멘토링 연결망 특성의 선행요인과 효과에 관한 연구 : 사회 연결망 이론을 중심으로

국문 초록 (Abstract)

경력 및 근무환경의 변화로 인하여 오늘날 멘토링 관계는 상급자, 동료 뿐 아니라 후배까지 포함하는 다양한 복수 개발조력자들과의 연결망(network) 형태로 변화하고 있다. 지속적인 기술변화나 직무불안정 현상 등으로 인해 더 이상 한 명의 연장자 멘토에게만 개발 지원 기능을 의존할 수 없게 되었기 때문이다. 멘토링 관계가 개인과 조직 모두에게 유용한 인재개발 도구이며, 인적자원들 간의 관계를 활용한 중요한 사회적 자본이라는 데에는 연구자들 사이에 의견수렴이 이루어지고 있으나, 그 선행요인 및 결과변인에 대해 조명해 보려는 구체적인 시도는 아직 일어나지 않고 있다.
본 연구에서는 이러한 문제의식을 기초로, 멘토링 이론과 사회 연결망 이론을 연결시킴으로써 아직 탐구되지 않은 멘토링 연결망 연구영역을 포괄적으로 규명하고자 한다. 그러기 위해 사회 연결망 이론이 진화해 온 것과 동일한 과정에 따라, 멘토링 연결망의 개념정립에서 출발하여 그 연결망 특성이 제공하는 효과와 선행요인에 대해 차례로 살펴보고자 한다. 본 논문에서 멘토링 연결망이란 ‘프로테제의 경력에 관심을 가지고 경력기능 및 심리사회기능을 제공해 준다고 프로테제가 거명한 일단의 사람들’로 정의된다. 본 연구의 세부 목적은 다음과 같다.
첫째, 멘토링 연결망 개념을 보다 구체적으로 정의하고, 멘토링 연결망 특성은 무엇인지를 규명한다.
둘째, 멘토링 연결망 특성이 멘토링 기능에 미치는 영향을 탐구함으로써, 프로테제에 대한 영향 차원에서 멘토링 연결망 특성의 효과를 밝힌다. 이 과정에서 멘토링 연결망이 실재하며, 개별 프로테제마다 보유하고 있는 연결망 특성이 다양함을 확인한다. 사회 연결망의 효과를 설명하는 데에는 다음과 같은 세 가지 관점이 있다. 첫째, 일 대 일의 강한 유대관계와 유사성을 바탕으로 한 배태성 관점(embeddedness perspective), 둘째, 외부로부터 중복되지 않은 다양한 정보의 흐름에 접할 수 있게 연결망을 확장해야 한다는 다양성 관점(diversity perspective), 셋째, 배태성 관점과 다양성 관점이 혼합되었을 때 효과적이라는 혼성 관점(hybrid perspective) 등이다(Baker, 1990). 본 논문에서는 이 세 가지 관점들 중에서 배태된 관계로만 이루어지거나 다양한 관계들로만 이루어진 연결망보다, 두 유형이 통합된 형태의 연결망이 효과적이라는 혼성관점을 통해 멘토링 연결망 특성의 효과에 대해 설명한다.
셋째, 개인의 성격 유형별로 어떤 멘토링 연결망을 형성하는지, 개인의 성격요인이 멘토링 연결망 특성에 미치는 영향을 파악한다. 사회 구조의 강조로 인해 연결망 분석에서 개인 성격의 중요성이 간과되어 왔는데, 본 연구는 자기감시 성향, 성실성, 신경증적 성향, 외향성 같은 성격요인들이 멘토링 연결망 특성에 영향을 미친다고 보고 있으며, 그 관계 양상을 규명하고자 한다.
이러한 목적 하에 선행 연구들에 대한 이론적 고찰을 토대로 연구모형과 연구가설들이 도출되었다. 본 연구에서는 가설 검증을 위해, 1개 조직 내부의 군 관리자 213명을 대상으로 연결망 측정 설문조사 및 일반 설문조사를 실시하였다. 수거된 127부 중 113부가 자료분석에 사용되었으며, UCINET 6를 통한 사회 연결망 분석과 위계적 회귀분석을 실시하였다.
본 연구의 결과는 다음과 같다.
우선 문헌연구를 통해 연결망의 크기, 관계 강도, 연결망 범위 등 세 가지 특성이 멘토링 연결망의 특성으로 파악되었다. 또한 멘토링 연결망이 실재하며, 프로테제 별로 지니는 연결망 특성이 다양함이 확인되었다.
