기업 플립드 러닝 환경에서 지각된 교수행동이 학습몰입을 매개로 학습전이에 미치는 영향

박기범,송해덕,구자원,김연경 중앙대학교 Human Engagement Institute 2022 역량개발학습연구 Vol.17 No.1

Flipped learning is regarded as a promising educational method in the field of corporate education, with both schools and corporates rapidly transitioning to online education due to COVID-19. The purpose of this study was to identify the structural relationship among perceived teaching behaviors, learning transfer and learning engagement in corporate flipped learning environment. A survey was conducted on the participants in flipped learning programs in domestic companies. A total of 200 samples were collected and analyzed statistically. The study results were as follows. First, perceived teaching behaviors had a direct significant effect on learning transfer. Second, perceived teaching behaviors had a positive effect on learning engagement. Third, learning engagement had a positive effect on learning transfer. Fourth, learning engagement had a mediating effect (partial mediation) between perceived teaching behaviors and learning transfer. The study and its findings have academic and practical implications. 최근 코로나19로 인해 온라인 교육으로의 전환이 가속화되면서 기업교육 현장에서 플립드 러닝이 기존 집합교육의 대안으로 주목받고 있다. 본 연구는 학습전이를 기업 플립드 러닝의 성과로 확인하고, 학습전이에 영향을 미치는 요인으로 지각된 교수행동과 학습몰입을 검증하는 것을 목적으로 한다. 이를 위해 국내 기업에서 실시된 플립드 러닝 참여자를 대상으로 설문조사를 진행하였으며, 총 200부의 표본을 수집하여 구조방정식 모형을 적용한 분석을 실시하였다. 연구결과는 다음과 같다. 첫째, 기업 플립드 러닝에서 지각된 교수행동은 학습전이에 정적 영향을 미치는 것으로 나타났다. 둘째, 기업 플립드 러닝에서 지각된 교수행동은 학습몰입에 유의한 영향을 미치는 것으로 분석되었다. 셋째, 기업 플립드 러닝에서 학습몰입은 학습전이에 긍정적인 영향을 미치는 것으로 확인되었다. 넷째, 기업 플립드 러닝에서 학습몰입은 지각된 교수행동과 학습전이의 관계에서 부분 매개역할을 하는 것으로 규명되었다. 본 연구결과를 토대로 기업교육에 플립드 러닝을 적용할 시에 고려해야 하는 학문적·실천적 시사점을 제안하였다.

국내 ESG 경영 우수기업의 지속가능경영보고서에 나타난 DEI 실천 분석

김태성,백평구 중앙대학교 Human Engagement Institute 2024 역량개발학습연구 Vol.19 No.3

The purpose of this study was to identify the current status and characteristics of diversity, equity, and inclusion (DEI) activities implemented by companies in South Korea and to provide insights into future directions for development. To achieve this, the study analyzed the DEI-related activities of companies consistently rated as excellent in ESG management evaluations, based on their sustainability reports. Texts relevant to DEI from 86 sustainability reports for the year 2023, covering activities from January to December 2022, were collected and analyzed. The results revealed that, first, the term "D&I" is used more frequently than "DEI" in sustainability reports, and DEI is often presented in the context of human rights management. Second, within the Plan (input) - Do (execution) - See (output) framework, categories identified include in the Plan area: the establishment of DEI management principles, setting DEI promotion strategies, and constructing DEI governance; in the Do area: fostering a DEI organizational culture, DEI-based talent development, and DEI-based human resource management; and in the See (output) area: managing human diversity, board diversity, and DEI performance management. Based on the findings, both academic and practical implications were presented, along with suggestions for the future role of HRD in relation to DEI

