멘토역할이 조리사의 직무성과 및 직무만족에 미치는 영향에 관한 연구 = (A) study on the effect on mentoring on the work outcome and workers' job satisfaction

다국어 초록 (Multilingual Abstract)

Mentoring relationships are a critical career resource for employees in organizations. Mentors are individuals with advanced experience and knowledge who are committed to providing upward support and mobility to their protege's careers. Mentors help their proteges by providing three general types of functions : career development functions, which facilitate the protege's advancement in the organization and psychosocial functions, which contribute to the protege's personal growth and professional development, and role modelling functions, which demonstrate valued behaviour, attitude and skills that facilitate the protege's achievement of competence, confidence and professional identity.
Three demographic variables examined as controls are gender, age and education level. Four common moderators that may be related to mentoring function and outcomes : the type of job, mentor' position, the protege's satisfaction with the mentor and the gender composition of the mentoring relationship are critical factors affecting mentoring outcomes.
200 questionnaires were distributed to the cook who work in hotels in Busan and Ulsan during the period from October 1, 2006 to October 20, 2006. 192 usable questionnaires were used for the further analysis. For the statistical analysis, SPSS/PC+ win 12.0 was used to test factor analysis, frequency analysis, reliability analysis.
The item was divided for 4 factor as result as executed factor analysis about item of whole 22 mentoring relationship "career function factor", "psychosocial function factor", "personal growth and professional development factor", "role modelling function". Another item was divided for 2 factor as result as executed factor analysis about item of whole 13 work outcome "social-psychol outcom factor", "economy-financial factor". The other item was divided for 3 factor as result as executed factor analysis about item of whole 14 work satisfaction "environment satisfaction factor", "psychological satisfaction factor", "amends satisfaction factor".
Data obtained from 192 cook in hotel organization were usee to examine the impact of mentoring relationship on organizational commitment, work outcome, job satisfaction. The major empirical results are as follows: Fist, the cook who have a mentor showed higher work outcome, job satisfaction and career satisfaction than the employees who did not have a mentor.
Second, the mentoring function affected on work outcome, organizational commitment and job satisfaction and the control variables of age was more affected the mentoring outcomes. Third, Career development functions was more related organizational outcomes. The relationship between mentoring function and organizational outcomes job satisfaction, organizational commitment, job-related stress, career satisfaction turnover intentions - turned out to be moderated by the type of job, mentor's position, the protege's satisfaction with the mentor and the gender composition of the mentoring relationship.

목차 (Table of Contents)

• 목차 = ⅰ
• 감사의 글
• 표목차 = ⅱ
• 그림목차 = ⅳ
• ABSTRACT = ⅴ
• 제1장 서론 = 1
• 제1절 문제의 제기 = 1
• 제2절 연구의 목적 = 3
• 제3절 연구의 방법 및 범위 = 4
• 제2장 이론적 고찰 = 7
• 제1절 멘토역할에 관한 이론적 고찰 = 7
• 제2절 직무성과 및 직무만족에 관한 이론적 고찰 = 26
• 제3절 선행연구 = 34
• 제3장 연구설계 및 조사방법 = 41
• 제1절 연구모형의 설계 = 41
• 제2절 연구가설 설정 배경과 가설 = 44
• 제3절 조사 설계 = 45
• 제4장 실증분석 및 결과의 해석 = 50
• 제1절 자료 분석 = 50
• 제2절 연구가설의 검증 및 채택여부 = 58
• 제5장 요약 및 결론 = 77
• 제1절 연구결과의 요약 및 시사점 = 77
• 제2절 연구의 한계 및 향후과제 = 79
• 참고문헌 = 81