멘토링 기능이 직무만족과 조직몰입에 미치는 영향에 관한 연구 : 자기효능감의 매개효과를 중심으로

국문 초록 (Abstract)

본 연구에서는 카지노기업에서 멘토링 기능 유령이 카지노 신입사원들의 자기효능감에 영향을 주고 또한 자기효능감이 직무만족과 조직몰입에 긍정적 영향을 주는지에 대해 알아보고 카지노기업의 멘토링 활성화 방안과 조직 내에서의 효율적인 인적관리를 통해 경쟁우의를 확보하기위한 실증적 연구를 하는데 목적이 있다.
따라서 본 연구에서는 문헌연구와 실증연구를 병행하였으며 문헌연구에서는 멘토링 기능유형이론 ,직능만족과 조직몰입이론을 고찰하여 연구모형 및 연구가설을 설계하였고 가설 검증과 실증연구에 필요한 통계자료를 수집하기 위하여 설문지법을 사용하였다.
설문지는 외국인전용 카지노인 파라다이스워커힐의 종사원을 대상으로 2014년 10월 20일부터 11월 5일까지 설문조사를 실시하였다. 설문지는 총 300부를 배포하여 그중에서 불성실한 응답 15부를 제외하고 유효하다고 판단되는 285부를 활용하였다.
수집한 자료는 SPSS 20.0프로그램을 이용하여 분석하였으며 본 연구의 결과는 다음과 같다.
첫째, 멘토링의 기능유형을 신입사원의 직능만족에 정(+)의 영향을 미칠 것이다 라는 가설1을 검증한 결과 가설 1-1,1-3 즉 멘토링의 경력개발기능, 역할모형기능은 카지노 신입사원의 직무만족에 정(+)의 영향을 미칠 것이라는 가설을 채택하게 되었다.
멘토링의 경력개발기능, 역할모형기능이 높아질수록 직무만족 또한 높아지는 것으로 나타났다.
둘째, 멘토링 기능유형은 카지노 신입사원의 조직몰입에 정(+)의 영향에 관한 회귀분석을 실시한 결과 가설 2-2, 2-3 멘토링의 심리사회적기능 ,역할모형기능이 높아질수록 신입사원의 조직몰입 또한 높아지는 것으로 나타났다.
셋째, 멘토링의 경력개발기능,심리사회적기능,역할모형기능이 직무만족에 미치는 영향은 자기효능감에 의해 매개될 것이다 는 채택되었다.
넷째, 멘토링의 경력개발기능,심리사회적기능,역할모형기능이 조직몰입에 미치는 영향은 자기효능감에 의해 매개 될것이다 는 채택되었다.
분석 결과를 보면 멘토링 기능유형이 카지노신입사원의 직무만족과 조직몰입에 유의한 영향을 미치고 있는 것으로 나타났으며 멘토링 기능이 직무만족과 조직몰입에 미치는 영향은 자기효능감에 의해 매개됨이 나타났다. 따라서 멘토링 제도는 실질적으로 카지노기업 내에서 효율적인 인적관리로 조직성과를 높이는데 유용하다는 것을 바로 알아 멘토링 기능유형제도를 적극 활용해야 할 것이다.

목차 (Table of Contents)