이어서 멘토링 연결망 특성과 멘토링 기능의 관계에 대한 검증 결과, 멘토링 연결망의 관계 강도와 연결망 범위가 멘토링의 경력 기능 및 심리사회기능 모두와 정(+)적 관계를 지니는 것으로 나타났다. 이러한 결과는 사회 연결망 이론에서 중요한 의미를 지니며, 개인이 강한 관계와 광범위한 자원을 동시에 이용할 수 있음을 시사한다. 배태된 관계와 연결적 관계를 함께 추구할 수 있다는 이러한 결과는 사회 연결망의 효과를 설명하는 혼성 관점에서 주장하는 바와 일치된다. 그러나 기대했던 멘토링 연결망 크기와 멘토링 기능 사이의 역U형의 관계는 나타나지 않았으며, 심리사회기능의 경우에는 연결망 크기와 부(-)적 관계를 보였다.
다음 단계로 분석된 개인의 성격과 연결망 특성의 관계에 대한 검증 결과, 자기감시 성향은 멘토링 연결망의 관계강도와 부(-)적 관계를 지니는 것으로 나타났다. 이는 자기감시 성향이 높은 사람들이 대인 관계에 대한 투자를 최소 비용으로 유지하려고 한다는 선행 연구들의 결과와 일치된다(Snyder, Gangestad, & Simpson, 1983). 그러나 자기감시 성향과 연결망 크기 및 범위의 관계에 대한 가설들은 지지되지 않았다. 성실성의 경우에는 성실성이 높을수록 관계 강도는 강하고, 범위는 좁은 멘토링 연결망을 형성하는 것으로 나타났으며, 신경증적 성향의 경우에는 관계 강도와 범위 모두에 대해 부(-)적 영향을 미치는 것으로 밝혀졌다. 그러나 외향성에 대한 가설들은 지지되지 않았다.
이들 결과를 종합해 보면, 멘토링 연결망 특성과 멘토링 기능의 관계에 있어서는 멘토가 몇 명인가 보다는 그 멘토들이 어떤 원천에 속하는가(연결망 범위)와 그 멘토와 내가 어떤 관계를 형성하는가(관계 강도)가 멘토링 연결망 특성의 중요한 예측자인 것으로 나타나고 있다. 개인의 성격과 멘토링 연결망 특성의 관계에 있어서는, 개인의 성격이 연결망 크기보다는 멘토링 연결망의 범위나 관계 강도에 대해 주효과를 지니는 것으로 나타나고 있다. 또한 성실성과 정서적 안정성(낮은 신경증적 성향)과 같이 안정된 관계의 유지에 관계되는 성격특성들이 멘토링 연결망 특성의 주요 선행요인임을 보여준다.
본 연구의 이론적 의의는 멘토링 이론 측면과 사회 연결망 이론 측면 모두에서 찾아 볼 수 있을 것이다. 본 연구는 멘토링 연결망의 실재를 확인하고 그 개념을 정립하는데 이론적으로 기여하고 있으며, 멘토링 이론의 연구 영역을 사회 연결망 이론에까지 확장시키는데 일조 할 수 있을 것으로 기대된다. 사회 연결망 이론 측면에서는 그동안 탐구되지 않은 영역으로 남아있던 멘토링 연결망을 그 형성에서 효과까지 포괄적으로 고찰하고 있다는 의미를 지닌다. 본 연구는 배태된 관계와 연결적 관계가 함께 존재할 때 더욱 효과적이라는 혼성 관점에서 연결망의 효과를 설명하는 새로운 연구흐름에 속한 연구이며, 또한 구조를 개인의 성격이라는 미시 조직론과 연결시키고 있다는 점에서 이론적 의미를 지닌다.
본 연구의 의의는 실무적 차원에서도 찾아볼 수 있을 것이다. 개인 수준에서 효율적 멘토링 연결망 구조에 대한 이해를 토대로, 개인의 멘토링 연결망 개발 방향에 대한 시사점을 제공해 준다. 조직 수준에서는 조직 내 비공식 관계 뿐 아니라 공식 멘토링 제도와 관련하여 다양한 형태의 연결망 전략을 수립하는데 도움이 되는 시사점을 제공할 수 있을 것으로 기대된다. 이러한 효과는 소수집단을 지원하기 위한 정부 차원의 다양한 멘토링 프로그램에도 적용될 수 있을 것이다.

