코칭리더십과 직무성과 간의 영향관계 : 심리적 임파워먼트의 매개효과

나기현 한국전문경영인학회 2020 專門經營人硏究 Vol.23 No.4

본 연구의 목적은 조직 내 리더 및 관리자의 코칭리더십 행동이 구성원들의 직무성과에 영향을 미치는 경로를 연구함에 있어서 구성원들 심리적 임파워먼트의 매개효과를 확인하 는 데 있다. 또한 본 연구의 의의는 조직 내 리더 및 관리자의 코칭리더십 행동에 대하여 구성원들이 긍정적으로 인식하고, 이로 인해 심리적으로 임파워먼트가 되어서 그들의 태도 및 행동에 강하게 영향을 미치는 적합관계를 갖게 될 때 직무성과로 연계되는 통합적 인 틀을 제시하였다는 데 있다. 본 연구의 대상은 부울경 지역에 소재하는 제조 및 서비스 관련 중소업체에 근무하는 구성원들이며, 유효표본 220개를 수집하여 분석한 연구의 결 과를 다음과 같이 요약할 수 있다. 첫째, 코칭리더십의 4가지 구성요소들 중 오직 방향제 시 요소에서만 직무성과에 직접적으로 영향을 미치고 나머지 요소들(개발, 피드백, 관계 형성)에서는 직접 영향을 미치지 않는다는 것이다. 둘째, 코칭리더십의 구성요소들 중 방향제시와 개발요소에서만 구성원의 심리적 임파워먼트에 직접 영향을 미치는 것으로 나타났다. 셋째, 구성원의 내적동기를 유발하는 심리적 임파워먼트는 직무성과에 직접 아주 강하게 영향을 미친다는 것이다. 넷째, 코칭리더십의 구성요소들 중 방향제시 그리고 개발요소에서 직무성과와의 영향관계에 구성원의 심리적 임파워먼트가 매개효과가 있는 것으로 나타났다는 것이다. 이러한 검증결과는 조직 내 리더 및 관리자의 코칭리더십 행동이 어느 상황에서나 효과성을 발휘하는 것이 아니라 최소한 구성원들의 내적동기를 유발하는 심리적 임파워먼트와 적합한 관계를 가질 때, 구성원들의 직무성과를 유도할 수 있다는 것이다. 따라서 연구결과를 토대로 조직 내 리더 및 관리자들의 코칭리더십 역할행동을 위한 실용적 측면에서의 시사점을 제시하였다. The purpose of this study was to examine the effects of 4 elements of coaching leadership on job performance. Futhermore, the mediating effects of psychological empowerment in this relation was examined. Data were collected from 220 employees who had worked in manufacturing and service industry that located at East-South Area in Korea. The results showed as below: First, In 4 elements of coaching leadership, only the suggesting direction has effect directly on his or her job performance. Second, In 4 elements of coaching leadership, suggesting direction and providing development have an effect on his or her psychological empowerment. Third, psychological empowerment has an effect strongly on his or her job performance. Fourth, suggesting direction and providing development were mediated by psychological empowerment in the effect of 4 elements of coaching leadership on job performance. Theoretical and practical implications, limitations, and future research are discussed. Regardless of the limitation, The major contribution of this study was to suggest an integrative framework that leader's coaching leadership leads to his or her psychological empowerment, and that psychological empowerment lead to job performance.

