분석에 사용하였다. 주요 가설들을 검증하기 위해 회귀분석을 실시하였으며, 분석결과는 다음과 같다. 첫째, 결혼이나 학력, 근무년수나 연령과 같은 개인적 특성은 출동요원의 서비스태도에 별다른 영향을 주지 못하였다. 다만 이전의 직장경험은 서비스태도에 긍정적으로 작용하는 것으로 검증되었다. 둘째, 조직유효성 중 직무만족과 이직의사는 서비스태도에 영향을 미치지 못하였고, 조직몰입은 서비스태도의 유형에 상관없이 일관되게 강한 영향을 미치는 것으로 검증되었다. 따라서 출동요원의 서비스태도는 회사에 대한 동일시, 회사발전을 위한 자발적 노력의지 등으로 측정된 조직몰입도와 매우 밀접한 관계가 있음을 알 수 있었다.

중간관리자의 권력행사유형과 종업원의 직무태도

천명섭(Myoung-Sup Chun),장성철(Sung-Chul Chang) 인하대학교 산업경제연구소 2004 경상논집 Vol.18 No.1

In search of power base, macro research has focused potential organizational power, viewed as structure position and micro research has focused the use of power through behavioral tactics. Recently, study on power has exemplified each of perspectives and rganizational effectiveness. This study was to see the impacts of leader's powers on Subordinates' attitude such as job satisfaction and job commitment. Accordingly, this research was designed as follows. First, objectives of this study was to identify the correlation between leader' s powers and subordinates / job satisfaction and job commitment. According to study of French and Raven's five power bases, leader' s powers divided into five powers; legitimate power, reward power, coercive power, expert power, and reference power, as independent variables. According to study of Brayfield and Rothe's job satisfaction and Saleh and Hosek's job commitment bases, subordinates / attitude divided into two groups as dependent variables. Second, objective of this study was to identify relative difference between manufacturing organization and service organization of the impacts of leader's powers on subordinates' job satisfaction and job commitment. Major finding of this research summarized as follows: First, in study of the relation between leader's powers and subordinates' job satisfaction, between leader's coercive power and job satisfaction was negative correlation, whereas between leader's expert and reference power and job satisfaction was positive correlation. Second, in study of correlation between leader's power and subordinates' job commitment, between leader's coercive power and job commitment was positive correlation and between leader's reference power and job commitment was negative correlation. Third, in study of relative difference between manufacturing organization and service organization of the impacts of leader's powers on subordinates' job satisfaction and job commitment, there is different effect in two organizations between leader's legitimate power and coercive power and subordinates' job satisfaction and commitment. Finally, in study of the modulation effect of subordinate's self-efficacy on the correlation between leader's powers and subordinate' job satisfaction and job commitment, there is not any modulation effect of subordinate's self-efficacy on the correlation between leader's powers and commitment.

교회 구역지도자의 행복감이 교회몰입에 미치는 영향

조운희(Woon-Hee Cho) 영남신학대학교 2015 신학과 목회 Vol.44 No.-

This study analyses the questionnaire with 181 Christian area leader in Pohang region about sense of happiness and church commitment. Following is the results of the how effect of the influence of happiness affect church commitment. First, the sense of happiness seems more positive as church commitment, and correlation ratio of the sense of happiness and church commitment is about .281-.750 and also there is positive(+) relation. Secondly, ‘enjoying work’, ‘affecting power about circumference’, ‘esthetic attitude’, ‘life worth while to live’, ‘pleasant association with other person’ and ‘time management’ variable among sense of happiness factor effect on the awareness of church commitment at the rate of p<.05. These 6 indicators showed 47.4%(R²=.474) explanation degree which affect awareness of church commitment. Thirdly, ‘fulling of vigor’ and ‘time management’ variable among sense of happiness factor effect on the behavior of church commitment at the rate of p<.01. These 2 indicators showed 16.1%(R²=.161) explanation degree which affect behavior of church commitment. Thus, because these sense of happiness factor play a vital role in enhancing church commitment, it is primarily requested that the effort of the practical and systematic study and adaption of the promotion of happiness"s sense is needed to enforce church commitment.

