핵심자기평가가 조직유효성에 미치는 영향 : 셀프리더십과 심리적 임파워먼트의 매개효과를 중심으로 = (The) impact of core self-evaluations on the organizational effectiveness : mediating effect of self-leadership and psychological empowerment

다국어 초록 (Multilingual Abstract)

This dissertation is an empirical study on the relationships among core self-evaluations, self-leadership, psychological empowerment, and organizational effectiveness. In particular, mediating effect of self-leadership and psychological empowerment on core self-evaluations, self-leadership is empirically analysed to find causes and impacts among these variables.
In order to achieve the goals of this study, research models were proposed and hypothesis were drawn to test on the basis of previous studies. The research hypothesis was core self-evaluations have effects on organizational effectiveness (job satisfaction and organizational commitment, innovative behavior) and self-leadership and psychological empowerment have mediating effects on this process.
A survey was conducted to the members of the seven organizations such as banks, stock market, insurance companies, public organizations, educational organizations, manufacturers, and service industry. The survey questionnaires were sent to 550 people and 359 of them were returned. This data was analyzed with SPSS 12.0 and AMOS 5.0.
The study results are as follows. There were no direct effects of the core self-evaluations on the job satisfaction and the innovative behavior but it had a negative effect on the organizational commitment. The core self-evaluations had a positive effects on the self-leadership and the psychological empowerment. The self-leadership had also a positive effect on the psychological empowerment. The psychological empowerment had a positive effect on the organizational effectiveness. Futhermore, the self-leadership had a positive effect on the innovative behavior but had a negative effect on the job satisfaction and the organizational commitment.
In addition, there was a full mediating effect of the self-leadership on the core self-evaluations, the job satisfaction and the innovative behavior, and the organizational commitment had only a partial mediating effect. And the psychological empowerment had a full mediating effect on the core self-evaluations, the job satisfaction and the innovative behavior, and the organizational commitment had only a partial mediating effect. Moreover, the psychological empowerment had a partial mediating effect on the self-leadership and the organizational effectiveness.
This study is significant in that it incorporated the research models of the previous researchers such as Judge (1997), etc., and proposed a new research model and it facilitated our understandings on the attitudes and the innovative behavior of organizational members. Specifically, in this study, the following two models were incorporated: a model that shows the effects of the core self-evaluations on members' attitudes and innovative behavior though situational variables and a model that shows the effects of the core self-evaluations on members' attitudes and innovative behavior though behavioral variables. In particular, the core self-evaluations had effects on the behavioral variable of the self-leadership and the self-leadership had effects on the situational variable, the psychological empowerment. The the psychological empowerment had a positive effect on the members' attitudes and innovative behavior. These results has theoretical implications in that they integrated theories on the variables of core self-evaluations, self-leadership, members' attitudes and innovative behavior and expanded their logical relationships.
This study has the following practical implications on facilitating members' attitudes and innovative behavior. Considering the fact of respecting humans, organizations should allocate jobs based on individuals' characters' and from the point of developing excellent workers, organizations should introduce and activate flexible personnel management programs such as flexible working hours, sharing work to reconsider the organizations' competitiveness. Seen from creative management standpoints, organizations should provide tired members with opportunities to re-boost and introduce career development programs to develop leaders at every levels. Organizations should also redesign recruiting systems to enhance individuals' capabilities and offer autonomous organizational design to develop change management and self-leadership.
The directions for future studies are as follows. First of all, mediating roles of core self-evaluation should be investigated to confirm whether the core self-evaluations are situation sensitive or are stable personal traits. Secondly, the further study should test the validity of scales of neuroticism and locus of control in the core self-evaluations. Thirdly, the future study should examine whether autonomy or organizational atmosphere has any effects on self-leadership, job satisfaction and organizational commitment. Finally, the relationships among variables resulted from the core self-evaluations should be investigated further. For example, theories on matching a person with a job or with an organizations should be considered. Also the future study should investigate whether self-concordance has mediating effects on the relationships among core self-evaluations, organizational citizenship behavior and turnover intention. In summary, the future study should examine other variables pertinent to self core-evaluations to contribute to developing theories of core self-evaluations.

