방송·통신 영역에서 자율규제와 법제도 구성에 관한 고찰

이부하 충북대학교 법학연구소 2023 과학기술과 법 Vol.14 No.2

Self-regulation can be defined as “an organized business group self-regulating the actions of its members to protect users.” If there is a need to respect the autonomous discipline of the business organization itself in a specific field, it would be good to introduce a self-regulation system. In newly emerging areas, areas that are rapidly changing or areas that require specialized or policy considerations, would be appropriate for business organizations in those areas to self-regulate because existing legal regulations do not reflect reality or cannot properly reflect reality. Even if a self-regulation system is introduced, the degree of legal intervention in the self-regulation system of business organizations may vary depending on the characteristics of the industry. If the scope of the area is diverse or subject to frequent change, the scope of self-regulation may be narrowed due to strong legal intervention, and in areas dealing with detailed, technical, and specialized matters, the private sector should be able to demonstrate efficiency and expertise. It is desirable to reduce the degree of legal intervention through self-regulation. In relation to freedom of speech, due to the constitutional order to guarantee the public’s freedom of expression as much as possible, state regulation should be minimized, and self-regulation by business organizations to replace it is judged to be effective. In addition, due to the emergence of new technologies and technological advancement in the field of broadcasting and communications, regulation by the existing positive system for industries in this field makes efficient industrial development difficult. However, as the provision of information through social media, Internet news, OTT services etc., the side effects caused by digital media exceeded a certain level and reached a level of social conflict and infringement of other people’s rights, countries around the world have started to regulate illegal information through national legal regulations. Self-regulation was judged to be insufficient to prevent the creation and distribution of false information, hate speech, etc. In order for a self-regulatory system to operate properly, it is important to secure the democratic legitimacy of self-regulatory organizations, operational transparency, independence, and enforcement of regulations. The German self-regulatory organization for multimedia service providers is the German Self-Regulation Organization for Multimedia Service Providers(FSM). The German Youth and Media Protection Committee approved FSM, a self-regulatory organizationy, to protect youth from media content. The United States is a country that operates a representative private self-regulation system. However, direct administrative regulations have recently become more prominent in the broadcasting and communications fields due to issues such as unfair trade or monopoly. The UK's self-regulatory organization is the Internet Watch Foundation(IWF). IWF carries out tasks such as deleting posts related to child sexual abuse, blocking access, and preventing search/access, and is operating a hotline as the most basic activity to make this possible. The Australian Communications and Media Authority(ACMA) is the broadcasting and communications regulator. ACMA is a government-affiliated organization and is a co-regulation model between the government and the private sector that supports and cooperates in the establishment of industry codes. The self-regulation system stipulated in Korea’s Information and Communications Network Act is actually close to administrative regulation. It is appropriate for information and communication service provider organizations to determine and implement a code of conduct for information and communication service providers, rather than a matter to be stipulated in the Information and Communications Network Act, and for information and communication service provider organizations to make ...

