신입사원의 이직의도에 영향을 미치는 작업환경 변수에 관한 연구

탁진국,이동하,박지현,김현해,정병석,Tak, Jin-Kook,Lee, Dong-Ha,Park, Ji-Hyun,Kim, Hyun-Hae,Jung, Byung-Suk 한국통계학회 2008 응용통계연구 Vol.21 No.3

본 연구는 신입사원들의 이직의도에 영향을 미치는 작업환경 변수가 무엇인지를 파악하기 위하여 실시되었다. 본 연구를 위해 현 직장이 첫 직장이며 근속기간 6개월 이내인 901명의 신입사원들을 대상으로 온라인 설문을 실시하였다. 다중회귀분석을 통하여 신입사원들의 이직의도에 미치는 작업환경 변수를 분석한 결과 직무부합, 임금불만, 복리후생 불만, 회사에서의 비전, 의사결정참여, 현실적 직무안내, 상사불만, 동료관계, 그리고 업무환경 등의 9개 변수가 유의한 영향을 미치는 것으로 나타났다. 다중회귀분석 과정에서 기업유형과 고용형태가 이직의도에 유의한 영향을 미치는 것으로 나타나 전체 조사대상자들을 중소기업과 대 기업으로, 또한 정규직과 비 정규직으로 구분하여 동일한 회귀분석을 실시한 결과 기업유형과 고용형태에 따라 이직의도를 설명하는데 유의 한 영향을 미치는 변수들은 다소 차이가 있었다. 본 연구의 시사점과 미래 연구에 대해 논의하였다. This study was intended to examine various work and environmental variables explaining newcomers' turnover intentions. Data were collected from 901 newcomers using online survey. Results of multiple regression analyses showed that individual-job fit, reward dissatisfaction, fringe benefit dissatisfaction, vision in organization, participation in decision making, realistic job preview, leader dissatisfaction, co-worker relationship and work environment explained significant variances of turnover intentions. Data were classified into full-time and part time employees based on employment type and into a large and a small-medium company based on company size. There were small differences in significant variables explaining turnover intentions based on company size as well as employment type. Finally implications and future research were discussed.

사무직 직급에 따른 직무스트레스에 미치는 요인

탁진국,홍현숙,이강숙,Tak, Jin-Kook,Hong, Hyun-Sook,Lee, Kang-Sook 대한예방의학회 2002 예방의학회지 Vol.35 No.2

Objectives : This study was intended to investigate the differences of job stressors between managers and low level employees among white-collar workers. Another objective of this study was to examine whether the effects of job stressors on mental health differ between the two groups. Methods : Data was obtained from 204 managers and 258 low level employees who were employed in white-collar jobs. Fourteen job stressors and seven job stress variables were measured. Results : Among the 14 job stressors, role overload, job insecurity, and work-family conflict were higher job stressors for the manager group whereas role conflict, work-aptitude incongruity, participation in decision making, and promotion problems were higher job stressors for the low level of employees. There were no differences in job stress scores between the two groups. However, differences in the effects of job stressors on job stress were found between the two groups. For the manager group, job insecurity, work-aptitude incongruity, and work-family conflict significantly affected in explanation of job stress whereas for the low level employees, role underload, peer satisfaction, and environmental problems significantly explaining the job stress variables. Conclusions : There were significant differences in job stressors between managers and low level employees among white-collar workers. Additionally there were differences in the effects of job stressors on job stress between the two groups.

창의적인 종업원을 만드는 방법에 관한 연구

탁진국(Jin Kook Tak) 광운대학교 인문사회과학연구소 1998 인문사회과학논문집 Vol.27 No.-

혁신 리더십 척도 개발 및 효과성 검증

탁진국 ( Jin Kook Tak ),김찬모 ( Chan Mo Kim ),조은현 ( Eun Hyun Cho ) 한국지식경영학회 2008 지식경영연구 Vol.9 No.1

The present study investigatesthe reliability and validity of the innovation leadership scale. Originally the seven factors with 25 items were developed through literature review. With a sample of 177 employees in a large company, the results of factor analyses showed that the five-factor model with 14 items had a better fit to the data than the seven-factor model. These five factors were innovativeness pursue, problem solving, vision presentation, risk-taking, and showing initiative. All of these factors were significantly related to various criteria such as identification with the group, attachment to the group, organizational commitment, and supervisor satisfaction, confirming criterion-related validity of the scale. Results of multiple regression analyses showedthat risk taking and showing initiative were more important predictors in explaining criteria. Finally, implications and limitations were discussed. The findings suggest that the key factors of innovation leadership were initiative and risk-taking.