다국어 초록 (Multilingual Abstract)

Due to increasing interest in leveraging human and social capital within organizations, informal and formal mentoring have gained the attention of academicians and practitioners as potentially critical developmental tools. Recently, scholars have begun to consider mentoring relationships as multiple developmental networks including senior colleagues, peers, and even subordinates. Changes in the current career environment due to the flattening of organizational structures and the diversification of organizational membership suggest that people need to rely on a broader group of individuals for developmental supports. In this dissertation, mentoring network is defined as the set of people a protege names as taking an active interest in and action to advance the protege's career by providing career-related and psychosocial functions.
Yet despite the recognition among researchers that mentoring relationship is a type of important social capital, there is not much understanding about the antecedents and consequences of mentoring network properties. This dissertation explores the emergent areas concerning mentoring networks by combining mentoring theory to social network theory. Following the same process as the evolution of social network theory, the study will focus first on the clarification of the definitions and the properties of mentoring networks. Then, it will discuss the consequences for proteges of having different type of mentoring networks and finally, the antecedents to the formation of a specific type of mentoring network.
The study has following objectives:
First, to identify mentoring network properties to define the construct of mentoring networks. While many researchers have examined the effects of receiving mentoring assistance from single primary mentor, studies on multiple concurrent developmental relationships, as examined here, are rare.
Second, to examine the relationships between mentoring network properties and the career-related as well as psychosocial functions received from mentoring relationships. Social network research has suggested three distinct perspectives on the effects of social network: (1) the embeddedness perspective that emphasizes the benefits of social capital resulting from embedded ties, (2) the diversity perspective, that emphasizes the benefits of social capital resulting from linking ties, and (3) the hybrid perspective, that suggests that integrated networks combining embedded and diverse ties tend to be more beneficial than networks composed of all embedded or all diverse ties(Baker, 1990). I argue that the hybrid perspective permits more flexible explanations for the functioning of mentoring networks. In this regard, I predicted and interpreted the relationships between the variables based on the hybrid perspective.
Third, to examine how the individual personal attributes affect the creation of mentoring networks. The emphasis on social structure in social networks research has resulted in neglecting the importance of individual personalities in network analysis. However, this study aims to show how four personality traits including self-monitoring, conscientiousness, extraversion and neuroticism affect the mentoring network properties created by individuals.
Both qualitative and quantitative methods were used to investigate the above research objectives: the former to induce theoretical arguments about the relationships among variables, and the latter to test these relationships. The questionnaire survey was the primary source of data collection. Questionnaire was designed to identify proteges' egocentric networks of informal mentoring relationships and to obtain attribute data. Survey was conducted to 213 military officers in one organization and in total, 59 % or 127 members in the target sample returned questionnaires among which a total of 113 have been used for analysis. To test hypothesis, social network analysis using UCINET 6 as well as hierarchical regression analysis were performed.
The results of study are summarized as follows :
The results of qualitative research confirm that the three dimensions, namely network size, relationship strength, and network range, form the basis of mentoring network properties.
The results of analysis support for the hypotheses predicting that both career and psychosocial functions are positively related to range and relationship strength of their mentoring networks. These results support the ideas that individuals can benefit from simultaneously having strong ties and broad resources, as suggested by researchers supporting hybrid perspective on the outcomes of social networks. However, the predicted inverted-U-shaped relationships between size and mentoring functions were not found. The results indicated a negative relationship rather than inverted-U-shaped one between size and psychosocial functions.
Regarding the relationship between personality and network properties, the results showed that high self-monitors, relative to low self-monitors, tend to establish weaker mentoring ties. But the hypothesis referring to size and range were not supported. Besides, conscientiousness was found to have positive relationship with relationship strength and negative relationship with range. Neuroticism was negatively related to both range and to relationship strength. The predictions for extraversion were all rejected.
This study has both theoretical and practical implications. Theoretically, it contributes not merely to the mentoring literature, but to the literature on social networks. The results empirically showed that both embedded networks and linking networks appear to have important benefits on mentoring functions. This study is one of only a few that have investigated the relationship between network structure and individuals' personality traits. Although research on social networks has focused on a range of economic outcome variables, there has been relatively little research relating network structure to variables traditionally investigated in organizational behavior research.
This dissertation offers some practical implications, too. For individuals, understanding the opportunities and constraints involved in developing different mentoring networks will lend insight into future career development opportunities. Organizations could gain insight into both positive and negative implications for networking strategies, especially for developing or encouraging different mentoring programs. Some of the ways that organizations can expedite the building of these mentoring networks could be realized using the results of this study: for example, install formal mentoring programs and hold social gatherings that allow for networking opportunities. Finally, the results offered by the study may be useful in supporting minority groups including women by means of diverse mentoring programs at the level of National Human Resource Development.

목차 (Table of Contents)

