심리적 자본이 셀프리더십과 직무만족에 미치는 영향 = The Relationship among Psychological Capital, Self-Leadership and Job Satisfaction: The Mediating Effect of Self-Leadership

국문 초록 (Abstract)

본 연구는 은행 및 증권회사에 근무하는 조직구성원 243명을 대상으로 심리적 자본이 셀프리더십과 직무만족에 미치는 영향과 셀프리더십의 매개효과를 연구하였다. 이들의 영향관계를 분석하기 위해 구조방정식을 이용하여 검증하였다. 연구결과에 의하면, 심리적 자본은 셀프리더십과 직무만족에 정(+)의 영향을 미치는 것으로 나타났으며, 셀프리더십 역시 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 이에 따라 셀프리더십은 심리적 자본과 직무만족 간에 부분매개 역할을 수행하는 것으로 나타났다. 본 연구는 심리적 자본은 셀프리더십을 매개로 직무만족에 영향을 주는 새로운 모델을 제시하였다는 점에서 이론적 시사점이 있다. 또한 실무적으로, 기업은 조직구성원의 직무만족도와 셀프리더십의 수준을 제고하기 위해 개인의 잠재적인 역량과 강점을 개발하고 관리하여 우수한 인재를 양성해야 함을 시사한다. 이러한 연구결과를 바탕으로 시사점과 연구의 한계점 및 향후 연구방향이 논의되었다.

다국어 초록 (Multilingual Abstract)

This article reports the results of a study examining the relationships among psychological capital, self-leadership and job satisfaction with primary data from a sample of 243 employees of banks and securities companies. The main findings of the study are as follows: first, we found that psychological capital was positively associated with self-leadership and job satisfaction while there was also a positive relationship between self-leadership and job satisfaction. Second, our empirical analysis also shows that self-leadership partially mediated the relationship of psychological capital and job satisfaction. Thus, the hypothesis on the mediating role of self-leadership was supported. This study contributes to our understanding of job satisfaction of employees by suggesting an alternative analytical model, incorporating the role of psychological capital and self-leadership. This study suggests that developing innovative organizational climate and human resource management system are required for better job satisfaction and improving potential capability of employees.

목차 (Table of Contents)

• 〈요약〉
• Ⅰ. 서론
• Ⅱ. 이론적 배경과 가설
• Ⅲ. 연구방법
• Ⅳ. 실증분석
• Ⅴ. 결론 및 논의
• 참고문헌

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