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      부하체면에 영향을 미치는 상사행위의 구성개념 및 측정에 관한 연구 = A Study on the Constructs and Measurement of Leader’s Behavior Influencing Subordinates’ Face

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      https://www.riss.kr/link?id=A76440517

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      부가정보

      국문 초록 (Abstract)

        대인관계 상황에서 체면을 고려하는 것은 보편적인 현상일 뿐만 아니라 서구에 비해 우리나라에서 보다 중시되고 있지만 조직차원에서의 연구는 미흡하다. 특히 부하의 체면에 영향을 미치는 상사의 행위에 대해서는 연구가 매우 부족한 실정이다.<BR>  부하체면에 대한 상사행위의 구성개념과 타당성 있는 측정도구를 개발하기 위하여 군조직의 간부들을 대상으로 2단계의 연구가 진행되었다. 먼저, 연구 1에서는 상사의 부하에 대한 ‘체면세움행위’ 및 ‘체면손상행위’ 문항을 자유응답식 설문과 내용분석 과정을 통하여 도출하고, 육군 간부들로 이루어진 표본에 대하여 탐색적 요인분석을 통해서, 요인구조가 ‘능력체면행위’와 ‘인격체면행위’의 두 차원으로 이루어져 있음을 확인하였다. 연구 2에서는 독립적인 새 표본을 구성하여 개발된 문항들의 타당성을 검증하고 태도변수와의 관계를 확인하였다. 분석 결과, 개발된 측정도구는 교차타당성, 그리고 수렴 및 판별타당성이 있음을 확인할 수 있었다. 부하 태도변수와의 관계를 확인한 결과, 상사의 부하체면에 대한 체면세움 행위는 부하의 LMX, 직무만족, 조직몰입에 정의 관계를 보였고 이직의도에는 부의 관계를 나타내었다. 상사의 부하체면에 대한 체면손상행위는 부하의 LMX, 직무만족 및 조직몰입과 부의 관계가 있음을 확인할 수 있었다. 이는 부하체면에 대한 상사행위가 조직 유효성을 설명하는데 적절한 변수임을 의미한다. 마지막으로, 본 연구의 의의와 한계 및 미래 연구방향을 제시하였다.
      번역하기

        대인관계 상황에서 체면을 고려하는 것은 보편적인 현상일 뿐만 아니라 서구에 비해 우리나라에서 보다 중시되고 있지만 조직차원에서의 연구는 미흡하다. 특히 부하의 체면에 영...

        대인관계 상황에서 체면을 고려하는 것은 보편적인 현상일 뿐만 아니라 서구에 비해 우리나라에서 보다 중시되고 있지만 조직차원에서의 연구는 미흡하다. 특히 부하의 체면에 영향을 미치는 상사의 행위에 대해서는 연구가 매우 부족한 실정이다.<BR>  부하체면에 대한 상사행위의 구성개념과 타당성 있는 측정도구를 개발하기 위하여 군조직의 간부들을 대상으로 2단계의 연구가 진행되었다. 먼저, 연구 1에서는 상사의 부하에 대한 ‘체면세움행위’ 및 ‘체면손상행위’ 문항을 자유응답식 설문과 내용분석 과정을 통하여 도출하고, 육군 간부들로 이루어진 표본에 대하여 탐색적 요인분석을 통해서, 요인구조가 ‘능력체면행위’와 ‘인격체면행위’의 두 차원으로 이루어져 있음을 확인하였다. 연구 2에서는 독립적인 새 표본을 구성하여 개발된 문항들의 타당성을 검증하고 태도변수와의 관계를 확인하였다. 분석 결과, 개발된 측정도구는 교차타당성, 그리고 수렴 및 판별타당성이 있음을 확인할 수 있었다. 부하 태도변수와의 관계를 확인한 결과, 상사의 부하체면에 대한 체면세움 행위는 부하의 LMX, 직무만족, 조직몰입에 정의 관계를 보였고 이직의도에는 부의 관계를 나타내었다. 상사의 부하체면에 대한 체면손상행위는 부하의 LMX, 직무만족 및 조직몰입과 부의 관계가 있음을 확인할 수 있었다. 이는 부하체면에 대한 상사행위가 조직 유효성을 설명하는데 적절한 변수임을 의미한다. 마지막으로, 본 연구의 의의와 한계 및 미래 연구방향을 제시하였다.