• 목차
• 논문개요 = ⅶ
• Ⅰ. 서론 = 1
• A. 문제제기 및 연구의 목적 = 1
• B. 연구의 절차 = 7
• C. 논문의 구성 = 8
• Ⅱ. 이론적 고찰 = 10
• A. 멘토링 관계와 사회 연결망 이론 = 10
• 1. 멘토링 연결망의 개념 = 10
• 2. 멘토링 연결망의 특성 = 16
• 가. 연결망 크기 (size) = 17
• 나. 관계 강도 (strength) = 20
• 다. 연결망 범위 (range) = 21
• B. 멘토링 연결망 특성의 효과에 관한 이론적 고찰 = 24
• 1. 사회 연결망의 효과에 관한 세 가지 관점 = 24
• 가. 배태성 관점(Embeddedness perspective) = 26
• 나. 다양성 관점(Diversity perspective) = 27
• 다. 혼성 관점(Hybrid perspective) = 27
• 2. 멘토링 연결망 특성의 효과 = 30
• 가. 멘토링 기능(Mentoring functions) = 30
• 나. 혼성 관점과 멘토링 연결망 특성의 효과 = 34
• C. 멘토링 연결망 특성의 선행요인으로서 성격에 관한 이론적 고찰 = 37
• 1. 멘토링 연결망 특성의 선행요인 = 37
• 2. 성격과 멘토링 연결망 특성 = 38
• 가. 자기감시 성향 (Self-Monitoring) = 44
• 나. 성실성(conscientiousness) = 47
• 다. 신경증적 성향(neuroticism) = 48
• 라. 외향성(extraversion) = 50
• Ⅲ. 연구모형 및 연구가설 = 51
• A. 연구모형 = 51
• B. 연구가설 = 55
• 1. 멘토링 연결망 특성과 멘토링 기능의 관계에 관한 연구가설 = 55
• 가. 멘토링 연결망 특성과 경력기능의 관계 = 55
• 나. 멘토링 연결망 특성과 심리사회기능의 관계 = 58
• 2. 프로테제의 성격과 멘토링 연결망 특성의 관계에 관한 연구가설 = 61
• 가. 성격과 연결망 크기의 관계 = 61
• 나. 성격과 관계 강도의 관계 = 63
• 다. 성격과 연결망 범위의 관계 = 65
• Ⅳ. 연구조사방법 = 67
• A. 연구 설계 = 67
• 1. 연구대상 = 67
• 2. 자료수집 = 69
• 3. 연구대상의 특성 = 71
• B. 변수의 조작적 정의 및 측정도구의 평가 = 73
• 1. 변수의 조작적 정의 및 측정 = 73
• 가. 멘토링 연결망 특성 = 73
• 나. 멘토링 기능 = 77
• 다. 프로테제의 성격 = 78
• 라. 통제변수 = 79
• 2. 측정도구의 평가 = 80
• 가. 측정도구의 신뢰도 검증 결과 = 80
• 나. 측정도구의 타당도 검증 결과 = 80
• C. 설문지의 구성 = 82
• D. 분석 방법 = 83
• Ⅴ. 연구 결과 = 85
• A. 멘토링 연결망의 특성 분석 결과 = 85
• B. 상관관계 분석 결과 = 86
• C. 가설 검증 결과 = 90
• 1. 멘토링 연결망 특성과 멘토링 기능의 관계에 대한 가설 검증 결과 = 90
• 2. 멘토링 연결망 특성의 선행요인으로서 성격과 멘토링 연결망 특성의 관계에 관한 가설 검증 결과 = 94
• Ⅵ. 결론 및 논의 = 102
• A. 연구결과 요약 및 논의 = 102
• B. 연구의 의의 = 110
• 1. 이론적 의의 = 110
• 2. 실무적 의의 = 112
• C. 연구의 한계점 및 향후 연구방향에 대한 제언 = 117
• 참고문헌 = 121
• 부록 설문지 = 140
• Abstract = 146

참고문헌 (Reference)