국문 초록 (Abstract)

본 연구는 핵심자기평가, 셀프리더십, 심리적 임파워먼트, 그리고 조직유효성과의 관련성에 대하여 종합적으로 실증분석을 하였다. 특히 핵심자기평가와 조직유효성과의 관계에 있어서 셀프리더십과 심리적 임파워먼트의 매개역할과 이들 간의 인과관계를 중심으로 실증분석을 하였다.
본 연구의 목적을 달성하기 위해서 연구모델을 제안하고 연구가설을 설정하였으며 선행연구에 근거한 가설을 검증하였다. 제안된 연구모형을 살펴보면 핵심자기평가는 조직유효성(직무만족 및 조직몰입, 혁신행동)에 영향을 미치며, 이 과정에서 셀프리더십과 심리적 임파워먼트가 매개변수로 사용되었다.
본 연구를 위해서 울산광역시에 소재한 은행업, 증권업, 보험업, 공공기관, 교육기관, 제조업, 기타 서비스업 등 총 7개 업종에 근무하고 있는 조직구성원을 대상으로 설문조사를 하였다. 총 550부의 설문지를 배포하여 359부가 본 연구에 사용되었다. 수집된 자료는 SPSS 12.0과 AMOS 5.0을 사용하여 통계분석 하였다.
연구결과는 다음과 같다. 핵심자기평가는 직무만족과 혁신행동에 직접 영향을 미치지 않았으며, 조직몰입에는 부(-)의 유의한 영향을 주었다. 핵심자기평가는 셀프리더십과 심리적 임파워먼트에 정(+)의 영향을 미치는 것으로 나타났다. 셀프리더십은 심리적 임파워먼트에 정(+)의 영향을 미치는 것으로 나타났다. 심리적 임파워먼트는 조직유효성에 정(+)의 영향을 미치는 것으로 나타났다. 또한 셀프리더십은 혁신행동에 정(+)의 영향을 미치는 것으로 나타났으나, 직무만족과 조직몰입에는 부(-)의 유의한 영향을 미치는 것으로 나타났다.
한편, 핵심자기평가와 조직유효성 간에 셀프리더십과 심리적 임파워먼트의 매개역할을 검증한 결과, 셀프리더십은 핵심자기평가와 직무만족 및 혁신행동간에 완전매개를 수행하는 것으로 나타났고, 조직몰입은 부분매개를 수행하는 것으로 나타났다. 또한 심리적 임파워먼트는 핵심자기평가와 직무만족 및 혁신행동간에 완전매개를 수행하는 것으로 나타났고, 조직몰입은 부분매개를 수행하는 것으로 나타났다. 그리고 심리적 임파워먼트는 셀프리더십과 조직유효성간에 부분매개를 수행하는 것으로 나타났다.
본 연구는 Judge 등(1997)이 제안한 연구모형을 통합하고 새로운 모형을 제시하였으며 조직구성원의 태도 및 혁신행동에 대한 이해를 촉진하였다. 즉, 핵심자기평가가 상황적 변수를 통해 구성원의 태도 및 혁신행동에 영향을 주는 모형과 행동적 변수를 통해 구성원의 태도 및 혁신행동에 영향을 주는 모형을 통합하였다. 특히 핵심자기평가가 행동적 변수인 셀프리더십에 영향을 미치고 셀프리더십은 상황적 변수인 심리적 임파워먼트에 영향을 주었으며, 심리적 임파워먼트는 구성원의 태도 및 혁신행동에 유의한 정(+)의 영향을 주었다. 이러한 결과는 핵심자기평가, 셀프리더십, 심리적 임파워먼트, 그리고 구성원의 태도 및 혁신행동 변수들 간의 이론을 통합하고 그 논리를 확대하였다는 점에서 이론적 시사점이 있다고 할 수 있다.
또한 실무적으로 구성원의 태도 및 혁신행동을 촉진하기 위해 다음과 같은 시사점을 제공할 수 있다. 인간존중차원에서 개인의 특성에 맞는 직무설계 및 인력배치, 우수인재 발굴 및 양성 차원에서 유연시간 근무제, 직무공유 등과 같은 유연한 인력운용 프로그램 도입 및 활성화, 조직의 경쟁력 제고와 창조경영 차원에서 구성원들에게 지친 심신을 재충전할 기회를 부여, 조직의 각 계층의 리더 육성차원에서 경력개발 활동 프로그램 도입, 개인의 능력을 극대화하기 위해 개인선발시스템 등을 재설계, 그리고 변화관리 및 셀프리더십을 함양하기 위해 자율적인 조직재설계 등을 제공할 수 있다.
향후 연구방향으로는 다음과 같이 제안할 수 있다. 먼저, 핵심자기평가의 매개역할을 검증할 필요가 있다. 핵심자기평가가 환경을 받아들일 수 있는지 혹은 안정적인 개인특성변수인지를 확인해야 한다. 둘째, 핵심자기평가에 포함된 통제위치와 신경증의 척도의 타당성을 검증해야 한다. 셋째, 셀프리더십과 직무만족 및 조직몰입 간에 자율성 혹은 조직분위기가 조절역할을 하는지에 대한 연구가 요구된다. 마지막으로, 핵심자기평가와 결과변수 간의 다양한 변수를 찾으려는 노력이 필요하다. 예를 들어 사람-직무 부합, 사람-조직 부합 이론 등의 매개역할과 조절역할을 고려해야 한다. 또한 핵심자기평가와 조직시민행동, 이직의도 등과의 관계에서 자기일치성이 매개역할을 수행하는지를 검토해야 한다. 따라서 미래연구는 이들 변수들 이외에 다양한 변수들을 고려하여 핵심자기평가의 이론을 발전시키는데 기여하여야 할 것이다.