중소기업 근로자의 학습지원 환경이 혁신적 업무행동에 미치는 영향 : 자기효능감과 직원몰입의 매개효과 분석

이승율,박지원 중앙대학교 Human Engagement Institute 2023 역량개발학습연구 Vol.18 No.1

The purpose of this study is to recognize the importance of innovative work behavior and learning support environment for organizations to survive and be competitive in a rapidly changing business environment, and to identify the factors and environments in which members can actively realize innovative behavior. The learning support environment was treated as an independent variable, self-efficacy and employee engagement were considered as mediating factors affects innovative work behavior, and HRD academic and practical implications are presented through understanding of the process in which innovative work behavior is induced. To this end, an online survey was conducted on 400 workers who have worked at SMEs with less than 300 employees for more than a year, and the structural relationship between variables was analyzed using structural equation modeling. The results of the study show that the learning support environment had a positive (+) effect on all of innovative work behavior, self-efficacy, and employee engagement, and self-efficacy had a positive (+) effect on employee engagement and innovative work behavior. In addition, both self-efficacy and employee engagement had a significant mediating effect between the learning support environment and innovative work behavior, and the dual mediating effect between self-efficacy and employee engagement was also statistically significan 본 연구는 급변하는 경영 환경에서 조직이 생존하고 경쟁력을 갖추기 위해 필수적인 구성원의혁신적 업무행동의 중요성을 인식하고, 구성원들이 혁신행동을 적극적으로 실현할 수 있는 요인과 환경이 무엇인지 알아보고자 한다. 학습지원 환경을 독립변인, 자기효능감과 직원몰입을 매개변인으로 설정하고, 학습을 촉진하는 지원환경에 따라 어떠한 과정을 통해 혁신적 업무행동에 영향을 미치는지 확인하고자 하였다. 또한 혁신적 업무행동이 유발되는 과정의 이해를 통해 HRD 학문적, 실무적 시사점을 제시하고자 한다. 이를 위해 종사자 수 300인 미만 중소기업에 1년 이상 재직한 근로자 400명을 대상으로 온라인 설문조사를 실시하고 수집된 표본을 바탕으로 구조방정식을 활용하여 변인 간의 구조적 관계를 분석하였다. 연구결과 학습지원 환경은 혁신적 업무행동, 자기효능감, 직원몰입 모두에게 정(+)적인 영향을 미쳤으며, 자기효능감은 직원몰입과 혁신적 업무 행동에 정(+)적인 영향을 주었다. 직원몰입은 세 가지 변인 중 혁신적 업무행동에 가장큰 직접적인 정(+)적인 영향을 주는 것으로 확인되었다. 또한 자기효능감과 직원몰입 모두 학습지원 환경과 혁신적 업무행동 사이에서 매개효과는 유의하였으며, 자기효능감과 직원몰입의 이중매개효과 역시 통계적으로 유의하였다. 이러한 연구 결과를 바탕으로 학습지원 환경의 효과성을실증하고, 중소기업 HRD 연구의 확장이라는 학문적 시사점과 실제 조직에서 필요한 실무적 시사점을 제시하였다. 그리고 향후 관련 연구의 발전을 위한 보완점 및 추가 연구과제를 제언하였다