1. Race, Moore, Rex, , 1981

2. Power, Wrong, , 1979

3. Range, Burt, , 1983

4. Network, Reagans, Zuckerman, , 2001

5. UCINET 6, Freeman, Everett, Borgatti S.P, , 1999

6. Positions, Krohn, Galaskiewicz, , 1984

7. Entrepreneurs, Malecki, , 1997

8. Human capital, Becker, G.S., Human Capital, , 1993

9. 인지 욕구, 양 윤, 인지욕구, , 1996

10. Team Mentoring, Sahl, Dockery, , 1998

11. Network analysis, Knoke, David, Sage, , 1976

12. 멘토링 특집, 한경 비즈니스위크, , 2004

13. Public Appearances, Snyder, , 1987

14. Career Jobs are Dead, Capilli, , 1999

15. Identity and Control, White, , 1992

16. The Community Question, Wellman, , 1979

17. Communal Social Capital, Brass, Kilduff, , 1999

18. Seasons of a Man's Life, McKee, Levinson, Darrow, Klein, , 1978

19. The Attraction paradigm, Byrne, Donn Erwin, Academic, The Attraction Paradigm, , 1971

20. 사회 연결망 분석, 김용학, 博英社, , 2003

21. 사회 연결망 이론, 김용학, 博英社, 사회 연결망 이론, , 2003

22. Buddy, Can You Paradigm?, Howard, "Buddy, , 1995

23. Careers in Organizations, Hall, , 1976

24. Do Chameleons Get Ahead?, Kilduff, Day, , 1994

25. Interpersonal attraction, Griffitt, Byrne, , 1977

26. Mentors in Organizations, Burke, , 1984

27. The Acquaintance Process, Newcomb, , 1961

28. The strength of weak ties, Granovetter, The Strength of Weak Ties, , 1973

29. Recipient Reactions to Aid, Fisher, Whitcher-Alagna, Nadler, , 1982

30. 경쟁의 사회적 구조, 박찬웅, , 1999

31. 여성과 조직 리더십, 강혜련, , 2005

32. Introduction to personality, Phares, E. Jerry, HarperCollins, Introduction to Personality, , 1991

33. Investment in Human capital, Sultz, , 1977

34. Inequality and Heterogeneity, Blau, , 1977

35. Network data and measurement, Marsden, Network Data and Measurement, , 1990

36. A paradigm for social capital, Laumann, Sanderfur, A Paradigm for Social Capital, , 1998

37. Studying Personal Communities, Wellman, , 1982

38. The NEO Personality Inventory, Costa, McCrae, , 1985

39. The Web of Group Affiliations, Simmel, , 1955

40. Emergent Communication Networks, Monge, Eisenberg, , 1987

41. Managing Cross-Gender Mentoring, Kram, Clawson, , 1984

42. Toxic Mentors or Toxic Prot?g?s?, Feldman, , 1999

43. Phases of the Mentor Relationship, Kram, , 1983

44. Social networks and organizations, Kilduff, Martin, SAGE, Social Networks and Organizations, , 2003

45. Everyone Who Makes It Has a Mentor, Clements, Lunding, Peskins, , 1978

46. Managing in a time of great change, Drucker, Peter Ferdinand, Truman Talley Books/Dutton, , 1995

47. 인적자원관리 뉴패러다임, 김성국, , 2003

48. The Hidden Power of Social Networks, Cross, Parker, , 2004

49. Manifesto for a relational sociology, Emirbayer, , 1997

50. Social network analysis : a handbook, Scott, John, SAGE Publications, Social Network Analysis: A Handbook, , 2005

51. A Review of the Small-World Literature, Killworth, Bernard, , 1978

52. Market Networks and Corporate Behavior, Baker, , 1990

53. Perceptions of mentoring relationships, Marks, Fagenson-Eland, , 1997

54. Self Monitoring of Expressive Behavior, Snyder, Self-Monitoring of Expressive Behavior, , 1974

55. Social Networks: A Developing Paradigm, Leinhardt, , 1977

56. The contingent value of social capital, Burt, The Contingent Value of Social Capital, , 1997

57. Training MTA Managers Is an Inside Job, Laabs J.J, , 1998

58. A SocialCapitalTheory of Career Success, Liden, Seibert, A Social Capital Theory of Career Success, , 2001

59. Perspectives on social network research, Holland, Paul W, Academic Press, , 1975

60. Seeing Things Clearly: Social Structure, Casciaro, , 1998

61. Exchange Networks and Community Politics, Galaskiewicz, , 1979

62. Self-Monitoring and Dating Relationships, Simpson, Snyder, , 1984

63. Social resources and instrumental action, Lin, Social Resources and Instrumental Action, , 1982

64. Networks of InterorganizationalRelations', Mizruchi, Galaskiewicz, Networks of Interorganizational Relations, , 1994

65. Organizational Behavior: Where We've Been, O'Reilly, III, , 1991

66. Cognitive Structure and Informant Accuracy, Freeman, Romney, , 1987

67. Social capital: Prospects for a newConcept, Kwon, Paul, Social Capital: Prospects for a New Concept, , 2002

68. Bringing Strong Ties Back In: Indirect Ties, Bian, , 1997

69. Building a network theory of social capital, Lin, Building a Network Theory of Social Capital, , 1999

70. Extraversion and its positive emotional core, Clark, Watson, , 1997

71. Intraorganizational Networks: The Micro Side, Krackhardt, Brass, , 1994

72. 멘토관계와 신입사원의 조직적응, 문승렬, 조선대학교 대학원, "「대한경영학회지」, , 1998

73. 조직사회화과정에서 멘토의 역할, 김한얼, 이진규, 한국경영학회, "「경영학연구」, , 1993

74. Wanted: A Good Network Theory of Organization, Salancik, , 1995

75. AntecedentsofDiversifiedMentoringRelationships, Ragins, Antecedents of Diversified Mentoring Relationships, , 1997

76. 보병 소대장의 핵심역량 모델 연구, 이우헌, 국방대학원, , 2002

77. Getting a job : a study of contacts and careers, Granovetter, Mark S, Harvard University Press, Getting a Job: A Study of Contacts and Careers, , 1974

78. Network Sampling in Practice: Some Second Steps, Erickson, Nosanchuk, Lee, , 1981

79. The Network Organization in Theory and Practice, Baker W.E, , 1992

80. Bowling alone :America's declining socialcapital, Putnam, , 1995

81. Contested Control in a Large Manufacturing Plant, Ronchi D, Burt, , 1990

82. Marginal Mentoring:The Effects of Type of Mentor, Ragins, Miller, Marginal Mentoring: The Effects of Type of Mentor, , 2000

83. Mentorship: A Career training anddevelopment tool, Michael, Hunt, , 1983

84. The Future of Work: A Guide to a Changing Society, Handy, , 1984

85. Dysfunctional Mentoring Relationships and Outcomes, Scandura, , 1998

86. Its About Time: How, Why, and When Networks Change, Suitor, Morgan, Wellman, "Its About Time: How, , 1997

87. Personality and susceptibility to social influence, McGuire, Personality and Susceptibility to Social Influence, , 1968

88. The Multiple Socialization of Organization Members, Feldman, , 1981

89. http://wwwmnd.go.kr, 국방부 인사국 인사과, 국방부 군무원 현황 자료, "http://wwwmnd.go.kr, , 2004

90. 5요인 성격검사의 개발 및 타당화 연구, 김명언, 유태용, 이도형, , 1997

91. Seeking Professional Help for Psychological Problems, Winer, Abramowitz, Fisher, , 1983

92. Self-monitors in conversation: What do they monitor?, Evans, Purvis, Hopper, Dabbs, Self-Monitors in Conversation: What Do They Monitor?, , 1980

