멘토링, 자기권능감과 직무열의와의 관계

조윤형(Yoonhyung Cho) 대한경영학회 2018 大韓經營學會誌 Vol.31 No.12

개인발표 : 국어과 교육과정 해석의 상황과 양상 연구 - 구전설화 제재 활용 단원을 중심으로

조윤형 ( Youn Hyeong Cho ) 한국문학교육학회 2006 문학교육학 Vol.20 No.-

개인발표 : 구전설화의 교육적 가능역(可能域) 연구 -그 소통의 구술성을 중심으로-

조윤형 ( Youn Hyeong Cho ) 한국문학교육학회 2007 문학교육학 Vol.23 No.-

This study reconsidered the education of folktale in school and forecast its possibilities in various education scenes. The education of oral folktale and its orality that has been taught in Korean and Literature in the Korean curriculum is little and low qualified as compared with the necessity of Korean education. If the property are reflected in the education, it will contribute the aims of Literature, developing the community spirit. As Folktale is a literature based on the orality, it has some value as the materials for the oral education. It has some connections with the common communication and the written-text communication so it has the great possibility spreaded to the general education of communication. Specially, Folktale relating in the communication can be used to grow the ability of universal Korean and Literature activities. If the education is performed to understand the structure and the principle of the communication, using Folktale, it will be certain to grow the communication ability. And Folktale can be used for solving the vague fear or aversion to communication as well as enjoying plentiful and artistic experience for learners. Moreover, Folktale can contribute the understanding the essence of oral communication, and understanding Korean language culture and tradition relating with it. Of course, Folktale can contribute succeeding them creatively. In addition, we can use Folktale for the education to succeed and develop Korean Folklore creatively. And if we accept the orality of Folktale for the function of literature cure, it can reveal the reason of problems connecting with Folktale and can enlarge the way for the literature education. and if it is used for the education scene where Folktale is changed to various genres for learners, we can get great results for education. Because Folktale is easy to be changed to other genres and it has advantageous properties using the effect and the analysis of Folktale.

팀 조직에서 리더의 정당성 동원에 관한 연구

조윤형(Yoon-Hyung Cho),정수경(Soo-Kyung Jeong) 한국인사관리학회 2006 조직과 인사관리연구 Vol.30 No.1

  본 연구는 팀 조직에서 리더의 정당성에 대한 지각이 어떻게 이루어지고 있는가와 더불어 리더의 정당성 지각에 영향을 주는 리더의 특성과 상황적 요소를 실증적으로 규명하였다. 외생변수는 부하들이 인지한 리더의 개인적인 특성인 비전, 카리스마, 희생과 부하들이 인지한 리더에게 보이는 태도인 공인과 지지로 설정하였으며 내생변수는 부하가 인지한 리더의 정당성으로 설정하여 분석하였다. 분석결과 리더의 개인특성인 비전, 카리스마, 희생은 리더의 정당성을 높여주는 것으로 나타났다. 공인과 지지의 경우 역시 리더의 정당성을 높여주는 것으로 나타났다. 본 연구의 결과를 살펴봤을 때 리더십 특성뿐 아니라 사회적 압력이 부하가 인식하는 리더의 정당성에 영향을 주는 요인으로 나타나고 있는데 이러한 결과는 집단 속에서 리더가 리더십을 발휘할 때 타인들로부터 인정과 지원을 받는 것은 탁월한 리더십 역량을 보이는 것만큼이나 중요하다는 것을 설명하고 있다.   The purpose of this study is twofold: one is to predict subordinate"s perceived legitimacy of team leader through charismatic leadership and subjective norm; the other is to investigate the relationship between charismatic leadership and subjective norm.   Charismatic leadership were defined and measured according to Burns(1978) and Bass(1985). And subjective norm were defined according to Ajzen and Fishbein(1980). Charismatic leadership has three sub-constructs: charisma, vision and self-sacrifice. Subjective norm has two sub-constructs: authorization and endorsement according to Walker et al(1986, 1988). Surveyed from 321 persons, at four Firms in Korea, and statistically analyzed using Lisrel, Hierarchical regression.   The major findings obtained from a statistical analysis are as follows :   First, the charismatic leadership positively influences leader"s perceived legitimacy. Leader"s charisma, vision, and self-sacrifice predict leader"s legitimacy significantly. Second, Authorization negatively influences leader"s perceived legitimacy. In contrast endorsement positively influences leader"s perceived legitimacy. Third, vision and authorization shows complementary interaction effect. However, another interaction effects are not significant. Fourth, leadership is more effective to predict legitimacy than subjective norm.   Considering charismatic leadership and subjective norm as predictor on leader"s perceived legitimacy is useful for team leader"s effectiveness. And this study find complementary effect of subjective norm. However, this study has some limitation in methodology. Further research should be followed to investigate this point.