자기조직화 공간의 친환경적 가능성 평가에 관한 연구

한태권 ( Han Taekwon ) 한국공간디자인학회 2020 한국공간디자인학회논문집 Vol.15 No.2

(연구배경 및 목적) 공간과 환경에 대한 문제 인식에서 공간과 환경간의 관계적 다양성을 회복하기 위해서 용도에 따른 변화를 수용하고 개인과 사회, 내부와 외부가 상호교류 가능한 개방성을 갖는 열린 시스템으로서의 공간에 대한 디자인 시도들이 이루어지고 있는데, 대표적으로 ‘자기조직화(Self-organization)’를 들 수 있다. 이렇게 자연의 자기조직화 원리를 이용해 공간을 구성하는 자기조직화 건축은 이미 많은 사례들이 있지만, 이러한 자기조직화 공간이 진정한 열린 시스템으로서 평가받기 위해서는 신진대사처럼 스스로 주변의 환경과 호흡하고 지속가능한 특성을 가져야 한다. 하지만 현재 지속가능성이라는 친환경적 측면에서 자기조직화 공간에 대한 연구는 전무한 상황이고 그러다 보니 자기조직화 공간의 친환경적 특성에 대한 평가가 제대로 이루어지고 못하고 있다. 본 연구는 자기조직화 공간의 친환경적 특성을 평가함으로써 점차 불확정적으로 빠르게 변화하고 다양한 환경 문제가 유발되는 현실 상황 속에서 환경과 공간 간의 새로운 유기적 관계를 생성하는 자기조직화 공간의 친환경적 가능성을 평가해보는 대한 연구의 목적이 있다. (연구방법) 연구의 방법은 우선 2장에서는 자기조직화 공간에 대한 이론적 고찰과 함께 친환경 공간디자인을 패시브 디자인 프로세스에 따라 해석해본다. 3장에서는 패시브 디자인 관점에서 친환경적 특성을 파악하기 위한 분석 요소를 도출하여 분석틀을 마련한다. 4장에서는 3장에서 도출된 분석틀을 토대로 실제 자기조직화 공간 사례의 친환경적 가능성을 평가하고 이를 토대로 패시브 디자인 관점에서 자기조직화 공간이 공간에 살아있는 시스템으로서의 가능성을 제시해 줄 수 있을지에 대한 시사점을 제시해본다. (결과) 일본현대건축 사례를 중심으로 자기조직화의 공간의 친환경적 특성 중 총 5가지의 패시브 디자인 항목으로 나누어 리커트 척도에 의해 분석해 본 결과, 환기, 채광, 완충 공간 등을 이용한 평면 및 공간에서의 패시브 디자인이 가장 높게 나타났다. 반면, 자기조직화 공간에서는 배치와 외피 계획을 통한 패시브 디자인은 많이 반영되지 못하고 있는 것으로 분석되었다. 즉, 현대건축의 자기조직화 공간에서의 친환경적 계획은 단열 등 온도 조절을 통한 에너지적 측면의 친환경적 계획보다는 공간간의 동적 개방을 통한 비선형적 상호작용으로 채광이나 환기 등 주변 환경과 피드백을 유도하는 친환경적인 계획이 주로 사용되고 있는 것으로 분석된다. (결론) 자기조직화 공간이 진정한 살아있는 시스템으로 평가받기 위해서는 신진대사처럼 스스로 주변의 환경과 호흡하고 지속 가능하다는 것을 특징으로 가져야 하는데, 여기서, 호흡이란 항상 움직이며, 그 움직임은 환경과의 대순환이라는 고리 안에 있어야 한다는 것을 의미하는데, 아직까지는 자기조직화 공간에서 이렇게 주변의 자연환경과 실제로 에너지를 자유롭게 교환하는 친환경적인 노력들이 눈에 띄게 나타나지 않고 있다는 점에서는 자기조직화 공간의 친환경성이 높은 평가를 받기 어렵다고 생각하고 이를 보완하기 위한 패시브 디자인적 노력이 더 필요할 것으로 보인다. (Background and Purpose) In order to recover the relational diversity between space and environment in the recognition of the problem of space and environment, architectural design attempts on space as open systems that can be exchanged between individuals and society, inside and outside. The representative design attempt is Self-organization. There are many examples of self-organizing architecture that makes space using nature's self-organizing principle, but in order for this self-organizing space to be evaluated as a truly open system, it must have its own breathing with environment and sustainable characteristics like metabolism. However, at present, there is no research on self-organizing space in the environmental aspect of sustainability. Therefore, the evaluation of the eco-friendly characteristics of self-organizing space has not been properly performed. The purpose of this study is to evaluate the eco-friendly possibility of self-organizing space that create new organic relations between the environment and space in a rapidly changing modern society. (Method) First of all, in Chapter 2, self-organizing space is considered theoretically before analyzing according to the passive design. In Chapter 3, an analysis framework is prepared by deriving analytical elements to identify eco-friendly characteristics from a passive design perspective. In Chapter 4, I evaluates the eco-friendly characteristics of self-organizing space cases based on the analysis framework derived in Chapter 3 and suggests the implications of whether self-organizing spaces can present the eoc-friendly possibility of living systems from the perspective of passive design. (Results) The eco-friendly characteristics of the self-organized space were divided into five passive design items and analyzed by the Likert scale. As a result, space plan items in passive design by using natural ventilation, daylighting, and buffer space was the highest. On the other hand, envelope plan and greening plan items in passive design were not reflected much. Namely, the eco-friendly passive design in the self-organized space of modern architecture is to induce feedback with the surrounding environment such as daylighting or natural ventilation caused by non-linear interaction through dynamic opening between spaces, rather than to control energy by insulation. (Conclusions) Self-organized spaces must be characterized as breathing with their surroundings like metabolism in order to be evaluated as a true living system. Here, breathing is always moving, which means that the movement must be in a ring of great circulation with the environment. Since the eco-friendly design to freely exchange energy with the surrounding natural environment have not been conspicuous yet in the self-organized space, the eco-friendly possibility of the self-organized space is difficult to receive high evaluation. More passive design efforts are needed to compensate for this.