국제 협상결과의 만족도에 문화적 차이의 이해정도가 미치는 영향에 관한 연구

나기현 한국기업경영학회 1998 기업경영연구 Vol.5 No.2

The purpose of this study was concerned with ① finding the relationship between the degree of cultural difference understanding and the overall satisfaction of negotiation result ② assessing how the overall satisfaction of negotiation result is affected by the degree of cultural difference understanding in the international business negotiation. In order to test present study, the following research hypotheses were formulated: hypothesis 1: there is a significant relationship between the overall satisfaction of negotiation result and the degree of cultural difference understanding. hypothesis 2: the overall satisfaction of negotiation result is affected by the degree of cultural difference understanding. The major findings of this study were as below: 1. As the correlation analysis, the results of the test show that one factor(ability of language understanding) was not found to have significant relationship between the overall satisfaction of negotiation result and the degree of cultural difference understanding at the .05 level. According to the results, the hypothesis 1 was accepted for 12 factors on the 13 factors. 2. As the multi-regressional analysis, the overall satisfaction of negotiation result got influenced by the two factor in the degree of cultural difference understanding. The influence of the two factor to the overall satisfaction of negotiation result was explainded as 46%(R^2). According to the results, the hypothesis 2 was accepted for 2 factors on the 13 factors.

협상의 단계별 준비정도와 협상결과의 만족도에 관한 연구

나기현 釜山外國語大學校國際通商硏究所 1998 國際經營論集 Vol.13 No.-

The purpose of this study was concern with ① finding the relationship between the degree of preparation for negotiation and the overall satisfaction of negotiation result ② assessing how the overall satisfaction of negotiation result is affected by the degree of preparation for negotiation in the buginess negotiation. In order to test present study, The following research hypotheses were formulated: Hypothesis 1: there is a positively significant relationship between the degree of preparation for negotiation and the overall satisfaction of negotiation result. Hypothesis 2: the overall satisfaction of negotiation result is affected by the degree of preparation for negotiation The major findings of this study were as below: 1. As the correlation analysis, the results of the test show that 10 factors were found to have positively significant relationship between the degree of preparation for negotiation and the overall satisfaction of negotiation result. But 2 factors on the 12 factors were found to have negartively significant relationship between the degree of preparation for negotiation and the overall satisfaction of negotiation result. According to the results, the hypothesis 1 was accepted for 10 factors on the 12 factors that were predicted for the degree of preparation for negotiation. 2. As the multi-regressional analysis, the overall satisfaction of negotiation result got influenced by the 2 factors in the degree of preparation for negotiation. The influence of the two factor to the overall satisfaction of negotiation result was explained as 76%(r²). According to the results, the hypothesis 2 was accepted for 2 factors on the 12 factors that were predicted for the degree of preparation for negotiation.

가축분뇨로부터 생성되는 매탄개스의 이용방안

나기현 대한양계협회 1980 월간 양계 Vol.12 No.4

통제의 위치와 임파워먼트가 조직몰입에 미치는 영향에 관한 연구

나기현 부산 외국어 대학교 2004 外大論叢 Vol.29 No.-

The present study was investigated that the impact of the locus of control and empowerment on organizational commitment in order to understand their work situation and contribute to grope for making a rational and effective management strategy. The major findings of this study were as below: 1. There was a significant relationship between psychological empowerment and perceived organizational empowerment in employees. 2. As the correlation analysis, 1) there were significant positive correlation between organizational commitment and psychological empowerment in employees. 2) there were significant positive correlation between organizational commitment and perceived organizational empowerment in employees. 3) there were significant negative correlation between organizational commitment and locus of control in employees. 3. As the multi-regression analysis, A statistically significant relationship(p<.0001) was found among all three predictors--locus of control, psychological empowerment, and organizational empowerment--with the criterion variable, organizational commitment. The influence of the three predictors to organizational commitment was explained as 62%(r²). Organizational empowerment predicted more than twice the variance in organizational commitment than the other two predictor variables.

