그릿이 조직신뢰와 직무소진에 미치는 영향

백유성(Baek, You Sung) 한국인적자원관리학회 2021 인적자원관리연구 Vol.28 No.3

본 연구는 조직구성원 개인이 지닌 특성인 그릿이 조직신뢰와 직무소진에 미치는 영향을 검증한 것이다. 검증에 필요한 기초자료는 서울특별시 소재 특급호텔에서 일하는 조직구성원 234명으로부터 수집되었다. 본 연구에서 밝혀진 실증분석 결과를 요약하면 다음과 같다. 첫째, 그릿의 하위 구성개념인 흥미유지는 조직신뢰에 영향을 미치지 않는 것으로 나타났다. 둘째, 그릿의 하위구성 개념인 노력지속은 조직신뢰에 정(+)의 영향을 미치는 것으로 밝혀졌다. 셋째, 그릿의 구성개념인 흥미유지와 노력지속은 모두 직무소진에는 직접 영향을 미치지 않는 것으로 드러났다. 넷째, 조직신뢰는 직무소진에 부(-)의 영향을 미치는 것으로 밝혀졌다. 직무소진은 직무의욕이 상실되고 냉담하며 스트레스가 높아진 상태이다. 그러므로 조직신뢰가 높은 조직구성원들은 직무소진이 낮다는 사실은 논리적으로도 합당한 결과라고 판단된다. 이상에서 밝혀진 분석 결과를 토대로 다음과 같은 시사점을 얻을 수 있다. 첫째, 그릿의 구성개념 중 노력지속이 흥미유지보다 조직행동 변수들과 관련성이 높다는 사실이다. 둘째, 그릿의 본질은 열정과 끈기이며 노력지속은 조직 측면에서 헌신, 낙관, 회복탄력성 등과 같은 긍정적 심리자본으로 기능할 수 있다고 추론할 수 있다. 다만 조직 속의 개인이 조직과 동일한 방향의 목표를 추구할 때 그릿의 노력지속이 조직성과 변수에 긍정적인 영향을 줄 수 있다는 의미이다. 본 연구는 단일 조직의 구성원들을 표집하여 분석한 것으로 연구 결과를 일반화하기에는 어려움이 있다. 또한 본 연구에서는 조직신뢰의 동태적 성격을 고려하지 않고 횡단적으로 조직신뢰를 측정하였다는 한계를 지니고 있다. This study verifies the effect of grit, a characteristic of individuals of organizational members, on organizational trust and job burnout. Sample data necessary for verification were collected from 234 members of the organization working at a luxury hotel in Seoul Metropolitan City. To summarize the empirical analysis results revealed in this work, we are as follows. First, consistency of interest, a sub-construction concept of grit, has been shown to have no effect on organizational trust. Second, the concept of sub-construction of grit, perseverance of effort, has been found to have a positive effect on organizational trust. Third, both consistency of interest and perseverance of effort which are the concept of the composition of the grit, have no direct impact on job burnout. Fourth, organizational trust has been found to have a negative effect on job burnout. Job burnout is a state of loss of motivation, callousness and increased stress. Therefore, the fact that members of a highly trusted organization are low on job burnout is logically reasonable. Based on the analysis results revealed above, the following implications can be obtained: First, the fact is that the perseverance of effort in the composition of the grit is more relevant to organizational behavior variables than to consistency of interest. Second, perseverance of effort can function as a positive psychological capital such as commitment, optimism, resilience, etc. in terms of organization. This study is an analysis of members of a single organization. Therefore, it is difficult to generalize the findings. It is necessary to re-verify the results of the study on members of various organizations in the future. Furthermore, this study has limitations that measure organizational trust as cross-sectional approach without considering the dynamic nature of organizational trust.