교정조직에 셀프리더십의 적용방안

김경태 한국교정학회 2016 矯正硏究 Vol.- No.73

Due to recent uncertainty of rapid change and future of organizational environment, the governmental organization is also required to convert to new paradigm in order to adapt to creative organizational innovation so that it may assure survival and competitive advantage. Since self-management is expanded to attain the goal of organization, self-leadership is emphasized to stimulate self-control system of each member and to provide internal motivation for the change and growth of each member. It may be indisputable that every organization should be legally operated in accordance with rational standard and procedure. Especially, the significance of ethical operation of organization is emphasized in the aspect of appropriateness to meet the expectation of the public that public organization would be fairly operated in comparison with private organization. This study reviews the concept and strategy of self-leadership and preceding study to present the applicable method of self-leadership for the development of corrective organization. Then, it intends to present the following methods for the development of corrective organization through present situation and diagnosis of corrective organization. First, the innovation of organizational culture, Second, the development and operation of self-leadership program, Third, expansion in the organization of self-leadership. 최근 조직환경의 급속한 변화와 미래에 대한 불확실성으로 정부 조직도 생존과 경쟁우위를 확보하기 위한 창조적인 조직혁신에 적응하기 위한 새로운 패러다임으로의 전환이 요구되고 있으며, 조직의 목표를 달성하기 위하여 자기관리의 확대로 구성원 각자가 변화와 성장을 위해 구성원 개인의 자기 통제시스템을 자극하고 내재적 동기부여가가능한 셀프리더십이 강조되고 있다. 셀프리더십은 자기관리에 중점을 둔 개념으로 구성원 스스로 성취하고자 하는 목표를 설정하고, 그 목표달성에 대한 보상을 스스로 정하는 등 개인적 자기통제를 통해 자신의 내재적 동기를 유발하여 개인적 효과성은 물론 조직의 효과성에 긍정적인 영향을미치는 것으로 정의하고 있다. 본 연구에서는 교정조직의 발전을 위한 셀프리더십 적용방안을 제시하기 위해 셀프리더십의 개념과 전략, 선행연구를 검토하고, 교정조직의 현황과 진단을 통해 교정조직의 셀프리더십 적용방안으로 첫째, 조직문화의 혁신, 둘째, 셀프리더십 프로그램 개발및 운영, 셋째, 셀프리더십 조직 내 확산 등을 제시하고자 한다.

A Study on Organic Characteristics of Self-organized Space

한태권 한국공간디자인학회 2018 한국공간디자인학회논문집 Vol.13 No.1

(Background and Purpose) Perspectives on space design are changing in the wake of the re-emergence of the complex system paradigm in the 21st century. If the motives of space design in the 20th century were mainly inspired by physics or machines; a space for organic shapes is now being created, using computers and inspired by biology, under the complex system paradigm. The need to consider the development characteristics of nature inherent in the complex system paradigm, as well as the spatial application of such development characteristics has also been highlighted. More specifically, while a plethora of varied space design works emulating the characteristics of organisms based on the “self-organization” principle is appearing, the majority of such works are not based on an understanding of the fundamental principles of self-organization inherent in nature. Rather, these works imitate nature morphologically by simply adopting the principle of the creation process. However, the purpose of space as a living system—which is created through self-organization under the complex system paradigm—is to create an organic space akin to nature; that is, to create an open system through various space designs that places uncertainty under control, rather than simply imitating nature morphologically. As such, this study was conducted to determine if a self-organizing space can play the role of the open system required to control the unpredictable aspect of modern society. It did so by examining the potential of the space structure and analyzing the organic characteristics of space created through self-organization, a phenomenon inherent in nature. (Method) In Chapter 2, the concept and characteristics of an organism are interpreted from the systemic perspective, and its relational characteristics are derived from its interpretation. In Chapter 3, the concept and characteristics of self-organization are examined as a solution to the problem of the homogenization of contemporary architectural space from the generative position. In Chapter 4, the organic characteristics of the actual self-organized space cases are analyzed according to the organic characteristics derived from Chapter 2 and self-organizing types. The spatial potential of controlling unpredictable parts of modern society as a living system are also investigated. (Results) The results of analyzing organic characteristics through self-organizing types, can be categorized as follows: higher totality in self-aggregated organization, higher dynamic open structure in self-amplified organization, and higher nonlinear structure in the self-deformation organization. Overall, analysis revealed that the feedback structure had the largest proportion of organic characteristics in self organizing space. (Conclusions) This study found that self-organized space can form the total structure by non-linear interaction through dynamic openings; induce the feedback of human, space, and nature; as well as play a role as a living system in controlling the uncertainty of modern society through its organic characteristics.