공무원의 당위와 현실간의 부조화가 조직몰입도에 미치는 영향에 관한 연구

나기현 부산외국어대학교 사회과학연구소 1991 社會科學論叢 Vol.6 No.-

The present study tried to destermine the predictors of organizateonal commitment in public organization in order to understand the work situation and contribute to making a rational management strategy in motivational terms. Organizational commitment and the discrepancy between should be and reality were measured from 833 public employees(308 employees in central public organization and 525 employees in local public organization). The major findings of this study were as below : 1) Korean public employees experienced discrepancy between should be and reality from 46%(variety on the job) to 83%(salary) in 18 job factors. 2) Korean public employees perceived high behavioral commitment, while they perceived low attitude commitment than median. Also, in demographic data, there were siginificant difference in organizational commitment except educational level. 3) There was negatively significant correlation between organizatioal commitment and discrepancy in 18 job factors. Also, there was negative correlation 17 job factors in attitude commitment, while there was positive correlation 12 job factors in behavioral commitment. 4) The degree of organizational commitment gets very much influenced by the 6 factors (opportunity to use own ability and idea, class, interesting work, charge of other people, social recognition of public work, relationship with boss). In attitude commitment, 5 factors(feeling of accomplishment, salary, class, autonomy .and responsibility, interesting work) were important. However, in behavioral commitment, 8 factors(salary, working year, relationship with boss, social recognition of pulic work, class, fair public policy, charge of other people, working condition) were important. The researcher could get some meaningful conclusions from this study. First, public administrators try to change their leadership style and to develop managerial ability for motivating their employees. Second, public administrators try to develop new personnel promotion system and salary that depends on the harmony between ability and seniority. Third, public administrators try to reinforce spiritual education programs for their employee and them besause these programs related to psychological and behavioral commitment.

국제 협상결과의 만족도 증진방안에 관한 연구

나기현 부산 외국어 대학교 2000 外大論叢 Vol.21 No.1

The purpose of this study was concerned with ① finding the degree of cultural difference understanding and finding the degree of preparation for negotiation and the overall satisfaction of negotiation result ② assessing how the overall satisfaction of negotiation result is affected by the degree of cultural difference understanding and the degree of preparation for negotiation in the international business negotiation. The ten research hypotheses were formulated to test present study. The major findings of this study were as below: 1.As the correlation analysis in hypothesis 1, the results of the test show that one factor(ability of language understanding) was not found to have significant relationship between the overall satisfaction of negotiation result and the degree of culture difference understanding at the .05 level. According to the results, the hypothesis 1 was accepted for 4 factors on the 5 factors. 2.As the correlation analysis in hypothesis 2, the results of the test show that three factors were not found to have significant relationship between the overall satisfaction of negotiation result and the degree of nonverbal communication understanding at the .05 level. According to the results, the hypothesis 2 was accepted for 2 factors on the 5 factors. 3.As the correlation analysis in hypothesis 3, the results of the test show that four factors were found to have significant relationship between the overall satisfaction of negotiation result and the degree of preparation for vertical negotiation at the .05 level. According to the results, the hypothesis 3 was accepted for 4 factors on the 4 factors. 4.As the correlation analysis in hypothesis 4, the results of the test show that three factors were found to have significant relationship between the overall satisfaction of negotiation result and the degree of preparation for internal negotiation at the .05 level. According to the results, the hypothesis 4 was accepted for 3 factors on the 4 factors. 5.As the correlation analysis in hypothesis 5, the results of the test show that four factors were found to have significant relationship between the overall satisfaction of negotiation result and the degree of preparation for horizontal negotiation at the .05 level. According to the results, the hypothesis 5 was accepted for 4 factors on the 4 factors. 6.As the multi-regressional analysis in hypothesis 6, the overall satisfaction of negotiation result got influenced by the two factors in the degree of cultural difference understanding. The influence of the two factors to the overall satisfaction of negotiation result was explained as 46%(R2). According to the results, the hypothesis 6 was accepted for 2 factors on the 5 factors. 7.As the multi-regressional analysis in hypothesis 7, the overall satisfaction of negotiation result got influenced by the two factors in the degree of nonverbal communication understanding. The influence of the two factors to the overall satisfaction of negotiation result was explained as 31%(R2). According to the results, the hypothesis 7 was accepted for 2 facers on the 5 factors. 8.As the multi-regressional analysis in hypothesis 8, the overall satisfaction of negotiation result got influenced by the 1 factor in the degree of preparation for vertical negotiation. The influence of the one factor to the overall satisfaction of negotiation result was explained as 36%(R2). According to the results, the hypothesis 8 was accepted for 1 factor on the 4 factors that were predicted for the degree of preparation for vertical negotiation. 9.As the multi-regressional analysis in hypothesis 9, the overall satisfaction of negotiation result got influenced by the 2 factors in the degree of preparation for internal negotiation. The influence of the 2 factors to the overall satisfaction of negotiation result was explained as 33%(R2). According to the results, the hypothesis 9 was accepted for 2 factors on the 4 factors that were predicted for the degree of preparation for internal negotiation. 10.As the multi-regressional analysis in hypothesis 10, the overall satisfaction of negotiation result got influenced by the 2 factors in the degree of preparation for horizontal negotiation. The influence of the 2 factors to the overall satisfaction of negotiation result was explained as 43%(R2). According to the results, the hypothesis 10 was accepted for 2 factors on the 4 factors that were predicted for the degree of preparation for horizontal negotiation.