기업 사무직 근로자의 직무자원, 심리적 자본, 학습민첩성, 직원몰입, 직무성과 간의 구조적 관계

박철,이진구 중앙대학교 Human Engagement Institute 2022 역량개발학습연구 Vol.17 No.1

The study has to primary purposes: One was to identify the structural relationship among job resources, psychological capital, learning agility, employee engagement and job performance of employee. The other was to verify the mediation effects of learning agility and employee engagement in the relationship between job resources, psychological capital, and job performance. The study employed Korean translation of tools originally written in English as a measurement instrument. Out of the 665 survey responses received from S enterprise, the study analyzed(745 responses) for this study. The study findings are as follows: First, psychological capital has a statistically significant impact on learning agility and employee engagement. Second, job resource have a positive impact on employee engagement and do not have a positive impact on learning agility. Third, learning agility does not have a statistically significant impact on job performance. But, employee engagement has a statistically significant positive impact on job performance. Fourth, learning agility has a statistically significant positive impact on employee engagement. Fifth, employee engagement has mediation effects in the relationship between psychological capital and job performance. Sixth, employee engagement has mediation effects in the associations between job resources and job performance. But, learning agility does not lead to mediation effects in the relationship between job resources and job performance. Lastly, learning agility and employee engagement have dual mediating effects in the associations between psychological capital and job performance. These findings were crucial in reaching the study’s conclusion and finding its implications. 본 연구의 목적은 조직 구성원의 직무자원, 심리적 자본, 학습민첩성, 직원몰입, 직무성과의 구조적 관계를 구명하고 직무자원 및 심리적 자본과 직무성과의 관계에서 학습민첩성 및 직원몰입의 매개효과를 검증하는 데 있다. 이 연구의 측정도구는 원저자의 영문도구를 번안하여 사용하였다. 연구목적을 달성하기 위해서 S기업의 사무직 근로자로부터 수집된 665부의 설문자료가 분석에 활용되었다. 자료분석은 SPSS 21.0와 AMOS 22.0을 활용하여 분석을 실시하였다. 연구결과는 첫째, 심리적 자본은 학습민첩성 및 직원몰입에 정(+)적인 영향을 미치는 것으로 나타났다. 둘째, 직무자원은 직원몰입에 정(+)적인 영향을 미쳤으나, 학습민첩성에는 부(-)적인 영향을 미치는 것으로 나타났다. 셋째, 학습민첩성은 직무성과에 통계적으로 유의하지 않았고 직원몰입은 직무성과에 정(+)적인 영향을 미치는 것으로 나타났다. 넷째, 학습민첩성은 직원몰입에 정(+)적인 영향을 미치는 것으로 나타났다. 다섯째, 직원몰입은 심리적 자본과 직무성과의 관계에서 단순매개효과를 갖는 것으로 나타났다. 여섯째, 직원몰입은 직무자원과 직무성과의 관계에서 단순매개효과를 갖는 것으로 나타났다. 마지막으로 심리적 자본과 직무성과의 관계에서 학습민첩성과 직원몰입은 다중매개효과를 갖는 것으로 나타났다. 이러한 연구결과를 바탕으로 조직 구성원 개인의 긍정적 정서의 중요성과 자발적 행동을 보다 깊이 이해할 수 있다는 시사점을 제공하고 동시에 성과향상을 위한 인적자원관리 및 개발의 방향을 설정하는데 이론적이고 실천적인 기여를 하고자 한다.

A cluster analysis of the relationship between employee engagement and the cognition and motivation of workers

황수정,홍아정,홍지웅,Marie Volpe 중앙대학교 Human Engagement Institute 2022 역량개발학습연구 Vol.17 No.4

In this study, clusters were identified according to individual cognitive characteristics (occupational future time perspective) and motivational factors (goal orientation) for employees to accept changes and increase their adaptability. In addition, the study checked for differences in employee engagement by cluster. The study sample consisted of 514 employees working for Korean companies. The research problem was verified through cluster analysis and analysis of variance. Three groups were clustered; cluster 1 (‘cognitive lack performance type’), cluster 2 (‘time-aware learning type’), and cluster 3 (‘opportunity-aware performance type’). Employee engagement differed between the clusters, with cluster 2 showing the highest level of employee engagement, followed by cluster 3 and cluster 1. Existing studies have focused on the direct relationship between individual cognitive characteristics and motivational factors underlying employee participation. The present study adds value in that it combines two characteristics to distinguish and verify employee types.