학습조직이 인지된 병원성과에 미치는 영향과 일터학습의 매개효과

조윤형 ( Yoon Hyung Cho ),최우재 ( Woo Jae Choi ),양복만 ( Bok Man Yang ) 한국인력개발학회 2012 HRD연구 Vol.14 No.3

본 연구는 병원을 대상으로 하여 학습조직이 인지된 병원성과에 미치는 영향력과 이들 사이의 관계에서 일터학습의 매개역할을 규명하는 것을 목적으로 하고 있다. 학습조직은 Watkins & Marsick(1993)의 연구를 참고하였으며 일터학습은 공식적, 비공식적 일터학습으로 구분하였다. 인지된 병원성과는 Kaplan &Norton(1996)이 제시한 균형성과표의 4가지 관점 중 재무적 관점과 고객관점으로 구분하였다. 가설검증을 위해 주효과 가설과 매개효과 가설을 설정하였다. 가설검증을 위한 실증분석 결과 학습조직은 인지된 병원성과 재무적 관점, 고객관점 모두에 긍정적인 영향력을 보이는 것으로 나타났다. 한편 공식적 학습은 인지된 병원성과 고객관점에 긍정적인 영향력을 보이고 있었으며 비공식적 일터학습은 인지된 병원성과 재무적 관점과 고객관점 모두에 긍정적인 영향력을 보이는 것으로 나타났다. 일터학습의 매개역할과 관련해서 공식적 일터학습은 매개역할을 수행하지 못하고 있는 반면에 비공식적 일터학습은 학습조직과 인지된 병원성과 고객관점과의 관계에서 매개역할을 하는 것으로 나타났다. 연구 결과의 함의, 시사점, 및 향후 연구의 제언은 결론 부분에 제시하였다. This study seeks to examine the effect of learning organization on perceived hospital performance and to investigate mediating effect of workplace learning on the relationship between learning organization and perceived hospital performance. Learning organization was measured by two dimensions of system connection and continuous learning refered from Watkins & Marsick(1993). Workplace learning was measured by two types of formal and informal learning developed by Choi & Jacobs(2011) and perceived hospital performance was two perspectives of balanced scorecard(Kaplan & Norton, 1996). A literature review on learning organization and workplace learning was built up to develop main effect and mediating effect hypotheses. A set of sample included 181 employees from 8 hospitals. The results showed that learning organization has impact on perceived hospital performance. That is, learning organization has positive impact on both financial performance and customer performance. As hospitals connect with external systems and establish learning systems, hospitals are likely to have better financial performances such as revenues and sales increase also customer such as patients and their family are more satisfied with services provided by establish stronger learning organization systems. In terms of mediating effects, it was revealed that informal learning mediates the relationship between learning organization and customer perspective of perceived hospital performance. Although learning organization directly influences perceived hospital performance, it also causes informal learning. Learning organization encourages employees, who work at hospital, to continuously spend their time in collaborating with others and reflecting themselves. Through these learning activities learning organization contributes hospital performance.

