멘토관계와 신입사원의 조직적응 = Mentor Relationship and Newcomers` Adjustment to Organizations

다국어 초록 (Multilingual Abstract)

When newcomers join an unacquainted firm, they usually experience reality shock. They have become disatisfied with the firm, and under the circumstance of chaos and instability, they have even lost a sense of direction because of the realty shock. Therefore, the tactics for the organizational socialization should be developed in order to minimize the inadaptation to the organization the organization, to help their career development, and to give them psychological stability. In spite of the rapid growth of the interests on the mentor program, which has been proven as the most effective area. Especially, the studies on the measurement and the evaluation of the effectiveness of the firm's mentor program have been extremely rare.
This study aims to empirically investigate the relationship between the functions of the mentor program and the newcomers' adjustment to their organization in domestic banks in Korea. The specific purposes of the study are the following:
Frist. we went to verify what relationships exist between the functions of the Mentor and the newcomers' adjustment to their organization.
Second. we went to find out the impacts of the newcomers' personal traits on their adjustment to the organization when the mentor program is performed.
The research model consists of independent variables, (mentor functions), moderate variables, (personal traits of newcomers), and dependent variables, (the measures of the adjustment to the organization). as shown in the following figure.
◁표삽입▷ (원문을 참조하세요)
The mentor functions are career related function, psychosocial function, and role model function. the personal traits are extroversions, conscientiousness, neuroticism, agreeableness, and openness. The measures of the adjustment to the organization are job satisfaction, organizational commitment, and role ambiguity.
Based on this model, two hypothesis were derived from the above research theory the subjects are 301 newcomers from the domestic 7 banks, who were in two years after becoming members of the banks. Frequency Analysis, Factor Analysis, Cronbach's a. and t-test. Correlation, Subgroup Correlation Analysis are performed based on the collected data from the survey guestionnaires.
The results of the study are the following:
Frist, the higher, the degree of the mentor functions are, the more easily adjusted to the organization, the newcomer are.
Second, some personal traits such as extroversions, conscientiousness, and agreeableness have positive impacts on role ambiguity. Other personal traits like neuroticism, agreeableness, and openness have also meaningful impacts on organizational commitment. But no personal traits variable have moderate effect on job satisfaction.
Consequently, we conclude that the personal traits of newcomers should be considered importantly in developing a firm mentor program, and specifically reflected in designing mentor and mentee of the program.

목차 (Table of Contents)

• 목차 = ⅰ
• ABSTRACT = ⅴ
• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구의 범위 및 방법 = 3
• 제3절 논문의 구성 = 4
• 제2장 이론적 배경 = 6
• 제1절 멘토관계 = 6
• 1. 멘토관계의 의의 = 6
• 2. 멘토의 기능 = 12
• 3. 멘토관계에 영향을 미치는 요인 = 19
• 제2절 신입사원의 조직적응 = 25
• 1. 직무만족 = 26
• 2. 조직몰입 = 30
• 3. 역할모호성 = 39
• 제3절 멘토관계와 신입사원의 조직적응과의 관계 = 41
• 1. 멘토관계와 조직적응 = 41
• 2. 개인특성의 조절효과 = 44
• 제3장 실증적 연구방법 = 51
• 제1절 연구의 모형 및 가설의 설정 = 51
• 1. 연구의 모형 = 51
• 2. 가설의 설정 = 52
• 제2절 변수의 조작적 정의 및 측정 = 55
• 1. 독립변수 : 멘토의 기능 = 55
• 2. 종속변수 : 조직적응 = 56
• 3. 조절변수 : 개인특성 = 56
• 제3절 측정도구 = 57
• 제4절 표본의 선정 및 조사실시 = 64
• 1. 표본의 선정 = 64
• 2. 자료의 분석방법 = 65
• 제4장 실증연구의 결과 = 65
• 제1절 가설 Ⅰ의 검증 : 멘토의 기능과 조직적응과의 관계 = 67
• 제2절 가설 Ⅱ의 검증 : 개인특성의 조절효과 = 70
• 제5장 결론 = 92
• 제1절 연구결과의 요약 = 92
• 제2절 연구의 시사점과 한계 = 94
• 1. 연구의 시사점 = 94
• 2. 연구의 한계 = 95
• 3. 앞으로의 연구방향 = 96
• 참고문헌 = 98
• 부록 설문지 = 105