의사소통이 조직신뢰와 노조몰입에 미치는 영향: 코레일 경북본부 구성원들을 중심으로

백유성 ( You-sung Baek ) 한국질서경제학회 2013 질서경제저널 Vol.16 No.4

Effective communication is critical factor to build organizational trust and commitment. Poor communication is probably the most frequently cited source of interpersonal conflict. The purpose of this study is to empirically examine the effects of communication on organizational trust and union commitment. To conduct such examination, the author (i) designated communication, organizational trust and union commitment as variables and (ii) designed a research model and set up a hypothesis by conducting preceding studies on the variables. To examine the hypothesis, the author conducted a survey on employees of KORAIL Kyeongbuk province and analyzed the survey based on collected one hundred ninty seven (197) copies of questionnaire. The summary of what this study has concluded by empirical analysis is as follows: First, communication had positive effect on organizational trust. Second, communication have been found to be positive effect on union commitment. Third, the coefficient of correlation between organizational trust and union commitment shows that organizational trust and union commitment are very independent variables. Fourth, as a result of analyses on the means of variables such as communication, organizational trust and union commitment, especially the level of organizational trust is very low (3.8248). The implications which this study are as follows. First, this study has discovered that communication had positive effect on organizational trust and union commitment. This result confirms that communication is one of the important variables that affect organizational effectiveness. Second, considering the reality of KORAIL, which tries to establish a labor-management community culture, these results indicate that communication needs to be more activated. The activation of communication can ultimately promote organizational trust. This study have limitations in that was conducted based on cross-sectional design of research. Also a small sample size by taking only 197 copies of questionnaire that may lead to limitation in generalization of the conclusions in this study.

사회적 기업과 기업의 사회적 책임에 관한 문헌연구

백유성(Baek, You-Sung),김종길(Kim, Jong-Gil) 사회적기업연구원 2013 사회적기업연구 Vol.6 No.1

정서노동과 LMX의 질, 직무태도 간의 관계

백유성 ( You-sung Baek ) 한국질서경제학회 2014 질서경제저널 Vol.17 No.2

The concept of emotional labor emerged from studies of service jobs. But today emotional labor is relevant to almost every job. At the least most managers expect employees to be courteous, not hostile, in interactions with co-workers. The purpose of this study is to empirically examine the relationships among emotional labor and quality of LMX, job attitudes. To achieve the purpose of this study, the preceding studies on emotional labor, quality of LMX and job attitude after an overview of these variables were examined to design research model and set up hypotheses. To verify the hypotheses, a survey was carried out on employees at secretariate and managerial job. Questionnaires of collected 75 copies were used for a statistical analysis. The results of this analysis are summarized as follows: First, deep acting had a positive effect on quality of LMX. Second, it is revealed that both surface acting and emotional dissonance had no effect on quality of LMX. Third, the more employee’s deep acting increases, the bigger job satisfaction is and the more emotional dissonance is, the bigger burnout is. Fourth, the quality of LMX had a positive effect on job satisfaction but had no effect on burnout. Fifth, as a result of analyses on the differences between employees at secretariate and managerial job that were existed significant differences in deep acting. This study will find some implications as follows. First, the quality of LMX may be an important variable between emotional labor and job attitudes. Second, The fact that deep acting had a positive effect on job satisfaction which provide the managerial implications. The positive findings in this study can be used for the education and training of employees. This study have limitations in some facts. First, there is a problem which is related to the sample sizes. Therefore, the author would likely to say that it is too much to generalize and apply the results from this study.

이슈리더십, 임파워먼트 및 조직 성과와의 관계

백유성(You Sung Baek),신영숙(Young Sook Shin) 한국경영학회 2007 한국경영학회 통합학술발표논문집 Vol.2007 No.8

