The Effect of Self-Efficacy on the Relationship between Employees` Self-Leadership Strategies and Building a Learning Organization

국문 초록 (Abstract)

본 연구는 조직구성원의 셀프리더십 전략이 학습조직 구축에 미치는 영향과 셀프리더십과 학습조직의 관계에서 자기효능감의 매개효과를 분석하였다. 국내 5개의 기업에서 총 211명의 설문응답을 표본으로 회귀분석을 실시하였다. 연구결과, 조직구성원의 셀프리더십 전략은 학습조직의 사람영역과 구조영역 모두에 정(+)의 유의한 영향을 미쳤으며, 자기효능감은 셀프리더십과 학습조직의 사람영역에서 부분 매개효과를 보이는 것으로 나타났다. 이는 조직구성원의 셀프리더십 수준이 높을수록, 학습조직 구축의 정도가 높다는 것을 의미할 뿐만 아니라, 자기효능감을 통해 셀프리더십 전략이 학습조직 구축에 기여한다고 볼 수 있다. 본 연구의 결과는 학습조직에서 조직구성원의 내적동기가 조직구성원뿐만 아니라 조직의 시스템에도 영향을 미치고 있음을 시사하고 있다. 따라서 HRD 실무자들이 조직이나 교육 과정 개발 시, 조직구성원의 내적동기를 활용함으로써 지식창출과 공유를 통한 성과향상을 기대할 수 있을 것이다.

다국어 초록 (Multilingual Abstract)

The purpose of this study is to investigate the effect of employees` self-leadership strategies on building a learning organization and the mediating effect of self-efficacy on the relationship between self-leadership and learning organization. The results, based on a regression analysis of 211 employees, revealed that employees` self-leadership strategies had a positive effect on building a learning organization and self-efficacy partially mediated the relationship between self-leadership and learning organization. The findings highlight the fact that consideration of self-leadership ability and self-efficacy is a promising addition to building a learning organization and organizational development. Human resource development and organization development specialists can support self-leadership and self-efficacy in employees` performance levels by introducing the relevant practices.

목차 (Table of Contents)

• I. Introduction
• II. Literature Review and Hypothesis Development
• III. Methodology
• IV. Results
• V. Discussions and Implications

참고문헌 (Reference)

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