군의 학습조직과 자기주도학습이 조직효과성에 미치는 영향

이정수(Jeong-Su, Lee),박효선(Hyo-Sun, Park) 중앙대학교 한국인적자원개발전략연구소 2011 역량개발학습연구 Vol.6 No.1

이 연구의 목적은 군의 학습조직과 구성원의 자기주도학습이 조직효과성에 미치는 영향을 분석하고, 자기주도학습이 지닌 매개효과를 검증하기 위한 것이다. 또한 분석 결과를 토대로 군의 학습조직 수준과 자기주도학습 능력을 향상시켜 조직효과성을 증진시킬 수 있는 시사점을 제시하였다. 학습조직 수준을 측정하기 위하여 Song, Kim과 Kolb(2009)가 제시한 측정도구를 사용하였으며, 자기주도학습의 측정은 유귀옥(1997)이 제안한 도구를 이용하였다. 조직효과성의 조직몰입은 Mowday, Steers와 Poter(1979)의 도구를, 직무만족은 Cooke과 Wall(1980)의 도구를 나병선(2001)이 수정 보완한 측정도구를 활용하였다. 또한 연구 방법은 육군의 병사 1,177명을 설문하여, SPSS 14.0의 상관관계분석과 회귀분석 방법을 이용하였다. 연구결과 첫째, 군의 학습조직은 조직원의 자기주도학습에 정의 영향을 미치며, 둘째 군의 학습조직은 조직효과성에도 정의 영향을 주고, 셋째 조직원의 자기주도학습은 조직효과성에 긍정적 영향을 주며, 넷째 자기주도학습은 학습조직과 조직효과성과의 관계를 매개하는 것으로 나타났다. 따라서 군에서 조직의 효과성 증대를 위해 학습조직의 구축과 더불어 자기주도학습을 활성화 하기위한 체계적이고 적극적인 노력이 요구된다. The purpose of this study is to analyze the relationship among learning organization, self-directed learning, and organization effectiveness in the military organization and to verify the mediator effectiveness of self-directed learning. Based on the results of this study, We propose ways to increase the learning organization and self-directed learning, and thereby to promote organization effectiveness. We used the questionnaire developed by Song, Kim & Kolb (2009) to measure the level of learning organization. To measure the self-directed learning ability, we use the questionnaire proposed by Kwi-Ok Yoo (1997). Lastly, we used the questionnaire developed by Byung-sun Na (2001) to measure the level of job satisfaction and organizational commitment. The sample size was 1,177 and we used SPSS (ver.14.0) to run correlation and regression analysis in order to analyze our data. The results of this study are as follows. First, learning organization directly affects self-directed learning. Second, the job satisfaction and organizational commitment increases as the learning organization increases. Third, the self-directed learning positively affects the job satisfaction and organizational commitment. Fourthly, the results suggest that self-directed learning acts as a mediator on the relationship between the level of learning organization and its effectiveness. Therefore, there need to be a systemic and active effort to promote a strong learning organization and self-directed learning.