      더보기

      다국어 초록 (Multilingual Abstract)

        The issue of face in social interactions is more pervasive in Asian cultures than in Western ones. However, very few studies have investigated face in organizational context in Korea. Face is dependent on individual social status (Goffman, 1955; Ho, 1976), which points to the fact that leaders’ face is considered to be more important than subordinates’ face due to the status difference. Nevertheless, the importance of subordinates’ face is gradually becoming salient as the autocratic culture is transformed into a democratic one in modern organizations.<BR>  The majority of the studies on face have focused on the leaders’ face, which, in turn, has yielded no study of leader’s behavior influencing subordinates’ face. The subordinates’ attitudes and behaviors can obviously vary depending on whether their leader takes the subordinates’ face into consideration or not. The subordinates are said to possess favorable attitudes towards a leader who saves the subordinates’ face, while they are likely to maintain negative attitudes towards a leader who makes them lose their face. Thus, it is necessary to study on the relationship between leader’s behaviors concerning subordinates’ face and the subordinates’ attitudes and behaviors. Since there is no measure for leader’s behavior influencing subordinates’ face, the valid and reliable measure should be developed.<BR>  The current research was designed to identify the constructs of leader’s behavior influencing subordinates’ face (LBSF), and to develop and validate a sound psychometric measure of LBSF. This paper consists of two parts: in Study 1, we generated items of leader’s face-giving (LFGB) and face-threatening (LFTB) behavior towards subordinates, and identify the construct and factor structures of LBSF. In Study 2, a confirmatory factor analysis with independent samples showed the cross validity, convergent validity, and discriminant validity. Then, we verified the nomological validity and the potential utility of LBSF to predict organizational outcome variables. Finally, implications and possible research directions are discussed.<BR>  Respondents in the current research are officers and noncommissioned officers (NCOs) in the ROK (Republic of Korea) Army. In general, military organizations are more autocratic and hierarchical than the other civil organizations. Therefore, the subordinate’s face can be valued less than leader’s face. The difference between leaders who respect their subordinates’ face and leaders who do not can be easily distinguished in the military context. For this reason, military organization is suitable for the current research.<BR>  Study 1<BR>  In Study 1, we collected data from 98 officers and NCOs using open-ended questionnaire, which included two following questions: “What behavior of a leader made you save face?” and “What behavior of a leader made you lose face?” From the data, 623 LFGB items and 791 LFTB items were firstly derived. Next, we combined the items that had same contents and expressions into 113 LFGB and 154 LFTB items. Then, the content validation of the generated items was performed in three phases. Finally, 21 items for LFGB and 17 items for LFTB were used in the current study.<BR>  Using the data collected from 125 officers and NCOs, exploratory factor analyses with principal components were conducted. The results indicated that LFGB and LFTB consisted of two factors, ‘ability dimension’ and ‘character dimension.’ Specifically, LFGB consisted of 11 items, 6 items for ability-related LFGB (ALFGB) and 5 items for character-related LFGB (CLFGB). Likewise, LFTB also consisted of 12 items, 5 items for ability-related LFTB (ALFTB) and 7 items for character-related LFTB (CLFTB).<BR>  Study 2<BR>  The data, independent of Study 1, were used in Study 2. That is, the data from 156 officers and NCOs were used for LFGB, an
      번역하기

        The issue of face in social interactions is more pervasive in Asian cultures than in Western ones. However, very few studies have investigated face in organizational context in Korea. Face is dependent on individual social status (Goffman,...