본 연구는 무한 경쟁사회에서 효과적 교육 경영 리더십 요인을 밝히고자 교육행정 조직을 대상으로 연구를 실행하였다. 실증 연구 내용은 이슈리더십이 임파워먼트와 조직 성과에 미치는 영향, 이슈리더십이 조직 성과에 영향을 미치는데 있어서 임파워먼트의 매개역할 그리고, 직종에 따른 조절효과에 대하여 가설을 설정하고 검증하였으며 그 결과를 요약하면 다음과 같다. 첫째, 이슈리더십은 임파워먼트의 4 차원인 의미성, 자기결정성, 역량, 영향력을 증대시키는 것으로 나타났다. 둘째, 이슈리더십은 직무만족, 혁신적 행동, 조직몰입 등에 긍정적인 영향을 미치는 것으로 나타났다. 셋째, 이슈리더십이 조직 성과에 영향을 미치는 과정에서 임파워먼트가 부분 매개 역할을 하는 것으로 나타났다. 넷째, 이슈 창안과 자기결정성, 오디언스 동참과 자기결정성, 시스템 파워와 직무만족, 시스템 파워와 혁신행동 사이에 직종에 따라 조절 효과가 있는 것으로 나타났다. 이러한 결과는 교육행정 혁신을 위하여 경영자들이 지향해야 할 새로운 리더십으로서 이슈리더십의 유효성과 적용 가능성을 시사하고 있다. In today`s fast changing educational environment, educational administrative organization also requires to adopt the entrepreneurship to improve its organizational performance. In response to such demand, we study an educational administrative organization to provide an insight to improve the competitiveness of education administration system by exploring leadership mechanism which could promote effective educational leadership highly demanded in today`s unlimited competitive society. Specifically, we establish hypotheses for leadership study in an educational administrative organization and test them to explore how issue leadership influences empowerment and organizational performance. Further, we examine whether empowerment meditates the relationship between issue leadership and organizational performance and whether job difference in educational administrative organization moderates such relationship. The summary of study results is as follows: First, issue leadership recognized by the members of an educational administrative organization increases the sub-components of empowerment such as meaning, self-determination, competence, and impact, which in turn, lead positive impact on job satisfaction, innovative behavior, and organizational commitment. Second, empowerment partially mediates the relationship between issue leadership and organizational performance. In the process that issue leadership affects the organizational performance such as job satisfaction, innovative behavior, and organizational commitment, empowerment does play a role as a mediator. Third, examining whether job difference in educational administrative organization moderates the relationship between issue leadership and organizational performance, we find partial moderation effect. Specifically, we find the moderating effect between Issue Pull and self-determination, Audience Push and self-determination, System Power and job satisfaction, and system power and innovative behavior.

상사-부하교환관계, 조직신뢰, 경력성공 간의 구조적 관계

백유성 ( Baek You-sung ) 한국질서경제학회 2021 질서경제저널 Vol.24 No.3

Organizations are social entities seeking to achieve their goals. In the process of achieving such goals, conditions necessary for promoting various goals, such as leaders, followers, and situations inside and outside the organization, are formed and changed. One of the key factors in determining leadership validity in this context is the quality of LMX. The exchange relationship between leaders and followers is closely related to all processes in which leaders clearly communicate goals, share them with followers, and discuss and implement such objectives. Therefore, the quality of LMX forms a structural relationship with job satisfaction, career satisfaction and structural relationships that are leadership effectiveness, organizational trust, and career success. This study empirically analyzes the structural relationships between LMX, organizational trust, and career success for organizational members working at H-Motor Co. sales branches. Based on the empirical analysis results identified in this work, the implications are summarized as follows. First, the more active the leader-member exchange relationship, the higher the organizational trust and the higher the career satisfaction. This can be interpreted as a natural phenomenon that organizations are a cooperative system composed of people, so smooth relationships and active communication increase organizational trust and satisfy one’s career. Executives will have to be interested in LMX, that is, communication between leaders and followers, and seek various ways to promote LMX. For example, having lunch together, activating informal gatherings between leaders and followers, such as draft beer meetings after work, and providing organizational support measures, will work. Second, it has been confirmed that the higher the trust in the organization, the lower the level of career success, career satisfaction and job satisfaction. This is consistent with the findings that organizational trust identified in prior studies(Moon Hyung-gu, Choi Byung-kwon, Nae Eun-young, 2011) has a strong positive impact on job satisfaction and workplace satisfaction, which are attitude variables of members of the organization. Trust in organizations, managers and leaders is never formed overnight. In addition, the trust relationship formed once changes and the characteristics of the leader or follower change. Therefore, managers will have to maintain a constant interest in organizational trust issues, one of the key variables in organizational behaviour. Third, the leader-member exchange relationship has been shown to have no effect on job satisfaction. This is contrary to previous research results(Kim Sung-nam, 2012). These findings are attributed to the fact that the survey targets members performing marketing tasks that are rewarded based on personal performance; that is, LMX does not directly affect job satisfaction because it cannot be enhanced by relationships or communication with bosses.