무형식 학습이 조직구성원들의 고용가능성에 미치는 영향 : 개인-직무, 개인-조직 적합성의 조절효과

조윤형 ( Yoonhyung Cho ),남주연 ( Juyeon Nam ) 한국생산성학회 2017 生産性論集 Vol.31 No.3

The trend toward employees` assuming a more significant role in their own learning process, the importance being placed on learning as a core competency and lifelong process, and the recognition of learning as a source of sustainable competitive advantage for individuals and organizations alike have also stimulated tremendous interest in informal learning. Informal learning can best be described as learning that is predominantly unstructured, experiential, and noninstitutionalized. The purpose of this study is to investigate the effects of informal learning in the workplace on the employees` employability and the moderating effects of person-job, person-organization fit those of relationships. Based on literatures, Informal learning captured a category that, may occur in institutions, but it is not typically classroom based or highly structured, and control of learning rests primarily in the hands of the learner. Also employability is conceptualized as a form of work specific active adaptability that enables workers to identify and realize career opportunities. As such, employability facilitates the movement between jobs, both within and between organizations. Employability are divided into internal flexibility and external mobility, considering the application in internal labor market and external labor market. Because of employability has been broadly defined as the ability to gain and maintain employment, both within and across organizations(Finn, 2000). We proposed direct effects hypothesis and moderating effect hypothesis. To test hypothesis, total of 156 questionnaires were used for analysis. The results are as follows. First, informal learning was positive related to internal flexibility and external mobility. This result shows that informal learning is critical determinant of employability. Second, person-job fit moderate relationship between informal learning and internal flexibility, also informal learning and external mobility. Third, personal-organization fit moderate relationship between informal learning and internal flexibility. Base on the results, this study demonstrates the significant role plays informal learning in relation to employability. The findings of this study provide both theoretical and practical tools to help understanding of informal learning, employability and person-job, person-organization fit.

개인발표 : 옛이야기 변용 교육의 가능역(可能域) 연구

조윤형 ( Youn Hyeong Cho ) 한국문학교육학회 2009 문학교육학 Vol.29 No.-

There are two adaptations in base of folklore. One is adapting folklores to other genres, the other is adapting materials of other genre to folklores. This will be a very effective mechanism for developping culture-creating abilities by vitalizing literature activities of learners. Folklores can be adapted to novels, poems, plays, scenarios, and cartoons etc and are growing in importance in the general culture. Until now, its education merely followed the present situation, but a more structured and sophisticated preparation and action is needed from now. In the other hand, Adaptation to folklores is enlarging and controlling the contents area with learning materials, games, tourist contents and also with commercials, academic papers, marketing papers etc. The success of this will depend on its education hereafter. In the literature classes of today, education through adaptation in base of folklores is not being actively practiced. For this, `curriculum for the gifted` that was created bearing the special educational situation, can be acknowledged and used.

