여행사 종사자의 직무불안정성, 역할갈등 및 심리적 복지 간의 관계에서 셀프리더십의 매개효과 연구 = A Study on the Mediating Effects of Self-Leadership between Job Insecurity, Role Conflict and Psychological Well-Being of the Employees in Travel Agencies

다국어 초록 (Multilingual Abstract)

The purpose of this study is to examine the impacts that 'Job insecurity', and 'Role conflict' of the employees in travel agencies have on their 'Self-leadership' and 'Psychological well-being'.
Research model and hypotheses are selected to meet that purpose, and questionnaires to measure variables are based on reference books. Empirical research is conducted on the analysis data collected through the questionnaires.
In this study, 650 employees from travel agencies in Seoul are surveyed, and only agencies registered as outbound travel agencies with more than 5 years in the business are selected.
For reliability study, Cronbach's α value is applied on 576 valid questionnaires, while feasibility study was conducted through confirmatory factor analysis to see its relations with subcategories.
Exploratory factor analysis and confirmatory factor analysis each verified discriminant-convergent validities, and satisfactory level of suitability proving it as proper instrumentation. Structural equating model is utilized to check hypotheses, and the result showed that and other fitness indicators are acceptable for the proposed research model.
Verification result the research model showed on the hypotheses are as follows:
The first hypothesis is that job insecurity has negative impact on self-leadership. This is supported as analysis proved that job insecurity has negative impact of statistical significance on self-leadership.
The second hypothesis is that role conflict has negative impact on self-leadership. It is supported as analysis proved that role conflict has negative impact of statistical significance on self-leadership.
The third hypothesis is that job insecurity has notable impact on psychological well-being.
Two sub-hypotheses were proposed and the first one is that job insecurity has negative impact on positive well-being. As job insecurity is proven to have negative impact of statistical significance on positive well-being, this is supported.
The other sub-hypothesis is that job insecurity has positive impact on negative well-being. Analysis proved that positive impact has statistical significance, hence the hypothesis is supported.
The fourth hypothesis is that role conflict has significant impact on psychological well-being.
Again, sub-hypotheses were proposed and hypothesis 4-1 is that role conflict has negative impact on positive well-being. This one is supported as role conflict is analyzed to have negative impact of statistical significance on positive well-being.
The other sub-hypothesis, hypothesis 4-2 is that role conflict has positive well-being on negative well-being. Positive impact of statistical significance is shown supporting the hypothesis.
The fifth hypothesis is that self-leadership has significant impact on psychological well-being.
Sub-hypothesis 5-1 is that self-leadership has positive impact on positive well-being and the positive impact of statistical significance is shown on the analysis supported this.
Sub-hypothesis 5-2 is that self-leadership has negative impact on negative well-being. Analysis result supported it by showing self-leadership's negative impact of statistical significance on negative well-being.
The sixth hypothesis is that self-leadership mediates job insecurity, role conflict, and psychological well-being.
The first sub-hypothesis to this is that self-leadership mediates job insecurity and positive well-being. Since job insecurity is proven to have indirect impact of statistical significance on positive well-being through self-leadership, in addition to job insecurity's direct impact on positive well-being is proven to be of statistical significance, job insecurity has partial mediating effect from self-leadership, thereby supporting the hypothesis.
Sub-hypothesis 6-2 is that self-leadership mediates job insecurity and negative well-being. Both job insecurity's indirect impact on negative well-being and job insecurity's direct impact on negative well-being are statistically significant. As a result partial mediating effect of job insecurity on negative well-being is proven and the hypothesis is supported.
Sub-hypothesis 6-3 is that self-leadership mediates role conflict and positive well-being. Indirect impact that role conflict has on positive well-being through self-leadership as well as role conflict's indirect impact on positive well-being were statistically significant. Therefore role conflict's impact on positive well-being is proven to have partial mediating effect supporting the hypothesis.
Finally, sub-hypothesis 6-4 is that self-leadership mediates role conflict and negative well-being. Role conflict's indirect impact on negative well-being through self-leadership is statistically significant and role conflict's direct impact on negative well-being is also statistically significant. Therefore, self-leadership's partial mediating effect on role conflict's impact on negative well-being supports the hypothesis.
As stated above, the verification result showed that a total of 12 hypotheses in this research are supported. Research result also showed that for the psychological well-being of employees in travel agencies employees is largely affected by job insecurity, role conflict, self-leadership. In particular, self-leadership's mediating effect on psychological well-being is witnessed in this research proving that self-leadership is a very important preceding variable.