변혁적 리더십 , 진성 리더십이 LMX 와 조직몰입에 미치는 영향에 관한 연구

한봉주(Bong-Ju Han) 대한리더십학회 2015 리더십연구 Vol.6 No.3

본 연구는 변혁적 리더십과 진성 리더십을 동시에 고려하여 LMX 와 조직몰입에미치는 직․간접적인 인과관계 분석을 통해 , 구성원의 태도나 행동을 향상시키는 효과적인 리더십을 제시하고 조직경영방안에 도움을 주는데 목적이 있다 . 분석을 위한 자료는 2012년 10 월부터 12 월까지 회수한 147 부 설문지를 활용하였다 . 그리고 분석 과정에서는 변수 간 관계에 영향을 미치는 잠재적인 동일방법요인이 측정변수에 영향을 주는 것으로 가정하여 동일방법편의에 의한 변수 간 공분산의 문제를 해결하고자 하였다 . 본 연구의 결과는 첫째 , 진성 리더십이 LMX 및 조직몰입에 긍정적인 영향을 미치는 반면 , 변혁적 리더십은 미치는 영향이 없는 것으로 나타났다 . 둘째 , 리더십과 조직몰입 간의 관계에서 LMX 매개효과가 없는 것으로 나타났다 . 연구의 시사점으로는 첫째, LMX 와 조직몰입을 높이기 위해서는 진성 리더십이 변혁적 리더십 보다 효과적이다. 이러한 진성 리더십을 개발하기 위해, 기업은 진성 리더의 목표와 조직 목표 간의 일체성 (personal & organizational identification) 강화 , 경쟁담화 (competing narratives)를 통한 자기인식 향상 , 긍정적 감정과 행동의 확산 (positive emotion and behavioral model contagion), HR 제도와 방법론을 갖추어야 한다 . 둘째 , 진성 리더십이 LMX을 통해 조직몰입에 긍정적인 영향을 미치기 위해서는 그에 대한 연결고리인 다양한 매개요인들이 가지는 서로 다른 기제의 영향력을 연구할 필요가 있다 . The leadership paradigm in the 21st century needs to change. In particularly, it should be noted that authentic leadership changes employees attitudes and behaviors through uplifting their positive psychology away from the leader's style or skill to raise short-term for business performance improvement. This study aims to examine the effects of transformational and authentic leadership as antecedent simultaneously, and LMX a mediating variable, on organizational commitment and explore both direct and indirect causal relationships between these by the type of leadership. Data for analysis were collected through questionnaires from 147 employees from October to December 2009. To test the hypotheses, structural equation model was employed. The research model was constructed through a single-method-factor approach in order to control the effect of an unmeasured latent common method biases. The model is shown as adequately fitting to the data. The results of the research are summarized as follows. First, Authentic Leadership hasa positive and significant effect on LMX and organization commitment, whereas Transformational Leadership has no effect on them. Authentic leader builds LMX relationship with an employee who has their values n d beliefs of a similar authentic leader through having role-making process and social exchange with each employee in order to achieve the goals of the organization. And authentic leader holds to remain in their organization of an employee on formation of trust with him or her through expressing their true thoughts and feelings as well as sharing information. In addition, authentic leader improves organizational commitment of an employee who identify with the goals of the organization through participating in the decision-making in order to collect a variety of views and opinions of an employee. On the other hand, transformational leader who has transformational appearance but lacks the authenticity and truthfulness of the inner and promote their own interests only, and exists in the gap between the usual skill and transformational leader's words and actions, doesn’t have positive effect on an employee attitudes and behaviors. Second, the mediating effects of LMX in the relationship between leadership (transformational and authentic) and organizational commitment were not verified. Authentic leader builds LMX relationship with an employee who has their values a nd beliefs of a similar authentic leader, but not effect on organizational commitment. So a variety of variables that connects between LMX and organizational commitment need to find. In conclusion of this study, authentic leadership is more effective a positive influence on LMX and organizational commitment then transformation leadership. Therefore, for developing authentic leadership, it is important for corporations to make an identification of leader goals and organizational goals, improve self-awareness through competing narratives, spread positive emotions and behaviors (positive emotion and behavioral model contagion), provide HR systems and methodologies. In order to have a positive impact authentic leadership on organizational commitment through LMX, More studies need to be conducted about the mediating effects of various mediating variables in the relationship between LMX and organizational commitment.

