구성원의 자기효능감이 직무만족과 조직몰입에 미치는 영향

다국어 초록 (Multilingual Abstract)

Todays, self-efficacy became one of the key concepts to which many people were paying growing attention. But there were few experimental studies on self-efficacy, and there was no generally-accepted definition about it, either. So how to approach and use it wasn't yet clearly defined, and it's merely and implicitly accepted in the academic world as a dynamic, multi-level concept or as a sort of singular process concept that enhanced one's ability.
Though, in recent days, a number of researchers argued that there were some processes that ultimately led to an improved self-efficacy, self-efficacy wasn't yet systematically established, not only because what they were saying was actually confused with the constructs related to it, but because there were few experimental studies on how one's performance(job satisfaction and organization devotion) was affected by self-efficacy that depended on his or her characteristics. The purpose of this study was, accordingly, to systematically put all the earlier studies on self-efficacy in order so as to redefine its concept, and to examine the effect of self-efficacy on job satisfaction and organization devotion.
The past successful experiences, self-confidence, encouragement(praise) and the acknowledgement of existence, which gave impact on self-efficacy, were selected as precedent variables. And self-efficacy was chosen as a parameter between the precedent variables and the dependent variables which included job satisfaction and organization devotion. After a research model was built and hypotheses on the relationship between these variables were posed, an analysis was made over self-efficacy's influence. As a result, it's found that, among higher official's behaviors, encouragement and priase had little influence on self-efficacy, but the past successful experience, self-confidence and the acknowledgement of existence had a positive effect on self-efficacy, and self-efficacy gave, in turn, a positive impact on job satisfaction and organization devotion.
Therefore, self-efficacy was mutually connected to performance(job satisfaction and organization devotion), and this correlation offered better motivation to the members of an organization and enlarged the maintenance of successful performance.
In conclusion, the findings of this study suggested that a member's personal characteristics - successful experience and self-confidence - and a higher official's acknowledgement of the member had a positive influence on the member's self-efficacy. In effect, the research model developed in this study affirmed that self-efficacy had an effect on personal performance(job satisfaction and organization devotion).
These findings might serve to direct more attention to individual member's self-efficacy, and to justify the necessity and importance of giving more weight to self-efficacy as one of one's inner psychological variables.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구의 필요성과 목적 = 1
• 제2절 연구의 범위와 구성 = 2
• 제2장 이론적 배경 = 3
• 제1절 자기효능감의 정의 및 본질 = 3
• 1. 자기효능감의 정의 = 3
• 2. 자기효능감의 본질 = 5
• 제2절 자기효능감의 특징과 역할 = 7
• 1. 자기효능감의 특징 = 7
• 2. 자기효능감의 역할 = 7
• 제3절 자기효능감에 영향을 미치는 요인 = 8
• 1. 과거 성취경험 = 9
• 2. 자신감 = 11
• 제4절 상사 행동과 자기효능감과의 관계 = 13
• 제5절 자기효능감과 성과간의 관계 = 16
• 1. 직무만족 = 18
• 2. 조직몰입 = 19
• 제3장 연구모형 및 가설 = 21
• 제1절 연구모형 = 21
• 제2절 연구가설 = 21
• 제4장 연구방법 = 24
• 제1절 연구대상 = 24
• 1. 표본의 선정 및 자료수집 = 24
• 2. 연구 대상의 인구통계학적 특성 = 24
• 제2절 측정 도구와 자료 분석 및 요인 분석 = 26
• 1. 측정 도구 = 26
• 2. 자료 분석 = 26
• 3. 요인 분석 = 27
• 제5장 가설 검증 결과 = 34
• 제1절 가설 1의 검증 = 34
• 1. 가설 1-1의 검증 = 35
• 2. 가설 1-2의 검증 = 36
• 제2절 가설 2의 검증 = 37
• 1. 가설 2-1의 검증 = 37
• 2. 가설 2-2의 검증 = 38
• 제3절 가설 3의 검증 = 40
• 제4절 가설 4의 검증 = 42
• 제6장 요약 및 결론 = 45
• 제1절 요약 및 결론 = 45
• 제2절 연구의 한계와 향후 과제 = 46
• 참고문헌 = 48
• 부록 = 51