목차 (Table of Contents)

• Ⅰ. 서론 = 1
• 제 1 절 문제제기 = 1
• 제 2 절 연구목적 = 4
• 제 3 절 연구방법 및 연구범위 = 7
• Ⅱ. 이론적 배경 = 9
• 제 1 절 여행사의 특성 = 9
• 가. 여행사 팀조직 = 9
• 나. 여행사 종사자의 직무특성 = 12
• 제 2 절 직무불안정성 = 13
• 가. 직무불안정성 개념 = 13
• 나. 직무불안정성 구성요소 = 15
• 다. 직무불안정성 선행연구 = 18
• 제 3 절 역할갈등 = 19
• 가. 역할갈등 개념 = 19
• 나. 역할갈등 구성요소 = 20
• 다. 역할갈등 선행연구 = 21
• 제 4 절 셀프리더십 = 23
• 가. 셀프리더십 개념 = 23
• 나. 셀프리더십 전략 = 25
• 다. 셀프리더십 선행연구 = 26
• 제 5 절 심리적 복지 = 28
• 가. 심리적 복지 개념 = 28
• 나. 심리적 복지 선행연구 = 30
• 제 6 절 각 구성개념 간의 관계 = 31
• 가. 직무불안정성 및 역할갈등과 셀프리더십 간의 관계 = 31
• 나. 직무불안정성 및 역할갈등과 심리적 복지 간의 관계 = 33
• 다. 셀프리더십과 심리적 복지 간의 관계 = 34
• Ⅲ. 연구의 설계 및 방법 = 36
• 제 1 절 연구모형 = 36
• 제 2 절 가설설정 = 37
• 가. 직무불안정성과 셀프리더십 간의 관계 = 37
• 나. 역할갈등과 셀프리더십 간의 관계 = 39
• 다. 직무불안정성과 심리적 복지 간의 관계 = 40
• 라. 역할갈등과 심리적 복지 간의 관계 = 41
• 마. 셀프리더십과 심리적 복지 간의 관계 = 42
• 바. 직무불안정성, 역할갈등, 셀프리더십 및 심리적 복지 간의 관계 = 43
• 제 3 절 측정도구 = 46
• 가. 직무불안정성 척도 = 46
• 나. 역할갈등 척도 = 47
• 다. 셀프리더십 척도 = 48
• 라. 심리적 복지 척도 = 50
• 제 4 절 표본추출 = 52
• 제 5 절 통계적 분석방법 = 53
• Ⅳ. 실증분석 = 54
• 제 1 절 자료분석 = 54
• 가. 인구사회학적 특성 = 54
• 나. 신뢰도 및 타당도 검증 = 57
• 다. 전체 구성개념의 확인적 요인분석 결과 = 78
• 라. 상관관계 분석 = 80
• 마. 연구모형의 적합도 검증 = 82
• 제 2 절 가설검증 결과 = 83
• 가. 가설 1의 검증 = 86
• 나. 가설 2의 검증 = 87
• 다. 가설 3의 검증 = 88
• 라. 가설 4의 검증 = 89
• 마. 가설 5의 검증 = 90
• 바. 가설 6의 검증 = 91
• Ⅴ. 결론 = 96
• 제 1 절 연구의 요약 = 96
• 제 2 절 시사점 = 100
• 가. 이론적 시사점 = 100
• 나. 실무적 시사점 = 102
• 제 3 절 연구의 한계 및 추후 연구방향 = 104
• 참고문헌 = 106
• 설문지 = 124
• ABSTRACT = 132

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