멘토제도가 병사의 군 조직몰입 및 직무만족에 미치는 영향에 관한 연구 = A Study on the Effect of Mentoring Program on Soldiers' Commitment of Organization and Job Satisfaction

다국어 초록 (Multilingual Abstract)

The purpose of this study is to analyze how the mentoring relationship established officially or non-officially between newly transferred recruits and earlier enlisted men effects on their adaptation to military organization.
For this study, I established some hypotheses through theoretical observation on mentoring relationship, surveyed enlisted men serving all around the country, and verified the establishment of mentoring relationship and the effect of its functions on soldiers' adaptation to forces.
The result of this study is as follows. First, as a result of verifying the effects on the validity of military organization according to whether enlisted men have mentoring relationship or not, the study shows that soldiers who have mentoring relationship have much higher organization involvement and job satisfaction than soldiers have not. This shows mentoring program play a major role in validity of military organization.
Second, the function of role, introduction, and challenging in military mentoring program have higher influence on organization involvement than sub-variations such as sponsorship, protection, counseling, and friendship. It means soldiers are more effectively involved their organization when they try to learn and resemble mentors' role model, respond mentors' sense of value, and respect mentors.
Third, in the verification of how the functions of mentoring relationship effect on organization validity, the function of introduction, exposure, and challenging have more influence on job satisfaction.
Mentor's introduction function help newly transferred soldiers make the relationship with earlier soldiers easily; give them a opportunity to contact other soldiers directly through life-in-barrack taking a share each soldiers' work, military training, or many assignments; doesn't make them left out of the group. Therefore the introduction function has great influence on job satisfaction.
Mentors' challenging function also have much influence on soldiers' job satisfaction. It improves soldiers' ability and helps them feel a sense of accomplishment by giving them challenging assignments, continuously couching them a feedback on result. Taking account of military organization's unique characteristics―soldiers must accomplish their assigned tasks by enduring lots of risky and painful training in challenging conditions―mentors' challenging function also play a important role in military organization.
In conclusion, this study shows the function of introduction and challenging in mentoring functions and the function of role model in socio-psychological functions have much more influence on the validity of military organization.
However, some challenging problems were revealed in the process of this study. First, this study surveyed only mentees(enlisted men). Not investigating mentors and mentees together, this study could not find how the mentor's function in military effects on mentees and which relationship establishes more mentoring relationship and are effective between official relationship(the mentor in the chain of command) and non-official relationship(the mentor out of the chain of command).
Second, the study on the relationship between mentoring program and command authority is required. As it mentioned above, mentoring program has a valid influence on soldiers' organization involvement and job satisfaction. More in-depth studies on what these functions and roles effect on command authority and what interactive relations establish are required
Third, it is necessary to study on the measures to activate military mentoring program. Efforts to design and establish official of non-official mentoring relationship in military organization will lead soldiers to an active military service. It can also contribute to preventing military accidents and improving intangible combat power.
I'd like to suggest these challenging problems as future studies.

목차 (Table of Contents)

• 목차
• 제1장 서론
• 제1절 연구의 배경 및 목적 = 1
• 제2절 연구범위 및 구성 = 3
• 제2장 이론적 고찰
• 제1절 멘토의 개념 및 의의 = 4
• 제2절 멘토관계의 유형 = 7
• 1. 비공식적 멘토관계 = 9
• 2. 공식적 멘토관계 = 10
• 제3절 멘토의 기능 및 역할 = 15
• 1. 멘토의 기능 = 15
• 2. 멘토의 역할 = 25
• 3. 멘토관계의 효과 = 25
• 제4절 멘토관계와 조직몰입과의 관계 = 35
• 1. 조직몰입의 의의 = 35
• 2. 멘토관계와의 관련성 = 37
• 제5절 멘토관계와 직무만족과의 관계 = 40
• 1. 직무만족의 의의 = 40
• 2. 멘토관계와의 관련성 = 41
• 제6절 군에서의 조직몰입 및 직무만족 = 43
• 1. 군 조직의 특성 = 43
• 2. 조직사회의 개념 및 의의 = 48
• 3. 멘토관계와 군 조직몰입 및 직무만족과의 관계 = 51
• 제3장 연구모형 및 가설의 설정
• 제1절 연구모형 = 55
• 제2절 연구가설 설정 = 56
• 제3절 연구방법 = 59
• 1. 변수의 조작적 정의 = 59
• 2. 자료수집 방법 = 61
• 3. 설문의 구성 = 62
• 제4장 실증적 연구결과
• 제1절 측정도구의 신뢰도 및 타당성 검증 = 64
• 1. 신뢰도 검증 = 64
• 2. 타당성 검증 = 65
• 3. 변수간의 상관관계 분석 = 67
• 4. 표본의 구성 = 68
• 5. 자료의 분석방법 = 68
• 제2절 연구 가설의 검증 = 69
• 제5장 결론
• 제1절 연구결과 및 시사점 = 79
• 제2절 연구의 한계 및 향후 연구방향 = 81
• 참고문헌 = 83
• 설문지 = 88
• abstract = 96