조직구성원의 감성지능이 조직유효성에 미치는 영향에 관한 연구 = (An) Empirical study on the effect og emotional intelligence on organizational effectiveness

다국어 초록 (Multilingual Abstract)

Salovey & Mayer(1990) and Goleman(1995) published a paper about the importance of Emotional Intelligence(EI). Since then, the studies of EI have been continuously increased, EI is an emerging topic for psychological, educational, and management researchers and consultants.
One of the most provocative ideas to emerge from recent discussion of management concerns the possibility that a new form of intelligence pertaining to emotion is related to the performance organization members. According to this idea, some organization members may perform effectively because they have high EI.
In this study, I have used definition of EI as a set of abilities that includes the abilities to appraisal and expression of emotion in the self(Self Emotional Appraisal), appraisal and recognition of emotion in others(Others' Emotional Appraisal), regulation of emotion in the self(Regulation of Emotion), use of emotion to facilitate performance (Use of Emotion)
The purpose of this research are to examine the effect of emotional intelligence on job satisfaction, organizational commitment, innovative behavior, and organizational citizenship behavior as organizational effectiveness and to examine the moderating effects of leader-member exchange(LMX) and emotional labor on the relationship between EI and organizational effectiveness.
For these purposes, literature review and survey research were conducted. The research model of this paper through literature review is as follows;
[그림]

The 550 questionnaires were sent to the 15 manufactural firms in the Pusan and Kyungsang Nam-Do region for empirical analysis. Total 481 usable responses were collected(effective response rate : 87.45%). The data collection was from September 1, to September 30, 2006. The collected data were analyzed by using the SPSS 12.0 to test hypotheses.

The major findings of the empirical research are as follows ;
First, self emotional appraisal, regulation of emotion, use of emotion and which are composed factors of emotional intelligence have positive influence job satisfaction.
Second, self emotional appraisal, others' emotional appraisal, regulation of emotion, use of emotion and which are composed factors of emotional intelligence have positive influence organizational commitment.
Third, self emotional appraisal, others' emotional appraisal, use of emotion and which are composed factors of emotional intelligence have positive influence innovative behavior.
Fourth, self emotional appraisal, others' emotional appraisal, regulation of emotion, use of emotion and which are composed factors of emotional intelligence have positive influence organizational citizenship behavior.
Fifth, EI have differential influence on organizational commitment, innovative behavior, organizational citizenship behavior by leader-member exchange(LMX).
Sixth, EI have differential influence on job satisfaction, organizational citizenship behavior by emotional behavior.
A summary of results was as follows;
[표]

In conclusion, in the organization not only logical intelligence but also EI is expected to improve which are individual attitude and behavior as organizational effectiveness. Therefore, managers have to develop job satisfaction, organizational commitment, innovative behavior, and organizational citizenship behavior by exhibiting emotional intelligence, considering leader-member exchange and emotional labor.
This study provides some support for researchers who have proposed the importance of EI in the organization. The results of this study show that the EI of organizational members is positively related to the organizational effectiveness.
Furthermore, new studies should be conducted to investigate the role of EI in the workplace. Proponents have argued for the benefit of hiring employees with high levels of EI. The results of this study provide evidence that EI tends to be related to important organizational effectiveness that management desires.
Future research should examine how improve to use of the measurement of EI . It would also be interesting for future research to examine whether EI is associated with organizational effectiveness in individuals with low IQ.

목차 (Table of Contents)

• Ⅰ 서론
• 1. 문제의 제기
• 2. 연구의 필요성 및 연구의 내용
• 3. 연구의 목적
• 4. 연구방법과 구성체계
• Ⅱ 이론적 고찰
• 1. 감성지능에 대한 이론적 고찰
• 1.1 경영논리의 변화 및 감성지능의 기원
• 1.2 감성지능의 개념과 구성요인
• 1.3 감성지능의 역할 및 중요성
• 1.4 감성지능의 모델 및 측정도구
• 1.5 조직구성원과 감성지능
• 2. 조직유효성에 대한 이론적 고찰
• 2.1 조직유효성의 개념
• 3. 감성지능과 조직유효성, 리더-부하의 교환관계(LMX),
• 감정노동과 관계
• 3.1 감성지능과 조직유효성과의 관계
• 3.2 감성지능과 리더-부하의 교환관계(LMX)와 감정노동
• Ⅲ 실증 연구의 설계
• 1. 연구모형 및 가설
• 1.1 연구모형 설계
• 1.2 연구가설
• 2. 변수의 조작적 정의 및 측정도구
• 2.1 감성지능
• 2.2 조직유효성
• 2.3 리더-부하의 교환관계(LMX)와 감정노동
• Ⅳ 실증분석 및 가설검증
• 1. 표본의 선정 및 자료수집
• 2. 표본의 인구통계학적 특성
• 3. 자료의 분석방법
• 4. 측정항목의 신뢰성과 타당성 분석
• 4.1 신뢰성 분석
• 4.2 타당성 분석
• 5. 연구가설의 검증
• 5.1 가설 1의 검증
• 5.2 가설 2의 검증
• 5.3 가설 3의 검증
• 5.4 가설 4의 검증
• 5.5 가설 5의 검증
• 5.6 가설 6의 검증
• 5.7 추가 분석
• 6. 가설검증의 결과 요약
• Ⅴ 결론 및 추후연구방향
• 1. 연구결과 및 시사점
• 2. 연구의 한계점 및 추후연구방향
• 참 고 문 헌
• <부 록 1> 설문지
• <부 록 2> Goleman의 감성지능 검사
• ABSTRACT