가족친화 조직지원, 상사지원이 혁신행동에 미치는 영향 : 직무열의의 매개효과

조윤형(Cho, Yoon Hyung),유고운(Yu, Go Woon) 한국인적자원관리학회 2020 인적자원관리연구 Vol.27 No.3

본 연구는 워라벨 확산에 따라 가족친화 조직지원, 상사지원이 혁신행동에 미치는 영향력을 살펴보며 이들 사이의 관계에서 직무열의의 매개효과를 규명하기 위한 목적에 따라 수행되었다. 가족친화 상사지원은 감정적, 도구적, 역할모델, 창의적 가족친화 관리의 하위요소로 구성되어 있으며, 직무열의는 활력, 헌신, 몰두의 하위요소로 구성되어 있다. 가족친화 상사지원과 직무열의는 기존 연구의 주장들을 반영하여 하나의 변수로 묶어서 활용하였다. 연구가설은 직접효과와 매개효과 가설을 설정하였으며 가설검증은 설문을 통해 이루어졌다. 설문은 동일방법편의 문제를 고려하여 3개월의 시차를 두고 2번 진행하였다. 1차에서는 가족친화 조직지원과 상사지원을 측정하였으며, 2차에서는 직무열의와 혁신행동을 측정하였다. 총 269부를 최종분석에 활용하였다. 분석결과는 다음과 같다. 첫째, 가족친화 조직지원은 혁신행동을 높이고 있었다. 둘째, 가족친화 상사지원은 혁신행동에 유의미한 영향력이 나타나지 않았다. 셋째, 가족친화 조직지원과 상사지원 모두 직무열의를 높이고 있었다. 넷째, 직무열의는 혁신행동을 높이는 것으로 나타났다. 다섯째, 직무열의는 가족친화 조직지원, 상사지원이 혁신행동에 미치는 영향력을 매개하고 있었다. 연구결과를 토대로 가족친화 조직지원과 상사지원은 직무열의를 높이고 ,높아진 직무열의를 통해 혁신행동을 촉진시킨다는 것을 알 수 있었다. 본 연구를 통해 가족친화 경영의 확산이 조직이 추구하는 변화와 혁신에 대한 조직구성원들의 수용에 있어서 중요하다는 것을 밝혔다는 점에서 의의를 가질 수 있다. Recently, work and life balance(WLB), defined as ‘satisfaction and good functioning at work and at home, is more important concept of whole organization. Family-supportive work environment for their employees in order to help them better juggle work and family demands in ways that can benefit employees and organizations. This challenge has been discussed in the literature for over 20 years, and many organizations have put in place initiatives to assist their employees in maintaining a balance between work and family lives. family-friendly policies yields positive benefits for individuals and, ultimately, for the organization itself, others have suggested that the availability and usage of policies may not be sufficient to increasing profitability so that support from managers and supervisors is needed for individuals to experience. Purpose of this study is to examine how perceived family-friendly organizational support(FFOS) and supervisor support(FFSS) have an positive impact on the innovative behavior of employees. Also verify the work engagement mediate relationship between FFOS, FFSS and innovative behavior reflected JD-JR model. Based on the literature review, we set the main and mediating effect hypothesis. To test hypothesis, total of 269 questionnaires who have been working in Gwang-ju. The results are as follows. First, FFOS has been shown to increase the innovative behavior of employees. Second, FFSS does not have impact on innovative behavior of employees. Third, FFOS and FFSS have positive impact on work engagement. Finally, work engagement mediate between FFOS, FFSS and innovative behavior specially, perfect mediate between FFSS and innovative behavior, partially mediate between FFOS and innovative behavior. As a result, we find that FFOS and FFSS are critical determinant of innovative behavior. JD-JR model, FFOS and FFSS are play the role of job-resource that increasing the work engagement also helping employee to balance work with home lives has generally meant offering arrange of ‘family-friendly’ policies.