93. Social Structure and the Phenomenology of Attainment, Breiger, , 1995

94. Toward an Interaction-centered Theory of Personality, Darley, Athay, , 1981

95. Trust: Social Virtues and the Creation of Prosperity, Fukuyana, , 1995

96. Structural Holes: The Social Structure of Competition, Burt.R.S, Structural Holes: The Social Structure of Competition, , 1992

97. 직장내 승진에 대한 연결망 효과의 연구, 구자숙, 한국인사관리학회, "「인사관리연구」, , 2004

98. Newcomer Information Feedback Seeking : Exploring Types, Morrison, , 1993

99. Social Ties: Subgroup Differences in Costs and Benefits, Riley, Eckenrode, , 1986

100. Making democracy work : civic traditions in modern Italy, Putnam, Robert D., Princeton University Press, , 1994

101. A social network perspective on human resource management, Brass, A Social Network Perspective on Human Resource Management, , 1995

102. Some Correlations of Communication Roles in Organizations, O'Reilly, Roberts, , 1979

103. Self-Monitoring: Public Appearances versus Private Realities, Snyder, , 1995

104. Social Networks and the Performance of Individuals and Groups, M.L.Kraimer, Sparrowe, R.C.Liden, Social Networks and the Performance of Individuals and Groups, , 2001

105. 조직에 대한 직무배태성과 이직의도간의 관계, 박경규, 이기은, , 2004

106. Mentor Networks and Career Success: Lessons for Turbulent Times, Sullivan S.E, Whiting V, De Janasz, , 2003

107. Mentoring: What We Know and Where We Know And Where We Might Go, Greenberger, Wang, Noe, , 2002

108. The Person-Situation Debate: Do Personality Traits Really Exist, Kenrick D.T, Funder D.C, , 1991

109. Demography and design: Predictors of new product team performance, Ancona, Coldwell, , 1992

110. 사회적 네트웍, 사회적 자본, 그리고 조직론 연구, 오홍석, "사회적 네트웍, , 2005

111. A Big Five Personality Inventory in Two NonIndo-European Languages, Hamalainen, Pulver, Pulkkinen, , 1995

112. Choosing Friends as Activity Partners: The Role of Self-Monitoring, Gangestad, Snyder, Simpson, , 1983

113. A Social Information Processing Model of Media Use in Organizations, Fulk,J.,

114. An Interpersonal Model for Participation in Mentoring Relationships, Kalbfleisch, Davies, , 1993

115. Economic Action and Social Structure : The Problem of Embed Dedness, Tiffin, McCormick, , 1985

116. Factor Structure and Factor Correlates of the Self-Monitoring Scale, Gabrenya, Arkin, , 1980

117. Paving an alternative route: Gender differences in managerialnetworks, Ibarra, Paving an Alternative Route: Gender Differences in Managerial Networks, , 1997

118. The Strength of Strong Ties: The Importance ofPhilos in Organizations, Krackhardt, , 1992

119. The network paradigm in organizationalresearch: A review and typology, Borgatti, Foster, The Network Paradigm in Organizational Research: A Review and Typology, , 2003

120. Why people Stay: Using job embeddedness to predict voluntary turnover, Mitchell, T. R., , 2001

121. Informal networks and organizational crises: Anexperimental simulation, Lodd, , 1983

122. Role of Prot?g?s Personality in Receipt of Mentoring and Career Success, Dougherty, Turban, , 1994

123. A relational view of information seeking and learning in social networks, Cross, Borgatti, , 2003

124. Diversified Mentoring Relationships in Organizations:A Power Perspective, Ragins, Diversified Mentoring Relationships in Organizations: A Power Perspective, , 1997

125. Has the Inverted-U Theory of Stress and Job Performance Had a Fair Test?, Muse, Harris, Field, , 2003

126. Reconceptualizing mentoring at work: A developmental network perspective, Kram, Higgins, Reconceptualizing Mentoring at Work: A Developmental Network Perspective, , 2001

127. The Big Five PersonalityDimensions and Job Performance : a meta-analysis, Murray R.Barrick, Michael K.Mount, The Big Five Personality Dimensions and Job Performance: A Meta-analysis, , 1991

128. The Role of Mentoring in the Career Progression of Chartered Accountants, Barker, Buckley, Monks, , 1999

129. A Study of Mentor-Prot?g?s Relationships in Large Public Accounting Firms, Scandura, Viator, , 1991

130. Cross-gender Mentoring and Career Development in the Health Care Industry, Walsh, Borkowski S.C, , 1999

131. Self-Efficacy:A Theoretical Analysis of Its Determinants and Malleability, 정영선, Self-Efficacy: A Theoretical Analysis of Its Determinants and Malleability, , 1992