장수기업의 특성과 장수조건

백유성 ( You-sung Baek ) 한국질서경제학회 2012 질서경제저널 Vol.15 No.4

longevity and long-term sustainability is an important concerns of corporations. Previous studies on organizational survial have focused on the relationship between organization's age and mortality rates. Corporate longevity studies have started from external environment, for example the theory of population of ecology. However this theory could not have been able to explain the important process of long-lived companies. The main purpose of this study is to identify what factors the long term survival companies have attained to keep themselves alive. The key findings of this study are as follows. First, long-lived companies have strong adherence to their customers' needs and should satisfy their customers. Second, hormesis process is very important factor to corporate longevity. Hormesis may be defined as a dose-response phenomenon that is characterized by a low-dose stimulation and high-dose inhibition. Hormetic processes are therefore viewed as adaptive in character and the product of natural selection. Third, corporate social responsbility is another important factor to corporate longevity. The study results imply that corporate longevity mechanism is complex process which are interacted custom-oriented value, hormesis and corporate social responsbility.

한국철도공사 구성원들의 회복탄력성이 직무만족과 조직몰입에 미치는 영향

백유성 ( You-sung Baek ) 한국질서경제학회 2015 질서경제저널 Vol.18 No.4

With more than 100 year old history, Korean Railroad Corporation (KORAIL) is one of representative public enterprise, which was transformed from the National Railroad Administration, an government organization, on Jan. 01, 2005. The job attitude of KORAIL members is an important index to understand and predict an individual behavior in the organization. Furthermore, since the job attitude of its members may affect various performance variables of the organization in the respect of management, it shall be verified and managed. The purpose of this study is to empirically examine the effects of resilence on job satisfaction and organizational commitment. To conduct such examination, the author (i) designated resilence, job satisfaction and organizational commitment as variables and (ii) designed a research model and set up hypotheses by conducting preceding studies on the variables. To examine the hypotheses, the author conducted a survey on members of Gyeongbuk Headquarters of KORAIL and analyzed the survey based on collected 436 copies of questionnaire. Collected data were analyzed using SPSS and AMOS programs, and covariance analysis was conducted to verify the fitness of the study model and the hypotheses. The analysis results are as follows. First, there was a statistically significant relationship between the resilience of the organization members and job satisfaction, organizational commitment. And then the relevant hypothesis was adopted. Second, job satisfaction have been found to be positive effect on organizational commitment. The implications which this study are as follows. First, this study has discovered that resilience had positive effect on job satisfaction, organizational commitment. This result confirms that resilience is the important variables that affect organizational effectiveness. Second, a higher resilience was associated with a higher organizational commitment, offering practical significance in extrapolating the relationship between the positive psychological capital variables held by the individual. In terms of practical implications, first, as organizational confidence is low and conflict between management and labor is severe at KORAIL, there is a need to pay more attention to the positive psychological capital variable of organizational members such as resilience and organizational commitment. Second, the stress levels of organizational members who are swamped with constant measures for management innovation and reduction of the workforce is very high. Given this situation, various training programs and measures that can improve resilience to overcome challenges and stress would be needed and the findings of this study could be used as a rationale for such arguments. This study also has the following limitations: first, this study was conducted based on cross-sectional design of research. It is considered that the objectivity of study results shall be improved in future with interview investigation for major sample groups in order to supplement the weakness of questionnaire survey methods. Second, it is difficult to generalize the results of this study, in that the survey was conducted mainly for members of KORAIL Gyeongbuk headquarters. Thus, the results of this study shall be carefully construed. Third, the measurement scales have their own limitations. It must be noted that a single scale was used for the emotional commitment that included into the organizational commitment. It is considered that the objectivity of study results shall be improved in future with interview investigation for major sample groups in order to supplement the weakness of questionnaire survey methods.