종업원의 기대와 현실간의 부조화가 직무만족에 미치는 영향의 고찰

나기현 釜山外國語大學校貿易經營硏究所 1990 貿易經營論集 Vol.6 No.-

The purpose of the present study was investigated the impact of discrepancy between employees' expectations and experience on employee job satisfaction for the effective management or optimizing human resources. Present study was answered about question of Yukl(1971), "what happens when discrepancies arise between expectation and reality?", as below: The discrepancy between expectation and experience on the job was caused directly one of the employee dissatisfaction. There are several symptoms of job dissatisfaction as below: influence demotivation and poor human relation, produce organizational conflict and internal stress of employee, and affecting higher probability of early turnover, tendency to withdraw from organization, high level of tardiness and absenteesim as problem behaviors so on. This study suggested several methods to decrease discrepancy between expectation and experience on the job for the effective management and optizing human resources in organization. 1. Employer (organization) must have to assess objectively what psychological needs employees seek to fulfill in their work-what their job expectations are. Also, employer must be considered the level of expectations, from assessing what their expectation are, that did not have the same effect on satisfaction for employees who had high level of expectations as it did for employees with average level of expectation. 2. For estabilishing realistic job expectation, employer must explain to all of employees some of the generalities about what life present openly and honestly the realities of the jobs under conditions. 3. Employer selects only those job candidates with realistic job expectation, and recognizes the importance of matching people jobs and organizations. Person-job matching should be involves matching individual abilities(developed and potential) with job required abilities and matching employee needs with need satisfaction potential of an organization. 4. Employer considers to change the job itself to better match what is expected by employees with changing the work experience of employees through the change a job's content, context, and career opportunities. 5. Employer (organization) must understand psychological contract, exactly and does get renegotiated frequently by both of employer and employee with changing organizational environment for mutual coexistence and coprosperity.

잡크래프팅, 성과몰입, 직무성과 간의 영향관계 : 직무자율성의 조절효과

나기현 한국전문경영인학회 2018 專門經營人硏究 Vol.21 No.4

The purpose of this study was to examine the influence relationship among job crafting, work engagement, and job performance. Futhermore, the moderating effects of job autonomy in this relationship was examined. Data were collected from 200 employees who had worked in manufacturing and service industry. The results showed as below: First, the job crafting has not effect directly on his or her job performance. Second, the jon crafting has an effect on his or her work engagement. Also, work engagement has an effect strongly on his or her job performance. Third, the effect of job crafting on job performance was mediated by work engagement. Fourth, the effect of job crafting on work engagement was moderated by perceived job autonomy. Moderating analysis reveled that mediating effect of work engagement was stronger when employees perceived they had autonomy in their job. Theoretical and practical implications, limitations, and future research are discussed. Regardless of the limitation, The major contribution of this study was to suggest an integrative framework that employee's job crafting leads to his or her work engagement, and that work engagement lead to job performance.

새마을 運動에 대한 分析的 考察 : 大學生의 參與意識을 中心으로

나기현 충남대학교 교지편집위원회 1975 寶雲 - 충남대학교 Vol.- No.5