직무스트레스의 이해

탁진국(Jin-Kook Tak) 대한스트레스학회 2004 스트레스硏究 Vol.12 No.1

조직심리학관점에서 분석한 국내 기업의 경영기법 ; 1994 년 ~ 1996 년을 중심으로

탁진국(Jin Kook Tak) 광운대학교 인문사회과학연구소 1997 인문사회과학논문집 Vol.26 No.-

직무요구와 직무스트레스 관계에 대한 팀의 관계중시풍토의 조절효과

김현해,탁진국,Kim, Hyun-Hae,Tak, Jin-Kook 한국통계학회 2010 응용통계연구 Vol.23 No.3

본 연구는 직무스트레스 분야에서 가장 널리 연구 된 직무요구-통제 모형을 팀 수준으로 확대하여 개인 수준에서의 직무요구와 직무스트레스간의 관계를 재검증 하고, 이 관계를 조절하는 사회적 지지를 팀의 풍토로서 정의하여 팀 수준의 조절효과를 검증하는데 목적이 있다. 자료는 다양한 성격의 19개 조직의 34개 팀에서 수집하였으며 분석 결과, 개인 수준에서 직무요구가 직무스트레스를 유의하게 예측하였으며, 팀의 관계중시풍토는 직무요구와 직무스트레스간의 관계를 조절하는 것으로 나타났다. 또한 팀의 관계중시풍토는 리더의 개인배려행동과 유의하게 관련되었다. 마지막으로 본 연구의 제한점과 시사점 그리고 미래 연구에 대해 논의하였다. The Demand-Control model has been one of the most popular theoretical models to explain job stress. This study extends the Demand-Control model to the team level and examines the relationship between job demand and job stress to tests the moderating effect of the `team relationship climate' on the relationship between job demand and job stress. Data were collected from 34 teams across 19 organizations and analyzed using HLM. The results showed that job demand was significantly related to job stress. Based on the team level analysis, the team relationship climate was found to moderate the relationship between job demand and job stress. In addition, the consideration behavior by the leader was significantly correlated with the team relationship climate. Finally the theoretical and practical implications and limitations of this study were discussed.

조직공정성과 종업원 행동과의 관계: 최고경영자 및 상사에 대한 신뢰의 매개효과

조은현,탁진국,Cho, Eun-Hyun,Tak, Jin-Kook 한국통계학회 2009 응용통계연구 Vol.22 No.3

본 연구는 최고경영자신뢰와 상사신뢰를 구분하고, 이러한 신뢰의 유형이 조직공정성과 종업원 행동 간의 관계에 미치는 매개효과를 구조방정식모형으로 검증하였다. 국내 18개 회사 4,055명을 대상으로 자기보고식 설문조사를 실시하고 AMOS 구조방정식 모형으로 분석하였다. 연구결과, 분배공정성과 절차공정성 모두 상사신뢰보다 CEO신뢰에서 높은 상관을 보였다. 또한 CEO신뢰와 상사신뢰는 조직공정성과 종업원 행동 간의 관계를 완전매개 하였다. 특히 절차공정성은 분배공정성 보다 CEO신뢰와 상사신뢰에 더 큰 영향을 미치는 것으로 나타났다. 그러나 신뢰의 유형이 종업원 행동에 미치는 영향은 차이가 없는 것으로 나타났다. 미지막으로 연구결과를 토대로 본 연구의 학문적 의의 및 실무적 시사점 그리고 제한점과 미래연구 과제에 대해 논의하였다. This study was intended to examine the mediating roles of trust in CEO and supervisor on the relationships between organizational justice and employee behaviors. Data were collected from 4,055 employees across 18 different companies in Korea. Employees were asked to answer on a self-reported questionnaire. The two dimensions of organizational justice (i.e. procedural justice and distributive justice) were used. Employee behaviors were measured using counter-productive behavior and organizational citizenship behavior. Data were analyzed using a structural equation model. The hypothesized fully mediated model better fitted the data. Relative to distributive justice, procedural justice was more strongly related to both trust in CEO and trust in supervisor. But there were no significant differences in the degree of relationships between the two dimensions of trust and the two types of employee behaviors. These results showed that procedural justice is more important in enhancing trust in leader.