132. Social Structure and Alliance Formation Patterns: a Longitudinal Analysis, Gulati, , 1995

133. Social pressures in informal groups : a study of human factors in housing, Festinger, Leon, Harper, , 1950

134. New Directions forMentoring Research: An Examination of Related Constructs, McManus, Russell, , 1997

135. Resources and relationships: Social networks and mobility in the workplace, Podoly, Baron, Resources and Relationships: Social Networks and Mobility in the Workplace, , 1997

136. Boundary Spanning and Individual Performance: The Impact of Self-Monitoring, Caldwell, O'Reilly, , 1982

137. On the Nature of Self-Monitoring: Construct Explication with Q-sort Ratings, Cheek, John, Klohne, , 1996

138. The Negative Side of Social Interaction. Impact on Psychological Well-being, Rook, , 1984

139. The effectiveness of facilitated mentoring: A longitudinal quasi-experiment, Seibert, , 1999

140. Mentoring Alternatives: the Role of Peer Relationships in Career Development, Kram K.E, Isabella, , 1985

141. Bandwidth-Fidelity Dilemma in Personality Measurement for Personnel Selection, Viswesvaran, Ones, , 1996

142. Newcomers' relationships: The role of social networkties during socialization, Morrrison, Newcomers' Relationships: The Role of Social Network Ties during Socialization, , 2002

143. Reducing Social Context Cues: Electronic Mail in Organizational Communication, S.Kiesler, Sproull, , 1986

144. An Investigation into the Effects of Prot?g?s Gender on Responses to Mentoring, Baugh, Scandura, Lankau, , 1996

145. Mentor-Prot?g? Diversity and Its Impact on International Internship Experiences, Folks, Feldman, Turnley, , 1999

146. Self Regulation for ManagerialEffectiveness: The Role of Active Feedback Seeking, Anne S.Tsui, Ashford, Self-regulation for Managerial Effectiveness: The Role of Active Feedback Seeking, , 1991

147. Embeddedness and Immigration: Notes on the Social Determinants of Economic Action, Portes, Sensenbrenner, , 1993

148. The boundaryless career : a new employment principle for a new organizational era, Arthur, Michael B, Oxford University Press, The Boundaryless Career: A New Employment Principle for a New Organizational Era, , 2001

149. The five factor model of personality and job performance in the Europeancommunity, Salgado, , 1997

150. Group social capital andgroup effectiveness: The role of informal socializing ties, Labianca, Chung, , 2004

151. Intra-Organizational Network Resources: Relation to Career Success and Personality, Bozionelos, , 2003

152. An investigation of the determinants of successful assigned mentoring relationships, Noe, An Investigation of the Determinants of Successful Assigned Mentoring Relationships, , 1988

153. Social Structure and Competition in Interfirm Networks: The Paradox of Embeddedness, Uzzi, Social Structure and Competition in Interfirm Networks: The Paradox of Embeddedness, , 1997

154. Where do Interorganizational Networks Come From? American Journal of Sociology, 104, Gulati, Gargiulo, "Where do Interorganizational Networks Come From? American Journal of Sociology, , 1999

155. The mentor advantage: Perceived career/job experiences of prot?g?s versusnon-prot?g?s, Fagenson, , 1989

156. Nadel's Paradox Revisited: Relational and Cultural Aspects of Organizational Structure, DiMaggio, , 1992

157. A LongitudinalExaminationoftheInfluenceofMentoringonOrganizationalCommitmentandTurnover, Payne, Huffman, A Longitudinal Examination of the Influence of Mentoring on Organizational Commitment and Turnover, , 2005

158. Responses to Failure: The Effects of Choice and Responsibility on Impression Management, O'Reilly, Caldwell, , 1982

159. Further Investigation of Prot?g?s' Negative Mentoring Experiences: Patterns and Outcomes, Eby, Allen, , 2002

160. The 'Big Five' Personality Variables--Construct Confusion: Description Versus Prediction, Hough, The Big-Five Personality Variables-Construct Confusion: Description versus Prediction, , 1992

161. A Novitiate in a Period of Change: An Experimental and Case Study of Social Relationships, Sampson, , 1968

162. Being in the right place: A structural analysisof individual influence in an organization, Brass, Being in the Right Place: A Structural Analysis of Individual Influence in an Organization, , 1984

163. Prot?g?s' negative mentoringexperiences: Construct development and nomological validation, Eby, Simon, Lockwood, Butts, , 2004

164. Social Interaction Effects Following a Technological Change: A Longitudinal Investigation, Burkhardt, , 1994

165. Social Resources andStrength of Ties: Structural Factors in Occupational StatusAttainment, Nan Lin, John C.Vaughn, , 1981

166. The Social Networks of High and Low Self-Monitors: Implications for Workplace Performance, M.Kilduff, Mehra, D.J.Brass, The Social Networks of High and Low Self-Monitors: Implications for Workplace Performance, , 2001

167. Men's and women's networks: A study of interactionpatterns and influence in an organization, Brass, , 1985

168. Social Capital and Economic Development: Toward a Theoretical Synthesis and Policy Framework, Woolcock, , 1998

169. Five-Factor Model of Personality and Performance in Jobs Involving Interpersonal Interactions, Mount, Barrick, Stewart, , 1998