중소기업 리더십 유형이 직원몰입을 매개로 조직구성원의 이직의도에 미치는 영향 : 변혁적‧임파워링‧진성 리더십을 중심으로

설웅환,조현정,김우철 중앙대학교 Human Engagement Institute 2023 역량개발학습연구 Vol.18 No.1

Human resource development of a company is a factor for the sustainable survival of a company and is recognized as an important source that determines the success or failure of the company. However, most SMEs are experiencing negative consequences from the departure of organizational members, which causes difficulty in human resource development for SMEs. Therefore it is necessary to identify the variables that affect the turnover intention of SME workers. In this study 321 data were analyzed through convenience sampling for SME organizational members, and the following research results were derived by confirming the structural relationship between variables of transformational, empowering, authentic leadership, employee commitment, and turnover intention. First it was found that transformational, empowering, and authentic leadership did not directly affect turnover intention. Second, it was found that employee engagement showed a positive (+) relationship with transformational, empowering, and authentic leadership, a negative (-) relationship with turnover intention, and mediated the relationship between leadership and turnover intention. Third, among the models explaining the relationship between each leadership, employee commitment, and turnover intention, the research model of transformational leadership, employee commitment, and turnover intention was found to be the most effective in increasing employee commitment and lowering turnover intention. This study is an empirical study comparing how transformational, empowering, and authentic leadership affect employee engagement and turnover intention of SME organizational members, and what the actual utility of leadership through employee engagement is by leadership type. Based on the above findings, academic and practical implications are presented. 기업의 인적자원개발은 지속 가능한 생존을 위한 요소이며, 기업의 성패를 결정짓는 중요한 원천으로 인식되고 있다. 그러나 대다수 중소기업에서는 조직구성원의 이탈로 인한부정적인 결과를 경험하고 있으며, 이는 중소기업의 인적자원개발을 어렵게 하는 원인이된다. 따라서 중소기업 근로자의 이직의도에 영향을 미치는 변인들을 규명해야 할 필요가 있다. 본 연구에서는 중소기업 조직구성원을 대상으로 편의 표집을 실시하여 321개의데이터를 분석에 활용하였으며, 변혁적・임파워링‧진성 리더십, 직원몰입 및 이직의도 변인 간의 구조적 관계를 확인하여 다음과 같은 연구결과를 도출하였다. 첫째, 변혁적‧임파워링‧진성 리더십은 이직의도에 직접적인 영향을 미치지 않는 것으로 나타났다. 둘째, 직원몰입은 변혁적‧임파워링‧진성 리더십과는 정(+)적, 이직의도와는 부(-)적인 관계를 보이며, 리더십과 이직의도의 관계를 매개하는 것으로 나타났다. 셋째, 각 리더십과 직원몰입, 이직의도의 관계를 설명하는 모형 중에서는 변혁적 리더십과 직원몰입, 이직의도의연구모형이 조직구성원의 직원몰입을 높이며 이직의도를 낮추는 데 있어 가장 효과적인것으로 확인되었다. 본 연구는 변혁적‧임파워링‧진성 리더십이 중소기업 조직구성원의직원몰입과 이직의도에 얼마만큼의 영향을 미치는지, 직원몰입을 통한 리더십의 실제 효용은 어떠한지를 리더십 유형별로 비교하는 실증연구이며, 상기 연구결과를 토대로 학문적·실무적 시사점을 제시하였다.

상사의 비인격적 감독이 적응수행에 미치는 영향: 조직 커뮤니케이션과 직무열의의 매개효과

조태준,한은혜,김동호 중앙대학교 Human Engagement Institute 2025 역량개발학습연구 Vol.20 No.3

This study aims to examine the impact of abusive supervision on employees’ adaptive performance and to empirically analyze the sequential double mediation effect of organizational communication and job engagement. Survey data were collected from 287 office workers employed at large domestic corporations, and statistical analyses were conducted using SPSS 26.0 and Process Macro V4.2. The results indicated that abusive supervision did not have a statistically significant direct effect on adaptive performance; however, it exerted a significant negative indirect effect through the sequential mediation of organizational communication and job engagement. These findings provide empirical evidence that abusive supervision significantly contributes to the decline of organizational communication, as leaders' harmful behaviors create a rigid organizational environment that inhibits open interaction. Consequently, future research should examine abusive supervision through the lens of organizational culture and norms, aiming to develop HRD strategies that can disrupt the mechanisms by which negative leadership behaviors undermine organizational communication and, ultimately, job performance.