        The issue of face in social interactions is more pervasive in Asian cultures than in Western ones. However, very few studies have investigated face in organizational context in Korea. Face is dependent on individual social status (Goffman, 1955; Ho, 1976), which points to the fact that leaders’ face is considered to be more important than subordinates’ face due to the status difference. Nevertheless, the importance of subordinates’ face is gradually becoming salient as the autocratic culture is transformed into a democratic one in modern organizations.<BR>  The majority of the studies on face have focused on the leaders’ face, which, in turn, has yielded no study of leader’s behavior influencing subordinates’ face. The subordinates’ attitudes and behaviors can obviously vary depending on whether their leader takes the subordinates’ face into consideration or not. The subordinates are said to possess favorable attitudes towards a leader who saves the subordinates’ face, while they are likely to maintain negative attitudes towards a leader who makes them lose their face. Thus, it is necessary to study on the relationship between leader’s behaviors concerning subordinates’ face and the subordinates’ attitudes and behaviors. Since there is no measure for leader’s behavior influencing subordinates’ face, the valid and reliable measure should be developed.<BR>  The current research was designed to identify the constructs of leader’s behavior influencing subordinates’ face (LBSF), and to develop and validate a sound psychometric measure of LBSF. This paper consists of two parts: in Study 1, we generated items of leader’s face-giving (LFGB) and face-threatening (LFTB) behavior towards subordinates, and identify the construct and factor structures of LBSF. In Study 2, a confirmatory factor analysis with independent samples showed the cross validity, convergent validity, and discriminant validity. Then, we verified the nomological validity and the potential utility of LBSF to predict organizational outcome variables. Finally, implications and possible research directions are discussed.<BR>  Respondents in the current research are officers and noncommissioned officers (NCOs) in the ROK (Republic of Korea) Army. In general, military organizations are more autocratic and hierarchical than the other civil organizations. Therefore, the subordinate’s face can be valued less than leader’s face. The difference between leaders who respect their subordinates’ face and leaders who do not can be easily distinguished in the military context. For this reason, military organization is suitable for the current research.<BR>  Study 1<BR>  In Study 1, we collected data from 98 officers and NCOs using open-ended questionnaire, which included two following questions: “What behavior of a leader made you save face?” and “What behavior of a leader made you lose face?” From the data, 623 LFGB items and 791 LFTB items were firstly derived. Next, we combined the items that had same contents and expressions into 113 LFGB and 154 LFTB items. Then, the content validation of the generated items was performed in three phases. Finally, 21 items for LFGB and 17 items for LFTB were used in the current study.<BR>  Using the data collected from 125 officers and NCOs, exploratory factor analyses with principal components were conducted. The results indicated that LFGB and LFTB consisted of two factors, ‘ability dimension’ and ‘character dimension.’ Specifically, LFGB consisted of 11 items, 6 items for ability-related LFGB (ALFGB) and 5 items for character-related LFGB (CLFGB). Likewise, LFTB also consisted of 12 items, 5 items for ability-related LFTB (ALFTB) and 7 items for character-related LFTB (CLFTB).<BR>  Study 2<BR>  The data, independent of Study 1, were used in Study 2. That is, the data from 156 officers and NCOs were used for LFGB, an

      더보기

      목차 (Table of Contents)

      • 〈초록〉
        Ⅰ. 서론
        Ⅱ. 이론적 배경
        Ⅲ. 연구 1 : 상사의 부하체면행위 구성개념
        Ⅳ. 연구 2 : 타당성 분석 및 부하 태도변수와의 관계 검증
        Ⅴ. 토의 및 결론
        참고문헌
        〈부록〉
        ABSTRACT
      • 〈초록〉
        Ⅰ. 서론
        Ⅱ. 이론적 배경
        Ⅲ. 연구 1 : 상사의 부하체면행위 구성개념
        Ⅳ. 연구 2 : 타당성 분석 및 부하 태도변수와의 관계 검증
        Ⅴ. 토의 및 결론
        참고문헌
        〈부록〉
        ABSTRACT
      더보기

      참고문헌 (Reference)

      1 최상진, "체면의 심리적 구조 in 1998 연차대회 논문집" 한국심리학회 1998

      2 임태섭, "체면의 구조와 체면욕구의 결정요인에 대한 연구" 한국언론학회 32 : 207-247, 1994

      3 김태현, "체면욕구가 목표설정, 몰입 및 체면손상정도에 미치는 영향에 관한 연구" 한국협상학회 10 (10): 73-95, 2004

      4 김주엽, "체면에 대한 연구: 실증 연구를 위한 준비" 한국인적자원개발학회 5 (5): 63-81, 2003

      5 이석재, "체면 지향행동의 이원구조모델 검증" 한국심리학회 15 (15): 65-83, 2001

      6 오인수, "직무만족, 조직몰입, 성과, 이직의도 간의 관련성: 문헌고찰 및 메타분석" 한국인사, 조직학회 15 (15): 43-86, 2007

      7 최상진, "정, 체면이 스트레스에 미치는 영향" 한국심리학회 4 (4): 41-56, 1999

      8 임준철, "자긍심과 자기권능감에 영향을 미치는 선행요인에 관한 연구" 인사조직학회 1999

      9 박오수, "상사의 체면과 반응행동" 서울대 경영연구소 30 (30): 67-124, 1996

      10 박경환, "상급자의 공감, 직면 그리고 공격이 하급자의 자아존중감과 능력 활용에 미치는 영향" 대한경영학회 18 (18): 1391-1412, 2005

      1 최상진, "체면의 심리적 구조 in 1998 연차대회 논문집" 한국심리학회 1998

      2 임태섭, "체면의 구조와 체면욕구의 결정요인에 대한 연구" 한국언론학회 32 : 207-247, 1994

      3 김태현, "체면욕구가 목표설정, 몰입 및 체면손상정도에 미치는 영향에 관한 연구" 한국협상학회 10 (10): 73-95, 2004

      4 김주엽, "체면에 대한 연구: 실증 연구를 위한 준비" 한국인적자원개발학회 5 (5): 63-81, 2003

      5 이석재, "체면 지향행동의 이원구조모델 검증" 한국심리학회 15 (15): 65-83, 2001

      6 오인수, "직무만족, 조직몰입, 성과, 이직의도 간의 관련성: 문헌고찰 및 메타분석" 한국인사, 조직학회 15 (15): 43-86, 2007