일관성 욕구가 소비자의 구전 후 태도변화에 미치는 영향: 만족에 대한 귀인과 추천보상의 역할

박기경 ( Kikyoung Park ),류강석 ( Gangseog Ryu ) 한국소비자학회 2016 소비자학연구 Vol.27 No.3

본 연구는 구전활동을 수행하는 것이 구전대상인 제품이나 서비스에 대한 전달자의 태도에 미치는 영향을 이해하기 위하여, 고객이 지닌 일관성 욕구의 수준과 구전의 원천인 만족경험에 대한 고객의 귀인유형이 어떤 상호작용을 하는지 실험적인 방법을 사용하여 고찰하였다. 또한 전통적인 형태의 구전뿐만 아니라 추천에 대하여 보상이 제공되는 보상된 구전 상황에서는 그 효과가 어떻게 달라지는지 탐구하였다. 본 연구모델에 의하면, 일관성 욕구가 높은 소비자는 자신의 구전활동에 대하여 일관성과 정당화를 중시하는 반면, 일관성 욕구가 낮은 소비자는 구전과정에서 자기중심편향이 활성화되는 것으로 제안하였다. 그리고 기업 관련 귀인의 만족경험에 대한 구전이 더욱 일관되고 정당화하기 쉽고, 고객 관련 귀인의 만족경험에 대한 구전이 자기중심편향에 더 적합할 것이며, 나아가 일관성 욕구 수준과 귀인유형이 일치될 때 태도강화 효과가 발생할 것으로 예상하였다. 실험결과를 요약해보면, 먼저 일관성 욕구가 높은 소비자는 기업 관련 요인으로 만족하여 구전을 할 때 서비스에 대하여 더욱 호의적인 태도를 형성한 반면, 고객 관련 요인으로 만족한 경험에 대한 구전은 전달자의 태도형성에 유의한 영향을 미치지 않았다. 반면, 일관성 욕구가 낮은 소비자는 고객 관련 요인으로 만족하여 구전을 할 때 더욱 호의적인 태도를 형성하였지만, 기업 관련 요인으로 만족한 구전은 태도형성에 유의한 영향을 발휘하지 않았다. 또한, 일관성 욕구가 높은 소비자가 기업 관련 요인으로 만족한 경험에 대하여 보상된 구전을 하는 경우, 자연적 구전보다 서비스에 대한 태도가 덜 호의적으로 나타났다. 즉, 추천보상을 자신의 구전행동에 대한 외적인 동기요인으로 지각함으로써 정당화가 어려워지고, 그 결과 구전의 태도강화 효과도 감소되었다. 반면, 일관성 욕구가 낮은 소비자는 보상된 구전에 대해서 차별적인 반응을 보이지 않았다. 본 연구결과는 기존의 공개선언 효과를 확장하고, 구전 및 귀인문헌에 대한 이해의 폭을 넓히며, 기업의 구전관리와 관련하여 실무적인 시사점을 제공한다. Word-of-mouth(WOM) has long been known to play important and various roles in the marketing and consumption process, and it started gaining more popularity among firms and scholars due to the recent emergences of new technologies like social network services. Although a substantial amount of knowledge has been accumulated regarding antecedents and consequences of WOM, we know much less about its impact on the communicator herself. It appears quite apparent to predict that it will affect her own attitudes or feelings about the product if a customer talks about her opinions or experiences of a product. Psychologists have already demonstrated these possibilities through public commitment effect -communicating one’s attitude in a verbal or written format makes it more extreme - and emotional recovery effect -expressing one’s emotions about negative experiences lessens negative feelings. In the marketing literature, Garnefeld, Helm, and Eggert(2011) show that the positive effect of WOM transmission behavior and the communicators’ brand loyalty is stronger for consumers with a low level of product knowledge, and Park and Ryu(2011) find that the emotional recovery effect of WOM varies by the motives of WOM. Understanding the effects of WOM participation on communicators also provides significant implications for the firms that pay attention to Customer Lifetime Value and Customer Relationship Management, which emphasizes the value of existing customers as well as new customers. In this research, the authors examine the roles that consumers’ need for consistency and attribution of satisfaction(i.e., locus of control) play in determining the relationship between WOM transmission and own attitude change, and study both traditional natural WOM and new rewarded WOM - a reward is offered in exchange for referral. Need for consistency is one of the most basic human motives; People desire to pursue a balance among their cognitive, affective, and behavioral responses. Individuals with a high level of need for consistency place greater weights not only on consistency but also justifiability of their and others’ responses. This tendency becomes stronger in public. In contrast, individuals with a low level of need for consistency consider self-enhancement motives more important. Among the three dimensions of Weiner’s(2000) attributional causes, the authors suggest that locus of control - whether company-related causes or customer-related causes -be closely associated with the different motives which individuals emphasize. That is, company-related causes of satisfaction will be perceived to be more legitimate and valid, and thus will provide easier