상호작용공정성, 심리적 주인의식과 혁신행동, 직장내 일탈행동과의 관계

조윤형(Cho, Yoon-Hyung),두주(Du, Zhou) 대한경영학회 2016 대한경영학회 학술발표대회 발표논문집 Vol.2016 No.1

본 연구는 중국기업을 대상으로 상호작용공정성이 조직구성원들의 혁신행동과 직장내 일탈행동에 미치는 영향력과 이들 사이의 관계에서 심리적 주인의식의 매개효과를 검증하였다. 이를 통해 현재 중국기업들이 처한 공정성, 혁신, 일탈행동 이슈에 대한 설명이 가능하다고 판단하였다. 이론적 고찰을 통해 주효과 가설과 매개효과 가설을 설정하였으며 설문을 통해 연구가설을 검증하였다. 설문대상 기업은 중국 북경, 상해, 절강성, 강수성에 위치하고 있는 중국 국유기업, 사업기관, 민간기업, 외자기업/중외합자기업 등 42개 기업이며 총 305부를 실증분석에 활용하였다. 분석결과는 다음과 같다. 첫째, 상호작용 공정성 중 대인관계공정성은 직장내 일탈행동을 감소시키고 있었지만 혁신행동에는 유의미한 영향력이 나타나지 않았다. 정보적공정성은 혁신행동을 높이는 것으로 나타났지만 직장내 일탈행동에는 유의미한 영향력이 나타나지 않았다. 둘째, 정보적공정성이 혁신행동에 미치는 영향력을 심리적 주인의식이 부분적으로 매개하고 있으며, 직장내 일탈행동에 미치는 영향력은 완전매개 하는 것으로 나타났다. 대인관계공정성이 혁신행동, 직장내 일탈행동에 미치는 영향에 있어서 심리적 주인의식의 매개효과는 나타나지 않았다. 이와 같은 연구결과를 통해 중국기업에서 상호작용공정성이 조직구성원들의 혁신행동과 직장내 일탈행동에 중요한 선행변수로서의 의미를 가지고 있다는 것을 알 수 있으며 상호작용공정성을 확보하려는 여러 노력이 필요하다는 것을 알 수 있다. 이론적으로 상호작용공정성이 혁신행동, 직장내 일탈행동에 미치는 영향력에 있어서 심리적 주인의식의 의미를 찾아볼 수 있었다는 점에서 연구의 의의가 있다. The purpose of this study is to examine the relationship between interactional justice and employees’ innovative and workplace deviant behavior. more specially psychological ownership mediates relationship between those at Chinese business context. this was theoretical and Impracticable explain of the current Chinese companies faced into fairness, innovation and deviant behavior issue. based on the justice research(Colquitt, 2001 etc), interactional justice divided into interpersonal and informational justice. we build up main effect and mediating effect hypothesis. to test hypothesis, survey method are performed. total 305 questionnaires are used for analysis. the major finding as follows, first, interpersonal justice significantly negative impact on workplace deviant behavior but doesn’t significant impacts on innovative behavior. second, informational justice significantly positive impact on innovative behavior but doesn’t significant impacts on workplace deviant behavior. third, psychological ownership partially mediate between informational justice and innovative, workplace deviant behavior. The result of this study have important meaning for interactional justice critical determinants of innovative and workplace deviant behavior at Chinese companies and more specially reflected informational justice leading to employee’s innovative behavior and decreasing workplace behavior through psychological ownership.

조직구성원들의 조직변화 저항에 미치는 상사의 비인격적 감독의 직접효과와 도덕적 정체성의 매개효과

조윤형(Cho, Yoon-hyung),정금옥(Joeng, Guem-ok) 한국서비스경영학회 2016 서비스경영학회지 Vol.17 No.4

This study examined the processes linking abusive supervision to employees’ resistant toward organizational change by focusing on the mediating influence of moral identity. Tepper(2000) defined abusive supervision as subordinates’ perceptions of the extent to which their supervisors engage in the sustained display of hostile, verbal and nonverbal behaviors, excluding physical contact. previous research has examined why and how abusive supervision is related to its demonstrated outcomes. so that we predict moral identity would relate to the two dimensions of resistant toward organizational change(psychological, behavioral) and to mediate the abusive supervision–resistant toward organizational change relationship. specially this study explores a possible social psychological explanation for the attitudes and behaviors of people who respond negatively toward organizational change. this explanation derives from the psychological effects of a self-regulating construct referred to as moral identity that connects the abusive supervision behavior to organizational change efforts through the evaluative implications of moral self. After literature review, we proposed main effect and mediating effect hypothesis. to test hypothesis, survey method were performed. total 200 questionnaires are used for analysis. the results are as follows. first, abusive supervision significantly increased psychological and behavioral resistant toward organizational change. second, moral identity have significantly decreased behavioral resistant toward organizational change. finally, moral identity mediate relationship between abusive supervision and behavioral resistant toward organizational change. these results indicate that to lead success of organizational change efforts, organization should be managed and mitigate abusive supervision. more specially we expand theoretical implication of moral identity’ role. therefore, this study makes contributions to research of moral identity and explain of abusive supervision’s influences.