자기유능감과 직무성과간 관계에 대한 상사부하 교환관계 및 조직지원의 조절효과 = (A) study on the moderating effects of leader-member exchange and perceived organizational support to the relations between self-efficacy and job performances

다국어 초록 (Multilingual Abstract)

Today's trends indicate that business organizations lie in fierce competition with and against each other such that business executives are in a complex and seemingly blind environment. It means that the speed of the changing business environment is so fast that companies should have flexibility to pursue continuing change and innovation.
In view hereof, it is the purpose of this research to reinforce and emphasize the vital role of leader-member exchange(LMX) and perceived organizational support(POS) by checking and demonstrating prestudies leading to self-efficacy, LMX, POS, organizational commitment, and job satisfaction. In addition, this research shall attempt to derive theoretical, empirical and practical solutions relative to issues concerning improved organizational behavior through the utilization of the member’s self-efficacy approaches, LMX processes, and POS by management staff or the human resources personnel.
This research used the questionnaire in collecting data. Three-hundred and one(301) respondents were involved. They are members of existing media and newspaper organizations, and other living information-related industries to corroborate data analysis.
In summary, the following results were found: First, the sense of self-efficacy among the members of existing media, and newspaper organizations and other living information-related industries is strong positive(+) concerning affective and continuance organizational commitment, and job satisfaction. This means that the high self-efficacy of each employee among the existing media, newspaper organizations and other living information-related industries indicates strong organizational commitment and job satisfaction.
Second, the verification of the impact of self-efficacy toward organizational commitment and job satisfaction of the respondents is generally achieved through moderating effects of LMX and POS. In other words, LMX has a positive(+) moderating effect on the relation between self-efficacy and organizational commitment but negative(-) moderating effect in the case of normative organizational commitment.
Relatively, where there is a perceived strong sense of self-efficacy, employees tend to form close relationships with their superior. This is indication of a positive attitude to affective organizational commitment which means that the employees and their manager show mutual trust. On the other hand, the negative result relative to normative organizational commitment indicates that the employees feel a forced moral obligation to his organization.
And third, for the relations between job satisfaction and self-efficacy, leader-member exchange shows a positive moderating effect. That is to say, an employee with a strong sense of self-efficacy is satisfied with his duties. Furthermore it was established that employees with a close relationship with their superior generally have a high sense of job satisfaction. However, LMX did not show significant moderating effects to self-efficacy and continuous organizational commitment.
Therefore, in order to continuously ensure loyalty of the organizations' members and improve the organizations existing media, newspaper organizations and other living information-related industries in our country, it is proposed that self-efficacy among the members be sustained. This can be achieved through strong POS, and closer relationships between employees and their superiors. Hence, this will eventually result to enhanced organizational commitment and job satisfaction which are imperative to achieve a innovative business organization prepared to face-up to the challenges of the current trends and more importantly for the future.

목차 (Table of Contents)

• 목차
• 제Ⅰ장 서 론 1
• 제1절 연구배경 및 목적 1
• 제2절 연구의 방법 및 구성 3
• 제Ⅱ장 이론적 배경 5
• 제1절 자기유능감 5
• 1. 자기유능감의 의의 및 특성 5
• 2. 자기유능감의 차원과 형성 8
• 3. 자기유능감과 직무성과 9
• 제2절 상사부하 교환관계 14
• 1. 상사부하 교환관계의 의의 14
• 2. 상사부하 교환관계의 발전과정과 효과 18
• 제3절 조직지원 20
• 1. 조직지원의 의의 20
• 2. 조직지원의 효과 22
• 제4절 조직몰입 24
• 1. 조직몰입의 의의 24
• 2. 조직몰입의 구성요소 26
• 3. 조직몰입의 영향요인 30
• 제5절 직무만족 32
• 1. 직무만족의 의의 32
• 2. 직무만족의 측정과 구성요소 32
• 제 6 절 생활정보지조직의 특성 34
• 1.생활정보지의 개념 및 특성 34
• 2.생활정보지의 발전과정 38
• 제Ⅲ장 연구의 설계 42
• 제1절 연구모형 및 가설설정 42
• 1. 연구모형의 설계 42
• 2. 연구가설의 설정 43
• 제2절 변수의 조작적 정의 및 분석방법 48
• 1. 변수의 조작적 정의 48
• 2. 분석방법 51
• 제3절 설문지 구성 51
• 제Ⅳ장 분석결과 53
• 제1절 표본특성과 기초분석 53
• 1. 표본의 인구통계적 특성 53
• 2. 신뢰도 및 타당성 분석결과 55
• 제2절 상관관계 분석결과 59
• 제3절 가설 검증결과 60
• 1. 가설 Ⅰ, Ⅱ 검증결과 61
• 2. 가설 Ⅲ, Ⅳ 검증결과 62
• 제Ⅴ장 결 론 68
• 제1절 연구결과의 요약 및 논의 68
• 제2절 연구의 한계점 및 향후 방향 70
• 참고문헌 72
• 영문초록 83
• 설문지 86
• 표목차
• <표 1> 자기유능감과 직무성과 관련 선행연구 12
• <표 2> 상사부하간 교환관계 발전과정 19
• <표 3> 변수별 설문항목 및 출처 52
• <표 4> 표본의 인구통계적 특성 54
• <표 5> 신뢰도 분석결과 56
• <표 6-1> 종속변수들에 대한 타당성 분석결과 57
• <표 6-2> 독립․조절변수들에 대한 타당성 분석결과 58
• <표 7> 상관관계 분석결과 59
• <표 8> 자기유능감이 직무성과에 미치는 영향 분석결과 61
• <표 9> 조절효과 검증방법 63
• <표 10> 상사부하 교환관계와 조직지원의 조절효과 분석결과 64
• <표 11> 가설검증 결과 요약 67
• 그림목차
• <그림 1> 평균적 리더십 모형과 상사부하 교환관계 모형 15
• <그림 2> 연구모형 42

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