The Effect of Self-Efficacy on the Relationship between Employees` Self-Leadership Strategies and Building a Learning Organization

Yukyung Park(박유경),Youngsoo Song(송영수) 중앙대학교 한국인적자원개발전략연구소 2010 역량개발학습연구 Vol.5 No.4

본 연구는 조직구성원의 셀프리더십 전략이 학습조직 구축에 미치는 영향과 셀프리더십과 학습조직의 관계에서 자기효능감의 매개효과를 분석하였다. 국내 5개의 기업에서 총 211명의 설문응답을 표본으로 회귀분석을 실시하였다. 연구결과, 조직구성원의 셀프리더십 전략은 학습조직의 사람영역과 구조영역 모두에 정(+)의 유의한 영향을 미쳤으며, 자기효능감은 셀프리더십과 학습조직의 사람영역에서 부분 매개효과를 보이는 것으로 나타났다. 이는 조직구성원의 셀프리더십 수준이 높을수록, 학습조직 구축의 정도가 높다는 것을 의미할 뿐만 아니라, 자기효능감을 통해 셀프리더십 전략이 학습조직 구축에 기여한다고 볼 수 있다. 본 연구의 결과는 학습조직에서 조직구성원의 내적동기가 조직구성원뿐만 아니라 조직의 시스템에도 영향을 미치고 있음을 시사하고 있다. 따라서 HRD 실무자들이 조직이나 교육 과정 개발 시, 조직구성원의 내적동기를 활용함으로써 지식창출과 공유를 통한 성과향상을 기대할 수 있을 것이다. The purpose of this study is to investigate the effect of employees` self-leadership strategies on building a learning organization and the mediating effect of self-efficacy on the relationship between self-leadership and learning organization. The results, based on a regression analysis of 211 employees, revealed that employees` self-leadership strategies had a positive effect on building a learning organization and self-efficacy partially mediated the relationship between self-leadership and learning organization. The findings highlight the fact that consideration of self-leadership ability and self-efficacy is a promising addition to building a learning organization and organizational development. Human resource development and organization development specialists can support self-leadership and self-efficacy in employees` performance levels by introducing the relevant practices.

지방정부 능력의 도약을 위한 관료제 조직 혁신-Chaos 이론에 입각하여-

최창현 ( Choi Chang Hyeon ),주성돈 ( Ju Sung Don ) 가톨릭대학교 정부혁신생산성연구소 2017 정부와 정책 Vol.10 No.1

이 연구에서는 격심한 환경변화에 직면해서도, 높은 성과를 올리면서 지속적으로 성장을 거듭해갈 수 있는 자기조직화체제 (Self-Organizing System: S0S)의 특성과 행정조직을 자기조직화하는 방안에 연구의 초점을 맞추고 있다. 이와 같은 연구를 위한 이론적 준거틀(theoretical frameworks)로서 오늘날에 학문연구의 새로운 파라다임으로 제기되고 있는 Chaos 이론(Chaos theory)에 입각한 자기조직화 파라다임(Self-organization paradigm)을 도입하고자 한다. 지방자치단체간의 경쟁과 국제화 등의 급격한 환경적 변화로 인해 혼돈과 불안정이 가중되는 위기점, 즉 분기점에서 이에 적응치 못하는 지방정부는 파산할 것이며 이에 적응하면 엄청난 성장의 기회를 잡을 것이다. 이러한 분기점에 직면한 지방자체단체들은 조직의 효과성을 제고하기 위한 자기혁신이 필요하다. 이러한 혁신 기법들이 행정조직 내에 제대로 정착되려면 자율적 동요의 창조, 자기초월성, 정보의 공유를 통한 협력, 목적지향성 등의 자기조직화 체제 (SOS)가 필요로 하는 특성을 갖추어야하며, 첫째 자율적 동요의 창조를 위해서는 관용심사제의 실질적 활성화, 위탁관리형의 부분적 도입, 준자율적 근무집단, 연동근무제 등의 도입을 고려할 수 있고, 둘째 자기초월성을 확보하기 위해서는 전문관료제를 확립해야하며, 정보의 공유를 통한 협력 체제를 구축하기 위해서는 조직의 Network화가 절실하며, 목적지향성을 확보하기 위해서는 명령/지시형 조직으로부터 목적/비젼 구동형 조직으로의 개편이 시급하다. This study puts emphasis on the basic characteristics of he Self-Organizing System (SOS) capable of incessant growth faced with turbulent environment and on the methods of self-organizing. The self-organizing paradigm based on chaos theory emerging as a new paradigm of science is introduced as a theoretical framework for this study. Some localities will go bankrupt if they lack self-organizing properties at the bifurcation point, which is a critical point of chaotic instability due to such rapid changes in the environment as the competition among localities and glocalization. Others will evolve into a new dynamic order provided that they establish self-organizing properties. Local governments situated at the bifurcation point needs self-innovation. For the proper indigenization of the innovative techniques within the administrative soil, SOS characteristics such as autonomous creation of fluctuation, self-transcendence, micro-macro cooperation through the share of information, and teleonomy are prerequisites. Firstly, to create autonomous fluctuations the introduction of city management commission, semi-autonomous work group, and flexitime. Secondly, to ensure self-transcendency professional bureaucracy should be established. Thirdly, to set up a micro-macro cooperative system thru share of information networking of organization is needed. Lastly, to secure teleonomy bureaucratic metamorphosis from command / direction=oriented organization to goal/vision-oriented organization is urgent.