170. Benefits of Mentoring Relationships among Managerial and Professional Women: A Cautionary Tale, Burke, McKeen, Benefits of Mentoring Relationships among Managerial and Professional Women: A Cautionary Tale, , 1997

171. Formal Peer Mentoring: Factors related to Prot?g?s Satisfaction and Willingness to Mentor Others, Maetzke, Allen, Russell, , 1997

172. Top management and Innovations Inbanking: does the composition of the top team make a difference, Bantel, S.Jackson, , 1989

173. The search-transfer problem: The role of weak ties in sharingknowledge across organization subunits, Hansen, The Search-Transfer Problem: The Role of Weak Ties in Sharing Knowledge across Organization Subunits, , 1999

174. Constellations and Careers: Toward Understanding the Effects of Multiple Developmental Relationships, Higgins, Thomas, , 2001

175. The Impact of Mentoring, Collegial Support, and Information Adequacy on Career Success: A Replication, Dobos, Hill, Bahniuk, "The Impact of Mentoring, , 1990

176. When Friends Leave: A Structural Analysis of the Relationship between Turnover and Stayers' Attitudes, Porter, Krackhardt, D., Krackhardt, , 1985

177. A Comparative Study of MentoringAmong Men and Women in Managerial Professional, and TechnicalPositions, R.A.Ash, Dreher, "A Comparative Study of Mentoring among men and women in managerial, , 1990

178. Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups, Martins, Milliken, , 1996

179. Homophily and Differential Returns: Sex Differences in Network Structure and Access in an Advertising Firm, Ibarra, , 1992

180. Mentor functions and outcomes: A comparison of men and women informal and informal mentoring relationships, Ragins, Cotton, Mentor Functions and Outcomes: A Comparison of Men and Women in Formal and Informal Mentoring Relationships, , 1999

181. Social Networks and Perceptions of Intergroup Conflict: The Role of Negative Relationships and Third Parties, Labianca, Brass, Gray, , 1998

182. The Benefits and Pitfalls of Social Capital: Empirical Evidence from Two Organizations in the United Kingdom, Bresnen, Scarbrough, Edelman, Swan, Newell, , 2004

183. Bringing the Individual Back in: A Structural Analysis of the Internal Market for Reputation in Organizations, Krackhardt, Kilduff, , 1994

184. Core Networks and the Activation: What Kinds of Routine Networks Allocate Resources in Nonroutine Situations?, Hurlbert, Beggs, Haines, , 2000

185. Formal and Informal Mentorship: A Comparison on Mentoring Functions and Contrast with Nonmentored Counterparts, Walz, Chao, Gardner, , 1992

186. The Boundaryless Career in the Entertainment Industry: Examining the Employment Experiences of Executive Women, Sullivan, Murphy, Ensher, , 2000

187. The changing nature ofmentoring in organizations:An introduction to the specialissueonmentoringinorganizations, Adams, Russell, The Changing Nature of Mentoring in Organizations: An Introduction to the Special Issue on Mentoring in Organizations, , 1997

188. The sources and consequences of embeddedness for the economic performance of organizations: The network effect, Uzzi, The Sources and Consequences of Embeddedness for the Economic Performance of Organizations: The Network Effect, , 1996

189. Meta-analysis of the Relationship between the Five-Factor Model of Personality and Holland's Occupational Types, Mount, Barrick, Gupta, , 2003

190. Relationship of career mentoring and socioeconomic origin to manager's and professionals' early career progress, Dreher.G.G, Whitely, Dougherty, , 1991

191. At the Margins: A Distinctiveness Approach to the Social Identity and Social Networks of Underrepresented Groups, Kilduff, Mehra, Brass, , 1998

192. Race, Gender and Opportunity. A Test of Compensation Attainment and the Establishment of Mentoring Relationships, Cox, Dreher, "Race, , 1996

193. Attitudes toward New Organizational Technology: Network Proximity as a Mechanism for Social Information Processing, Rice, Aydin, , 1991

194. Changing Patterns or Patterns ofChange: The Effects of a Change in Technology on Social NetworkStructure and Power, Brass, Burkhardt, Changing Patterns or Patterns of Change: The Effects of a Change in Technology on Social Network Structure and Power, , 1990

195. An Analysis of Formal Mentoring Programs and Perceived Barriers to Obtaining a Mentor at Large Public Accounting Firms, Viator, , 1999

196. Alternative Forms of Mentoring in Changing Organizational Environment: A Conceptual Extension of the Mentoring Literature, Eby, , 1997

197. The Friendship Network as a Decision-Making Resource: Dispositional Moderators of Social Influences on Organizational Choice, Kilduff, , 1992

198. Team Member Functional Background and Involvement in Management Teams: Direct Effects and the Moderating Role of Power Centralization, Bunderson, , 2003

199. Comparison oftraditional,step-ahead,and peermentoring on prot?g?s'support,satisfaction,andperceptionsofcareersuccess:A socialexchangeperspective, Ensher, and Murphy, "Comparison of Traditional, , 2001