리더코칭과 조직신뢰에서 혁신행동의 경로 모형 탐색 : 직위안정성과 자기효능감의 조건부 효과 중심으로 = Exploration the Path Model of Innovative Behaviours in Leader's Coaching and Organizational Trust : Focused on the Conditional Effects of Positional Stability and Self-Efficacy

다국어 초록 (Multilingual Abstract)

The purpose of this study is to examine the conditional effects of positional stability and self-efficacy in mediating path that leads to organizational trust and innovative behavior in relation between leader’s coaching and organizational trust. According to this research, first of all, the organizational trust is found to play mediating roles in the relation between leader’s coaching and innovative behavior. Secondly, it has been found that moderating effect is significantly represented that the job stability in the relation between organizational trust and innovative behavior; Thirdly, the self-efficacy in the relation between leader’s coaching and innovative behavior and between leader's coaching and organizational trust; Fourthly, the positional stability is found to control mediating effect of organizational trust in the mediating path among leader’s coaching->organizational trust->innovative behavior. Lastly, the self-efficacy is found to control direct effects in the relation between leader’s coaching and innovative behavior. Therefore, to encourage organizational performance, it is conformed that various organizational practices and cultures should be constructed to improve organizational trust through leader's coaching and at the same time employment stability, in praticular, job stability and self-efficacy.

국문 초록 (Abstract)

본 연구는 리더코칭과 조직신뢰 그리고 혁신행동으로 이어지는 매개경로에서 직위안정성과 자기효능감의 조건부 효과를 검증하고자 하였다. 연구결과, 첫 번째 조직신뢰는 리더코칭과 혁신행동의 관계에서 매개역할을 하는 것으로 나타났다. 두 번째 직위안정성은 조직신뢰와 혁신행동의 관계에서, 세 번째 자기효능감은 리더코칭과 혁신행동의 관계에서 그리고 리더코칭과 조직신뢰의 관계에서 조절효과가 있는 것으로 확인되었다. 네 번째 리더코칭->조직신뢰->혁신행동의 매개경로에서 자기효능감과 직위안정성에 의해 이중 조절된 간접효과를 조절하는 것으로 검증되었다. 마지막으로 자기효능감은 리더코칭과 혁신행동의 관계에서 직접효과를 조절하는 것으로 나타났다. 따라서 조직성과 향상을 위해서는 리더코칭을 통한 조직신뢰의 증진과 동시에 고용안정성, 특히 직위안정성의 향상 그리고 자기효능감의 고양을 도모할 수 있는 다양한 조직관행과 문화가 구축되어야 함을 확인시켜준다.

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