비영리조직구성원의 무형식학습 활동수준과 직무만족의 관계에서 조직기반자긍심의 매개효과

김효정(Kim, Hyo-Jung) 한국비영리학회 2020 한국비영리연구 Vol.19 No.2

직무만족과 직무성과 간의 관계는 조직의 구성원 개인 차원으로 본 조직에 대한 연구에서 중심적이고 지속적으로 제기되는 연구주제이고, 그만큼 직무만족은 조직에 있어서 중요하게 생각해야 하는 요소이다. 근로자들의 직무만족에 영향을 미치는 요소는 다양하며, 보수, 승진, 인간관계, 직무에 대한 소명의식 같은 개인차원부터 근로환경, 사회적 공정성 등 조직차원까지 범위가 넓다. 본 연구는 직무만족에 영향을 미치는 무형식학습, 조직기반자긍심의 관계에 대한 이론적 시사점을 도출하고, 비영리조직구성원의 무형식학습 촉진과 직무만족 및 조직기반자긍심의 수준을 높이기 위한 실천적 시사점을 제안하고자 한다. 무형식학습의 경우 조직기반자긍심과 직무만족에 모두 통계적으로 유의한 정적 영향을 미치는 것으로 나타났다. 구성원이 조직에서 자신이 가치 있고 유능하다고 생각하는 조직기반자 긍심 또한 직무만족에 통계적으로 유의한 정적 영향을 미치는 것으로 검증되었으며, 무형식 학습의 활동수준이 직무만족에 영향을 미치는 관계에서 조직기반자긍심의 간접효과도 유의한 것이 실증적으로 연구되었다. 비영리조직구성원의 무형식학습은 직무만족과 조직기반자 긍심에 정적 영향을 미치므로, 무형식학습이 증가하면 직무만족과 조직기반자긍심 또한 높아진다는 것을 알 수 있다. 조직에 대한 애착을 포함하여 직무에 대한 중요성, 임금, 복리후생 등을 포함한 직무만족에 무형식학습이 정의 영향을 미치는 것을 실증연구를 통해 확인하였다. The relationship between job satisfaction and job performance is a central and continuous research topic in the study of this organization at the level of individual members of the organization, and job satisfaction is an important factor in the organization. There are various factors that affect workers job satisfaction, and range from individual level such as salary, promotion, human relations, and sense of vocation to job to organizational level such as working environment and social fairness. This study aims to derive theoretical implications for the relationship between informal learning and organization-based self-esteem that affect job satisfaction, and propose practical implications for promoting informal learning of non-profit organization members and raising the level of job satisfaction and organization-based self-esteem. In the case of informal learning, it was found that both organization-based self-esteem and job satisfaction had a statistically significant positive effect. Organization-based self-esteem, which members consider themselves valuable and competent in the organization, was also verified to have a statistically significant and positive effect on job satisfaction. In the relationship that the level of activity of informal learning affects job satisfaction, the indirect effect was also found to be statistically significant. Since informal learning of non-profit organization members has a positive effect on job satisfaction and organization-based self-esteem, it can be seen that job satisfaction and organization-based self-esteem also increase as informal learning increases. Through an empirical study, it was confirmed through empirical research that informal learning has a positive effect on job satisfaction, including the importance of the job, wages, and welfare benefits, including attachment to the organization.