공무원 팀장의 코칭리더십, 자기효능감, 직무만족 향상을 위한 융합형 의사소통 역량향상 코칭 프로그램 영향력 연구

박은희(Park, Eun Hee),탁진국(Tak, Jin Kook) 한국전시산업융합연구원 2021 한국과학예술융합학회 Vol.39 No.1

본 연구의 목적은 융합형 의사소통 역량 향상 그룹코칭프로그램이 공무원 팀장들의 의사소통 역량, 코칭리더십, 자기효능감, 직무만족과 대인관계 스트레스에 미치는 효과를 검증하는 것이다. 이를 위해 지방 교육행정기관의 팀장으로 근무하고 있는 지방교육행정직 6급 공무원 34명이 참여하였고, 실험집단 17명과 통제집단 17명으로 나누어 그룹 코칭을 진행하였다. 실험집단 17명을 대상으로 4개 그룹으로 나누어 의사소통 역량 향상 그룹 코칭 프로그램을 2주 간격으로 1회 90분씩 5회기 과정으로 진행하였다. 코칭 효과성을 검증하기 위하여 실험집단과 통제집단 모두에게 사전, 사후, 추후 검사를 실시하였다. 취합된 자료는 SPSS 22.0을 이용하여 두 집단의 동질성을 확인한 후에 사전, 사후 시점과 실험, 통제 집단 간 상호작용 효과를 검증하였다. 분석 결과 의사소통 역량 향상 그룹 코칭 프로그램 실시 후 팀장의 의사소통역량, 코칭리더십, 자기효능감, 직무만족과 대인관계 스트레스에서 유의미한 효과가 나타났다. 또한 코칭프로그램 종료 후 1개월 시점에서도 프로그램의 효과가 지속된 것으로 나타났다. 본 연구를 통해 공무원팀장의 의사소통 역량 향상을 위한 그룹 코칭 프로그램은 팀장의 의사소통 역량, 코칭리더십, 자기효능감, 직무만족을 향상시키고 대인관계 스트레스를 감소시킨다는 것이 검증되었다. 마지막으로 본 연구의 의의와 제한점, 추후 연구를 위한 제안 등에 대하여 논의하였다. The purpose of this study was to examine the effects of a convergence group coaching program for improving communication competency on communication competency, coaching leadership, self-efficacy, job satisfaction, & interpersonal stress for 6th grade-civil servant team leaders. 34 local education administrative 6th grade civil servants who are working as team leaders of local education administrative agencies participated in the group coaching program. The participants were dividing into 17 for the experimental group & 17 for the control group. The experimental group was divided into 4 sub-groups, & the group coaching was conducted in 5 sessions, 90 minutes each, once every two weeks. In order to verify the effects of the coaching, pre-test, post-test, & follow-up tests were conducted on both the experimental & control groups. The results of analyses showed that there were significant effects in the team leader"s communication competency, coaching leadership, self-efficacy, job satisfaction & interpersonal stress. In addition, it was found that the effect of the coaching program continued even one month after the end of the coaching program. Through this study, it was verified that the group coaching program improves the team leader"s communication competency, coaching leadership, self-efficacy, job satisfaction, and reduces interpersonal stress. Finally the significance and limitations of this study, and suggestions for future research were discussed.

부모의 코칭리더십이 고등학생 자녀의 그릿에 미치는 영향: 심리적 임파워먼트의 매개효과

조은별 ( Eun-byul Cho ),탁진국 ( Jin-kook Tak ) 한국청소년학회 2022 청소년학연구 Vol.29 No.11

The purpose of this study is to elucidate the causal mechanism that parental coaching leadership leads to children's grit through psychological empowerment for high school students, and the mediating effect of psychological empowerment in the relationship between parental coaching leadership and grit was investigated. For this purpose, parental coaching leadership, psychological empowerment, and grit were measured for 313 high school students across the country. For data analysis, mediating effects were verified using SPSS 25.0 SPSS Macro Process 4.1. As a result of the study, it was found that psychological empowerment had a mediating effect on the relationship between parental coaching leadership and grit. This study is the first study on parental coaching leadership, and it is meaningful in that it is the first study to reveal that coaching leadership mediates psychological empowerment and affects grit even in the relationship between parents and children, not at work. The results of this study suggest that education and experience should be provided to improve the psychological empowerment of high school children along with the development of programs to improve parents' coaching leadership and the spread of coaching culture in the home.