목차 (Table of Contents)

• 국문초록 = i
• 제 1 장 서론 = 1
• 제 1 절 문제의 제기 및 연구의 목적 = 1
• 1.1 문제의 제기 = 1
• 1.2 연구의 목적 = 3
• 제 2 절 연구의 범위와 방법 및 구성 = 4
• 2.1 연구의 범위 = 4
• 2.2 논문의 구성 = 4
• 제 2 장 이론적 배경 = 6
• 제 1 절 핵심자기평가의 개념 = 6
• 1.1 핵심자기평가의 정의 = 6
• 1.2 핵심자기평가의 중요성 = 8
• 제 2 절 핵심자기평가의 배경 및 특성 = 10
• 2.1 핵심자기평가의 배경 = 10
• 2.2 핵심자기평가의 특성 = 13
• 제 3 절 핵심자기평가의 구성개념과 실증적 연구 = 19
• 3.1 핵심자기평가의 구성개념과 직무만족 및 성과에 관한 연구 = 20
• 3.2 핵심자기평가에 관한 연구 = 27
• 제 4 절 셀프리더십 = 38
• 4.1 셀프리더십의 개념 = 38
• 4.2 셀프리더십의 이론적 배경 = 41
• 4.3 셀프리더십에 관한 선행연구 = 45
• 제 5 절 심리적 임파워먼트 = 47
• 5.1 심리적 임파워먼트의 개념 = 47
• 5.2 심리적 임파워먼트의 정의 및 구성요인 = 48
• 5.3 심리적 임파워먼트에 관한 선행연구 = 52
• 제 6 절 조직유효성 = 54
• 6.1 조직유효성의 개념과 측정지표 = 54
• 6.2 직무만족 = 55
• 6.3 조직몰입 = 57
• 6.4 혁신행동 = 59
• 제 3 장 연구의 설계 = 61
• 제 1 절 연구모형 = 62
• 제 2 절 연구가설 = 62
• 2.1 핵심자기평가와 셀프리더십과의 관계 = 62
• 2.2 핵심자기평가와 심리적 임파워먼트와의 관계 = 63
• 2.3 셀프리더십과 심리적 임파워먼트와의 관계 = 64
• 2.4 심리적 임파워먼트와 조직유효성과의 관계 = 65
• 2.5 셀프리더십과 조직유효성과의 관계 = 66
• 2.6 핵심자기평가와 조직유효성과의 관계 = 69
• 2.7 핵심자기평가와 조직유효성과의 관계에서 셀프리더십의 매개효과 = 71
• 2.8 핵심자기평가와 조직유효성과의 관계에서 심리적 임파워먼트의 매개효과 = 72
• 2.9 셀프리더십과 조직유효성과의 관계에서 심리적 임파워먼트의 매개효과 = 73
• 제 3 절 변수의 조작적 정의 및 측정도구 = 74
• 제 4 절 연구방법 = 77
• 4.1 설문지의 구성 = 77
• 4.2 자료수집 및 분석방법 = 77
• 제 4 장 실증분석 및 결과 = 79
• 제 1 절 기초통계분석 = 79
• 1.1 기초통계분석 = 79
• 제 2 절 신뢰성 및 타당성 분석 = 81
• 2.1 신뢰성 및 타당성 분석 = 81
• 제 3 절 가설검증 = 84
• 3.1 확인적 요인분석 = 84
• 3.2 가설검증 및 결과분석 = 87
• 제 5 장 결론 및 토의 = 95
• 제 1 절 연구결과 요약 및 해석 = 95
• 제 2 절 연구의 시사점 = 97
• 2.1 이론적 시사점 = 97
• 2.2 실무적 시사점 = 99
• 제 3 절 연구의 한계점 및 향후 과제 = 101
• 3.1 연구의 한계점 = 101
• 3.2 향후 과제 = 103
• 참고문헌 = 105
• 설문지 = 124
• Abstract = 129

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