개인-조직 가치 일치와 조직 기반 자존감이 조직시민행동에 미치는 영향 -조직동일시의 매개효과를 중심으로-

장용선 ( Yong Sun Chang ),조대환 ( Dae Hwan Cho ) 한국인적자원관리학회 2015 인적자원관리연구 Vol.22 No.2

본 연구는 조직동일시의 선행 변수로서 개인-조직 가치 일치와 조직 기반 자존감을 설정하여 이들 변수가 조직동일시에 미치는 영향을 분석하였다. 그리고 조직동일시가 결과변수인 조직시민행동에 미치는 영향과 선행변수와 결과변수 사이에서 조직동일시의 매개 효과를 분석하였다. 조직동일시는 조직구성원이 조직 이익에 부합되는 행동을 하도록 하여 조직을 위한 자발적 노력이 곧 개인을 위한 노력이라는 동기부여 기능을 한다. 본 연구는 666명의 직원을 대상으로 공분산 구조분석으로 실증분석을 하였다. 실증분석결과 개인-조직가치 일치와 조직 기반 자존감은 조직동일시에 긍정적인 영향을 미쳤다. 그리고 조직동일시는 조직시민 행동에 긍정적인 영향을 미치는 것으로 나타났다. 또한, 조직동일시는 개인-조직 가치 일치 및 조직 기반자존감과 조직시민행동 사이에서 매개효과를 나타냈다. 분석결과 조직구성원들의 조직동일시를 높이기위해서는 개인과 조직의 가치 일치 수준을 높여야 할 것이다. 또한, 조직 기반 자존감이 높은 구성원들은 자신들 자아의 유지 혹은 향상을 위해 조직동일시를 지향할 것이다. 그리고 개인-조직 가치 일치와 조직기반 자존감은 매개변수인 조직동일시를 통해 조직시민행동을 유발하는 것으로 나타났다. The purpose of this study identifies the relationships among the person-organization value fit, organization-based self esteem, organizational identification, organizational citizenship behavior. Our research data were collected through a questionnaire survey of 666 employees in various organizations. Structural equation model showed that person-organization value fit and organization-based self esteem had significant effect on organizational identification, and organizational identification had significant effect on organizational citizenship behavior. And it was also found that organization-based self esteem had positive effect on organizational citizenship behavior. Also, our analysis confirmed that organizational identification mediated the relationships between person-organization value fit, organization-based self esteem and organizational citizenship behavior. These results suggest that organizations must endeavor to elevate person-organization value fit and organization-based self esteem through selection and socialization. This may has a positive effect on organizational identification and organizational citizenship behavior.

Can Role Overload Result in Positive Outcomes? The Relationships between Role Overload, Psychological Empowerment, Organizational-based Self-esteem, and Task Performance

정양운,박준형,윤정권 대한경영학회 2022 大韓經營學會誌 Vol.35 No.8

Role stressors such as role ambiguity, role conflict, and role overload have been found to result in negative outcomes. However, role overload has resulted in mixed findings, suggesting it can be a challenging and hindering stressor. Thus, this study examined if role overload can have positive proximal and distal outcomes and tested the mediating effect of organization-based self-esteem and moderating effect of psychological empowerment. The time-lagged study sampled 218 full-time employees and organization-based self-esteem mediated the relationship between role overload and task performance and psychological empowerment moderated the relationship between role overload and organization-based self-esteem. Mediated moderation was also found suggesting that the interactive effect of role overload and psychological empowerment positively affected task performance via organization-based self-esteem. To test the hypotheses, regression analyses were conducted. Using the PROCESS macro (Model 4) the study found organization-based self-esteem to mediate the relationship between role overload and task performance as role overload was positively related to organization-based self-esteem (B=.31, p < .001) and task performance (B=.22, p < .001) while the indirect effect (.14) around the 95% CI level did not include zero (.08, .21). Using the PROCESS macro (Model 1) psychological empowerment was found to moderate the relationship between role overload and organization-based self-esteem (B=.13, p < .05). Subsequently, due to these findings, the model was tested for mediated moderation. First, Muller, Judd, and Yzervyt’s (2005) analytic technique was conducted and found mediated moderation to be significant for the model. To further validate the finding, the PROCESS macro (Model 7) was conducted and confirmed the mediated moderation findings as the indirect effect (.08) around the 95% CI level did not consist of zero (.01, .14). Due to these results, the study can argue that role overload can also be perceived as a challenge stressor as it can have positive effects on organization-based self-esteem and task performance. Empowerment perceptions were found to enhance the effects of role overload on organization-based self-esteem and furthermore, mediated moderation was found for the study model suggesting that the interactive effect of role overload and psychological empowerment positively affected task performance via organization-based self-esteem.