정서지능과 직무스트레스 간의 구조적 관계

백유성 ( You-sung Baek ) 한국질서경제학회 2016 질서경제저널 Vol.19 No.3

Most of us are aware that job stress is an important problem in organizations. Some people thrive on stressful situations, while others are overwhelmed by them. Perception is personally about stress according to personality, self-efficacy, emotional intelligence. High levels of stress, or even low levels sustained over long periods, can lead to reduced employees performance and, thus, require action by management. The purpose of this study is to empirically examine the structural relationships between emotional intelligence and job stress. To conduct such examination, the author (i) designated emotional intelligence and job stress as variables and (ii) designed a research model by conducting preceding studies on the variables. To examine the research model the author collected the survey data from the 384 public servants belonging to the province of Gyeongsangbuk-do and municipalities there of. Collected data were analyzed using SPSS and AMOS programs. The analysis results are as follows. Especially, (1) there was no statistically significant relationship between understanding ability for one’s own emotions among the constructs of emotional intelligence and job stress. (2) it was found that higher degree of understanding ability for other’s emotion among the constructs of emotional intelligence would lead to a lower degree of psychological job stress. (3) it was found that higher degree of ability for emotional control among the constructs of emotional intelligence would lead to lower degree of psychological job stress and physical job stress. (4) it was found that higher degree of ability for application of emotions among the constructs of emotional intelligence would lead to a lower degree of psychological job stress and physical job stress. The implication and limitation which this study are as follows. First, this study has discovered that emotional intelligence is the important variables that affect psychological job stress and physical job stress. This study have limitation in that was conducted based on cross-sectional design of research. Because, job stress is a dy-namic condition in which an individual is confronted with an opportunity, demand, or resource related to what the individual desires and for which the outcomes is perceived to be both uncertain and important.

감정노동, 직무소진, 고객지향성 간의 구조적 관계

백유성 ( Baek You-sung ) 한국질서경제학회 2020 질서경제저널 Vol.23 No.4

This study is an empirical study of structural relationships between emotional labor, job burn-out and customer orientation by surveying 438 members of the organization working at a skin care company in downtown Seoul. The analysis findings and implications of this study are summarized as follows. First, it has been revealed that surface acting, one of the key factors in emotional labor, has a positive effect on job burn-out. This means that the more genuine feelings you perceive and other surface acting you make at the needs of your organization, the more you run out of your job. This is the same as the empirical analysis found in various prior studies (Kim Eun-hye, 2017; Choi Sun-hwa, 2019), which illustrates the negative consequences of service employees’ surface acting. Second, among the other components of emotional labor, deep acting has been shown to have a positive effect on customer orientation. The analysis results are the same as a prior study of call center counselors (Kim Seung-kyum, 2017). However, since call center counselors treat customers with non-face-to-face contact, but workers at skin care companies respond to customers through direct touch with customers, the authenticity of their facial expressions, voices, and attitudes is immediately detected by the customer, which will make a difference from call center counselors. As a result, these analyses can be interpreted that the more deep acting that are faithful to one’s emotions, the more customer-oriented it is, and the more it can contribute to the organization’s performance. In addition, surface acting has been shown to have a positive effect on customer orientation. This means that customer orientation will increase even if they do not conform to their own feelings, but they will also take the customer into account. Third, job burn-out was found to have no mediated effect in the process of relationship between emotional labor and customer orientation. The implications of this study are as follows. Considering the fact that surface acting, one of the concepts of emotional labor, increases job burn-out but has a positive effect on customer orientation, managers may be able to provide employees with an rationale for understanding the motivation for increasing emotional labor levels through friendly education. In addition, considering that there is a correlation between deep acting and job burn-out, and surface acting has a positive effect on job burn-out, it is believed that emotional labor has a negative effect on job burn-out.