      7 최상진, "정, 체면이 스트레스에 미치는 영향" 한국심리학회 4 (4): 41-56, 1999

      8 임준철, "자긍심과 자기권능감에 영향을 미치는 선행요인에 관한 연구" 인사조직학회 1999

      9 박오수, "상사의 체면과 반응행동" 서울대 경영연구소 30 (30): 67-124, 1996

      10 박경환, "상급자의 공감, 직면 그리고 공격이 하급자의 자아존중감과 능력 활용에 미치는 영향" 대한경영학회 18 (18): 1391-1412, 2005

      11 이군희, "사회과학 연구방법론" 법문사 2004

      12 임효창, "부하의 특성이 상사의 반응 및 부하의 태도에 미치는 영향: 상사의 부하 신뢰의 매개효과를 중심으로" 한국인사관리학회 29 (29): 1-30, 2005

      13 이규만, "부하의 체면중시가 상사-부하간 교환관계 및 조직행동에 미친 영향" 한국경영학회 30 (30): 1093-1114, 2001

      14 이규만, "부하의 체면중시가 상사 - 부하간 교환관계 및 조직행동에 미친 영향" 한국경영학회 30 (30): 1093-1114, 2001

      15 최상진, "권위에 관한 한국인의 의식체계: 권위, 권위주의와 체면의 구조에 대한 토착심리학적 접근" 한국심리학회 6 (6): 69-84, 2000

      16 Lee, S-J., "Two-component model of chemyon-oriented behaviors" 15 (15): 65-83, 2001

      17 Graen, G., "Toward a psychology of dyadic organizing" 9 : 175-208, 1987

      18 Korman, A. K., "Toward a hypothesis of work behavior" 54 : 31-41, 1970

      19 Choi, S-C., "The structure of authority, authoritarianism and chemyon in Korea: An indigenous analysis" 6 (6): 69-84, 2000

      20 Lance, C. E., "The sources of four commonly reported cutoff criteria: What did they really say?" 9 : 202-220, 2006

      21 Sivo, S. A., "The search for “optimal” cutoff properties: Fit index criteria in structural equation modeling" 74 (74): 267-288, 2006

      22 Redding, S. G., "The role of face in the organizational perceptions of Chinese managers" 3 (3): 201-219, 1982

      23 Ostroff, C., "The relationship between satisfaction, attitudes, and performance: An organizational level analysis" 77 : 963-974, 1992

      24 Choi, S-C., "The psychological structure of face" Paper presented at the annual meeting of the Korean Psychological Association 1998

      25 Allen, N. J., "The measurement and antecedents of affective, continuance and normative commitment to the organization" 63 : 1-18, 1990

      26 Miner, J. B., "The management of ineffective performance in Handbook of industrial and organizational psychology" Rand McNally 1976

      27 Judge, T. A., "The job satisfaction-job performance relationship: A qualitative and quantitative review" 127 : 376-407, 2001

      28 Park, K-H., "The effects of the empathy, confrontation and attack on the self-esteem and ability utilization" 18 (18): 1391-1412, 2005

      29 Lim, H-C., "The effects of subordinate’s characteristics on superior’s reaction and subordinate’s attitude: Focusing on the mediating variable of superior’s trust to subordinate" 29 (29): 1-30, 2005

      30 Graen, G., "The effects of leader-member exchange and job design on productivity and satisfaction: Testing a dual attachment model" 30 : 109-131, 1982

      31 Brown, B. R., "The effect of need to maintain face on interpersonal bargaining" 4 : 107-122, 1968

      32 Kim, J. Y., "The concept and dynamics of face: Implications for organizational behavior in Asia" 9 : 522-534, 1998

      33 Hu, H. C., "The chinese concept of face" 46 : 45-64, 1944

      34 Riketta, M., "The causal relation between job attitudes and performance: A meta-analysis of panel studies" 93 : 472-481, 2008

      35 Lowe, K. B., "Ten years of The Leadership Quarterly : Contributions and challenges for the future" 11 : 459-514, 2000

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      37 Bae, B. R., "Structural equation modeling with LISREL: Concepts, applications, and programming" Chenglam 2006

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      연월일 이력구분 이력상세 등재구분
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      2013-02-27 학술지명변경 한글명 : 인사·조직연구 -> 인사조직연구 KCI등재
      2013-02-26 학회명변경 한글명 : 한국인사·조직학회 -> 한국인사조직학회 KCI등재
      2011-01-01 평가 등재학술지 유지 (등재유지) KCI등재
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      2009-01-01 평가 등재학술지 유지 (등재유지) KCI등재
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