justifications for one’s responses. On the contrary, customer-related causes are likely to be perceived to be more subjective and self-serving, and will be harder to justify the responses. Therefore, Hypothesis 1 posits that consumers high in need for consistency will show a more favorable attitude toward service after they engage in WOM transmissioner about their satisfying experiences attributable to company-related causes(vs. no WOM), whereas they will show no difference in the customer-related attribution condition. On the other hand, individuals low in need for consistency will formulate a more favorable attitude toward service after engaging in WOM transmission about their consumption experiences attributable to customer-related causes (vs. no WOM), whereas they will show no difference in the company-related attribution condition. Hypothesis 2 compares the impact of rewarded WOM with that of natural WOM. Since referral rewards will work as an additional extrinsic motive or elicit situational attributions for WOM, consumers will perceive it to be less legitimate and justifiable engaging in rewarded WOM behavior. This condition will be relevant only to consumers high in need for consistency, and their attitude will be become less favorable after WOM in the rewarded WOM compared to the natural WOM condition when they make company-related attributions for satisfaction. The authors conducted an experiment with 2(need for consistency: high vs. low) x 2(satisfaction attribution: company-related vs. customer-related) x 3(WOM type: natural WOM vs. rewarded WOM vs. no WOM) between-subjects design. The main dependent variable was communicator’s attitude toward service, and general emotion that the communicator experienced during WOM transmission was also measured for exploratory analysis. 293 college students participated in the experiment, and they were randomly assigned to one of the 12 conditions. Planned-contrasts were performed to test the hypotheses. As to Hypothesis 1, participants high in need for consistency showed a more favorable attitude when they had engaged in WOM about company-attributed satisfaction(vs. no WOM)(3.75natural WOM vs. 2.53no WOM; F(1, 281) = 8.82, p < .01), whereas engaging in WOM did not have any influence in the customer-attributed satisfaction condition (3.06natural WOM vs. 2.64no WOM; F(1, 281) = 1.03, p > .30). On the other hand, participants low in need for consistency showed a more favorable attitude when they had engaged in WOM about customer-attributed satisfaction(vs. no WOM)(3.68natural WOM vs. 2.91no WOM; F(1, 281) = 4.23, p < .05), whereas engaging in WOM had no effect in the company-attributed satisfaction condition (3.40natural WOM vs. 3.61no WOM; F(1, 281) = .25, p > .60). As for Hypothesis 2, participants high in need for consistency showed a less favorable attitude when they had engaged in rewarded WOM about company-attributed satisfaction(vs. natural WOM)(3.75natural WOM vs. 2.82rewarded WOM; F(1, 281) = 5.40, p < .05), whereas there was no difference in the responses among other conditions(high in need for consistency -customer-attributed satisfaction: 3.06natural WOM vs. 2.64rewarded WOM, F(1, 281) = .97, p > .30; low in need for consistency -company-attributed satisfaction: 3.40natural WOM vs. 3.46rewarded WOM; F(1, 281) = .02, p > .85; low in need for consistency -customer-attributed satisfaction: 3.68natural WOM vs. 3.52rewarded WOM; F(1, 281) = .17, p > .65). In addition, the result of emotion showed a similar pattern to that of attitude. In conclusion, the research findings make significant contributions to the literature by extending the public commitment effect to WOM domains with new moderators and by introducing indirect effects of attributions, and also offer insights to firms for their WOM strategy.

