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여성 조직구성원 관점의 내부 커뮤니케이션 활성화 모형 예측: 머신러닝 기반 랜덤 포레스트(Random Forest) 모델의 적용

Predicting the Internal Communication Effectiveness of Female Employees: An Application of a Machine Learning-based Random Forest

정혜승|성민정
한국PR학회 (Korean Academic Society For Public Relations)|2023.12|PR연구 (Journal of Public Relations)|제27권 제4호|pp. 111-143|DOI 10.15814/jpr.2023.27.4.111

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키워드

Machine learning머신러닝Random forest랜덤 포레스트패널 데이터Panel data내부 커뮤니케이션커뮤니케이션 방향성여성 조직구성원Internal communicationCommunication directionFemale employees
주제분류신문방송학

초록

연구목적 본 연구의 목적은 여성 조직구성원의 내부 커뮤니케이션 활성화 모형을 예측하는 것이다. 인적자원으로서 여성조직구성원의 중요성이 커지고 있으나 이들의 특성을 반영한 내부 커뮤니케이션 활성화 연구는 미흡하다는 점에서, 여성 조직구성원 관점의 내부 커뮤니케이션 활성화를 지원하기 위한 방안을 제시하고자 한다. 연구방법 머신러닝 기반 랜덤 포레스트 기법을 활용하여 선행 연구에서 도출한 내부 커뮤니케이션 활성화 요인의 유효성을탐색하고, 예측 기반 방식을 통해 새롭게 발견한 요인을 제안하였다. 한국여성정책연구원의 여성관리자패널조사(Korean Women Manager Panel: KWMP)에서 추출한 1,687명의 응답값을 활용한 결과를 변수 중요도(variable importance)와 부분 의존성 도표(partial dependence plot)을 통해 제시하였다. 연구결과 조직 내 커뮤니케이션 방향성에 따른 커뮤니케이션 활성화 예측에는 조직구성원 간 관계성과 직속상사 리더십이중요한 역할을 하는 것으로 나타났다. 특히 직속상사 리더십 차원의 유연근무 지원, 공정성, 리스닝 등이 여성조직구성원의 수평적, 상향식, 하향식 커뮤니케이션 활성화를 예측하는 주요인임을 확인하였다. 결론 및 함의 여성 조직구성원의 내부 커뮤니케이션 활성화를 위해 조직구성원 간 긍정적 관계 형성 및 직속상사 리더십 육성을 위한 조직 차원의 지원이 필요하다. 또한 직속상사와 여성 조직구성원 간 일대일 차원의 지원이 이루어질수 있도록 리더십 교육, 사내 시스템 개선, 커뮤니케이션 채널 보완 등도 이루어져야 할 것이다.

Abstract

Objectives The purpose of this study was to predict a model for internal communication among female employees. While the emphasis on the importance of female employees within organizations is increasing, the existing research on internal communication has been insufficient in reflecting their specific characteristics. Accordingly, this study aimed to propose strategies to support female employees’ internal communication. Methods Using a machine learning-based random forest, this study explored the validity of the factors identified in previous research that contribute to internal communication. Additionally, it proposed factors that were newly discovered through a predictive approach. The results, based on the responses of 1,687 participants extracted from the Korean Women Manager Panel Survey (KWMP) conducted by the Korean Women's Development Institute, were presented using variable importance and partial dependence plots. Results The study revealed that the relationships among employees and direct supervisors’ leadership play a crucial role in predicting the internal communication model, depending on the communication direction within the organization. Specifically, it was confirmed that dimensions of leadership from direct supervisors, such as support for flexible work schedules, fairness, and listening, are key predictors of horizontal, upward, and downward communication among female employees. Conclusions To cultivate effective internal communication among female employees, it is imperative to offer organizational support that encourages positive employee relationships and ensures competent leadership from direct supervisors. Moreover, the implementation of leadership training, the refinement of internal systems, and the enhancement of communication channels are essential for enabling personalized support between direct supervisors and female employees.

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