• 제 1 장 서 론 ······································································· 1
• 제 1 절 문제제기 ································································ 1
• 제 2 절 연구의 목적 ··························································· 2
• 제 3 절 연구방법 및 논문의 구성 ·········································· 3
• 제 2 장 연구의 이론적 배경 ···················································· 5
• 제 1 절 멘토링 ··································································· 5
• 1. 멘토링의 발전단계 ······················································· 5
• 2. 멘토링의 역할과 기능 ··················································· 8
• 3. 멘토링의 개념 ···························································· 14
• 4. 멘토링의 유형 ···························································· 18
• 5. 멘토링과 다른 개념과의 관계에 관한 선행연구 ·················· 21
• 제 2 절 자기효능감 ··························································· 28
• 1. 자기효능감의 개념 ······················································ 28
• 2. 자기효능감의 구성요소 ················································· 32
• 3. 자기효능감과 다른 개념과의 관계에 관한 선행연구 ············ 34
• 제 3 절 직무만족 ······························································ 38
• 1. 직무만족의 개념 ························································· 38
• 2. 직무만족의 구성요소 ···················································· 40
• 3 .직무만족과 다른 개념과의 관계에 관한 선행연구 ··············· 43
• 제 4 절 조직몰입 ······························································ 46
• 1 .조직몰입의 개념 ························································· 46
• 2. 조직몰입의 구성요소 ··················································· 48
• 3. 조직몰입과 다른 개념과의 관계에 관한 선행연구 ·············· 52
• 제 3 장 연구모형과 조사 설계 ················································ 54
• 제 1 절 연구모형 및 가설 설정 ············································ 54
• 1. 연구모형의 설계 ························································· 54
• 2. 연구가설의 설정 ························································· 55
• 제 2 절 변수의 조작적 정의 및 측정 ····································· 57
• 1. 멘토링 기능 ······························································· 58
• 2. 자기효능감 ································································ 58
• 3. 직무만족 ··································································· 59
• 4. 조직몰입 ··································································· 59
• 제 3 절 자료수집 및 분석 방법 ············································· 60
• 1. 자료수집 방법 및 표본조사 ··········································· 60
• 2. 자료 분석 방법 ··························································· 60
• 제 4 장 연구결과 ································································· 62
• 제 1 절 표본의 구성 ·························································· 62
• 제 2 절 요인에 대한 타당성 검증 ········································· 63
• 1. 요인추출방법 선택에 대한 배경 ······································ 63
• 2. 멘토링 기능에 대한 탐색적 요인분석 결과 ······················· 64
• 3. 자기효능감에 대한 탐색적 요인분석 결과 ························ 65
• 4. 직무만족에 대한 탐색적 요인분석 결과 ··························· 66
• 5. 조직몰입에 대한 탐색적 요인분석 결과 ··························· 66
• 제 3 절 요인에 대한 신뢰도 분석 ········································ 67
• 1. 멘토링 기능 요인의 척도에 대한 신뢰도 분석 ·················· 67
• 2. 자기효능감 척도에 대한 신뢰도 분석 ····························· 68
• 3. 직무만족 척도에 대한 신뢰도 분석 ································ 68
• 4. 조직몰입 척도에 대한 신뢰도 분석 ································ 68
• 5. 요인점수 산출 및 요인의 기술통계량 ····························· 69
• 제 4 절 인구통계학적 특성에 따른 주요 요인에 대한 차이검증 ·········· 69
• 1. 성별에 따른 주요 요인에 대한 차이검증 ·························· 70
• 2. 직급에 따른 주요 요인에 대한 차이검증 ·························· 71
• 3. 경력에 따른 주요요인에 대한 차이검증 ··························· 72
• 제 5 절 요인간의 상관분석 결과 ·········································· 73
• 제 6 절 연구가설에 대한 검증 ············································· 74
• 1. 멘토링 기능유형이 신입사원의 직무만족에 미치는 영향 분석 74
• 2. 멘토링 기능유형이 신입사원의 조직몰입에 미치는 영향 분석 75
• 제 7 절 멘토링 기능이 자기효능감을 매개로
• 직무만족에 미치는 영향 ··········································· 76
• 1. 멘토링 기능이 자기효능감을 매개로
• 직무만족에 미치는 영향 ··············································· 76
• 2. 경력개발 기능이 자기효능감을 매개로
• 직무만족에 미치는 영향 ··············································· 78
• 3. 심리사회적 기능이 자기효능감을 매개로
• 직무만족에 미치는 영향 ··············································· 79
• 4. 역할모형 기능이 자기효능감을 매개로
• 직무만족에 미치는 영향 ··············································· 81
• 제 8 절 멘토링 기능이 자기효능감을 매개로
• 조직몰입에 미치는 영향 ········································· 82
• 1. 멘토링 기능이 자기효능감을 매개로
• 조직몰입에 미치는 영향 ··············································· 82
• 2. 경력개발기능이 자기효능감을 매개로
• 조직몰입에 미치는 영향 ··············································· 84
• 3. 심리사회적 기능이 자기효능감을 매개로
• 조직몰입에 미치는 영향 ··············································· 85
• 4. 역할모형 기능이 자기효능감을 매개로
• 조직몰입에 미치는 영향 ··············································· 87
• 제 5 장 결 론 ····································································· 89
• 제 1 절 연구의 결론 ·························································· 89
• 제 2 절 연구결과의 시사점 ·················································· 90
• 제 3 절 연구결과의 한계점 및 향후 연구 방향 ························ 91
• 참고문헌 ············································································ 92
• 부 록 ············································································· 102
• Abstract ··········································································· 107