중학교 학생선수의 성취목표성향이 훈련태도 및 운동전념에 미치는 영향

김서호 ( Seoho Kim ),김병준 ( Byoung-jun Kim ) 인하대학교 교육연구소 2023 교육문화연구 Vol.29 No.4

본 연구는 중학교 학생선수의 성취목표성향이 훈련태도와 운동전념에 미치는 영향을 규명하고, 훈련태도와 운동전념을 향상시키는 기초자료를 제공하는데 목적이 있다. 본 연구의 목적 달성을 위하여 대한체육회 또는 협회에 등록되어 대회에 참가하며, 운동과 공부를 병행하는 중학교 학생선수 207명을 표본대상으로 설문조사를 실시하고, 설문에 불성실한 답을 한 17명을 제외한 190명으로 연구를 실시하였다. SPSS 26을 이용하여 분석 목적에 따라 탐색적 요인분석 및 신뢰도 분석, 일원분산분석, 상관관계분석, 중다회귀분석을 통해 다음과 같은 결론을 도출하였다. 첫째, 학년별 성취목표성향의 차이는 1학년보다 2학년의 과제성향이 높으며, 선수경력에 따른 성취목표성향의 차이는 유의한 차이가 없는 것으로 나타났다. 둘째, 과제성향이 높아질수록 긍정적인 훈련태도(성취, 흥미/열의)가 높아지며, 자아성향이 높아지면 부정적인 훈련태도(방관)가 높아진다. 셋째, 과제성향이 높아질수록 인지전념과 행위전념이 높아진다. 결론적으로 중학교 학생선수들은 과제성향이 높아질수록 훈련에 참여하는 긍정적인 태도나 운동전념이 향상되는 것을 알 수 있다. 따라서 지도자들은 선수들의 과제성향을 향상시켜준다면 선수들은 보다 긍정적인 태도 및 높은 전념을 보일 것이다. The purpose of this study was to investigate the effects of the middle school student athletes’ achievement goal orientation on training attitudes and sports commitments and to provide basic data to improve training attitudes and sports commitment. To achieve the purpose of this study, a survey was conducted on 207 middle school student athletes who are registered with Korean Sport & Olympic Committee or association, participated in the competition and both study and work out. This study was conducted with 190 players, excluding 17 who responded insincerely to the survey. Using SPSS 26, the following conclusions were drawn through exploratory factor analysis and reliability analysis, t-test, one-way analysis of variance, correlation analysis, and multiple regression analysis according to the purpose of the analysis. First, in analysis for the difference in achievement goal orientation by grade, task orientation is higher in the second grade than in the first grade. Second, as the task orientation increases, positive training attitudes (achievement, interest/enthusiasm) increase, and as ego orientation increases, negative training attitudes (overlook) increase. Third, as the task orientation increases, cognitive commitment and behavior commitment increase. In conclusion, it can be seen that the higher the task orientation of middle school student athletes, the better their positive attitude or sports commitment to participate in training. Therefore, if leaders improve their task orientation, players will show a more positive attitude and high commitment.