팀원의 참여와 직무만족 간의 관계에서 팀 업무유연성과 집단잠재력의 영향 = Effects of team's task flexibility and group potency at the relations between a team worker’s participation and job satisfaction

국문 초록 (Abstract)

팀 특성과 조직성과 간의 관계를 다룬 연구는 팀 맥락에서 종업원의 자율성과 참여 등을 촉진하는 이른바 ‘자율경영팀(self-managed work team)’ 구축이 주된 관심이 되고 있다. 이와 함께 팀의 자율경영적 특성이 어떻게 팀 구성원들의 참여와 직무만족 수준을 높이는가에 대한 연구는 궁극적으로 조직효과성 증진을 위한 팀 연구를 수행함에 있어 매우 중요하다 할 수 있다. 본 연구는 팀의 자율경영적 특성의 도입으로 인한 효과를 팀원의 참여와 직무만족 간의 관계를 통해 살펴보고, 이러한 관계에서 집단잠재력의 효과를 위계적 선형모형(HLM)을 통해 실증하는데 그 목적이 있다. 본 연구는 다음과 같은 측면에서 기존 연구와 차별화 된다. 첫째, 본 연구의 주제와 관련하여 개인이나 집단과 같이 설명하고자 하는 대상의 수준을 이론적 배경을 통해 살펴보았으며, 실제로 이론을 통해 파악한 수준, 자료를 측정한 수준 그리고 분석의 수준을 일치시키도록 하였다. 둘째, 팀 연구에서 요구되는 분석의 수준을 고려함과 동시에, 그 동안 실증이 부족했던 팀 수준의 특성인 집단잠재력의 효과를 확인하고, 이러한 집단잠재력이 구성원들의 참여와 직무만족 간에 어떤 영향을 미치는지를 알아보았다. 셋째, 팀 수준에서 팀 업무 유연성이 구성원 개인의 참여적 행동에 어떤 영향을 미치는지를 알아보았다. 넷째, 팀의 자율경영적 특성의 맥락에서 팀 수준의 변인 간의 영향력을 검증하기 위해, 팀 업무 유연성이 집단잠재력에 미치는 영향을 살펴보았다.
분석 결과 개인수준에서 참여는 직무만족에 유의한 정(＋)의 영향을 미치는 것으로 확인되었으며, 팀 업무유연성은 종업원의 참여적 활동에 유의한 정(＋)의 영향을 미치는 것으로 나타났다. 또한 위계적 선형 모형을 활용하여 팀 구성원들이 공유하는 집단잠재력의 인식 정도가 높을수록 개인의 직무만족 정도가 높아진다는 것을 확인하였다. 마지막으로 팀 업무유연성과 집단잠재력 간의 관계를 살펴본 결과, 두 변인은 서로 유의미한 정(＋)의 관계를 보였다.
본 연구에서 사용된 변인들은 팀의 자율경영적 특성을 구성하는 핵심 개념이라 할 수 있는데, 지금까지 이와 관련된 영향 관계를 집단수준에서 확인하는 연구가 거의 없었다는 점에 본 연구의 의의가 있다.

다국어 초록 (Multilingual Abstract)

The research dealing with the relations between the characteristic & performance of a team has put its major concern in the so-called ‘establishment of self-managed work team’ to promote employees’ self-management and participation in the context of a team. Together with this, it might be right to say that the research on how a team’s self-managed characteristic enhances the level of the team workers’ participation and job satisfaction is very important in carrying out the research on a team for ultimately enhancing organizational effectiveness. This research is aimed at looking at the effect produced by introducing a team’s self-managed characteristic through the relations between a team worker’s participation and job satisfaction, and proving the effect of group potency having a moderated effect in such relations through Hierarchical Linear Model. This research is differentiated from the existing ones from the following aspects: First, in regard to this study topic, this research looked at the level of the subject this study in tends to explain as an individual or group through theoretical backgrounds, and actually tried to coincide with the level grasped through theory, the level of data measurement, and level of analysis. Second, together with the consideration of the level of analysis required in research on a team, this research confirmed the effect of group potency which is the characteristic of a team level whose substantiation has not been sufficient all this while, and looked at what influence the group potency has on the relations between team workers’ participation and job satisfaction. Third, this research looked at what influence a team’s task flexibility at a team level has on individual team workers’ participatory behavior. Fourth, in an effort to verify the influence between the variables at a team level from the context of a team’s self-managed nature, this research also looked at the influence of a team’s task flexibility on group potency. As the result of analysis, it was found that participation at an individual level had a significant positive effect on job satisfaction while a team’s task flexibility had a significant positive effect on employees’ participatory behavior. In addition, through the hierarchical Linear Model, this research confirmed that the higher the awareness level of a team workers-shared group potency, the higher an individual worker’s job satisfaction. Lastly, as a result of looking at the relations between a team’s task flexibility and group potency, the two variables showed mutually significant positive relations.
The variables used in this research can be an essential concept comprising a team’s self-managing characteristic, and this researcher thinks that this study has its significance in that it’s rare to find other research works confirming the influential relations involved in the establishment of self-managed characteristic at a group level.

목차 (Table of Contents)

• 〈요약〉
• Ⅰ. 서론
• Ⅱ. 이론적 배경 및 가설
• Ⅲ. 연구방법
• Ⅳ. 연구결과
• Ⅴ. 결론
• 참고문헌

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