대기업 사무직 초기경력자의 조직사회화 과정 연구

정홍전,이진구 중앙대학교 Human Engagement Institute 2024 역량개발학습연구 Vol.19 No.3

The purpose of this study is to explore the experiences of early-career employees who joined large companies as office workers and to identify the process by which they are socialized into the organization to create a theoretical model. In order to explore the research question and achieve the research purpose, this study conducted in-depth interviews with 12 early-career employees with less than 5 years of experience as office workers in the top 1,000 domestic companies. The main findings are as follows: As a result of analyzing the experiences of early-career employees as they socialize and adapt to the organization, 133 concepts, 44 subcategories, and 20 categories were derived. The theory generated from this study explains the process and outcomes of early career employees' socialization into the organization, including the following: Early-career office workers were socialized into the organization through the stages of ‘exploring and anticipating, trying to integrate, facing difficulties, growing and changing at work, adjusting expectations and needs, and socializing in different ways.’ In addition, ‘identifying values and needs’ and ‘taking time for oneself’ occurred several times throughout the socialization process, and through these times of reflection and recovery, the study participants adjusted their expectations and needs and changed their socialization aspects.

기업 인사담당자의 HR Analytics에 대한 인식 유형 분석: Q방법론을 활용하여

이애리,유기웅 중앙대학교 Human Engagement Institute 2024 역량개발학습연구 Vol.19 No.3

The purpose of this study is to derive the perception types of corporate HR practitioners on HR Analytics and analyze the characteristics of each type. To achieve the purpose of this study, we used the Q methodology, suitable for studying the subjectivity of individuals' perceptions, beliefs, values, and attitudes toward HR analytics. As a result of analyzing 30 corporate HR practitioners, four types of HR analytics perceptions were derived. First, the ‘Balanced Judgment Support Tool Recognizer’ is a type that recognizes HR analytics as a tool that helps people make balanced judgments in consideration of preconceived notions or subjective opinions reflected in HR work. Second, the 'Emphasizer of Contextual Reflection', recognizes that HR analytics does not reflect results that can’t be expressed in numbers and emphasizes that situational context must be reflected. Third, the ‘Reality-Based Observer’ looks at HR analytics from a realistic perspective and expects it to be activated, but recognizes that it is still early. Fourth, the ‘Prioritizer of Objective Data’ prioritizes the importance of data, recognizing that HR analytics provides the most objective and reliable data to guide rational decision-making. Considering the types of HR analytics perceptions, it is necessary to recognize HR analytics as a way of working for HR management. However, it was concluded that it is necessary to establish standards for the direction of utilizing HR analytics that are influenced by the decision-making criteria of HR practitioners, and that it is necessary to organize a data-friendly environment in the HR field.

임파워링 리더십과 직무 번영감의 관계에서 심리적 안정감의 조절효과: 잠재 조절 구조방정식 적용

김민선,임경애,이윤수 중앙대학교 Human Engagement Institute 2024 역량개발학습연구 Vol.19 No.2

This study aims to examine the moderating effect of psychological safety in the relationship between empowering leadership and thriving at work using latent moderated structural equations. Using the Socially Embedded Model based on self-determination theory, we examined how autonomy, competence, and relatedness enhanced thriving at work through proactive behaviors and how these behaviors interacted with contextual factors in the work environment. We collected data from 372 employees in large and medium-sized companies in South Korea. The results showed that empowering leadership was positively related to thriving at work and that psychological safety moderated this relationship. However, the relationship between psychological safety and thriving at work was not significant. Based on the findings, we discussed theoretical and practical implications and suggested recommendations for further studies.