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셀프리더십이 직무몰입에 미치는 영향에 관한 연구-내재적 동기의 매개를 중심으로-

A Study on the Effects of Self-Leadership on Job Involvement: The Mediating Effects of Intrinsic Motivation

황상규
한국기업경영학회 (Korean Corporation Management Association)|2011.06|기업경영연구 (Korean Corporation Management Review)|제18권 제2호|pp. 87-103

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참고문헌

키워드

셀프리더십Self-leadershipJob Involvement매개효과Mediation직무몰입내재적 동기Intrinsic Motivation
주제분류경영학

초록

본 연구는 셀프리더십의 행동지향적 전략, 자연보상적 전략, 건설적사고 전략이 내재적 동기와직무몰입에 미치는 영향에 대해 연구하고, 셀프리더십이 직무몰입에 미치는 영향에 있어서 내재적 동기의매개작용을 조사하였다. 연구목적을 달성하기 위해 진주와 창원지역의 3개 조직, 267명의 종업원을 대상으로 설문조사를 통해 검증하였다. 수집된 자료는 SPSS12.0과 AMOS 5.0을 사용하여 통계분석을 실시하였다. 분석방법은 먼저, 응답자들의 특성을 파악하기 위한 빈도분석을 실시하고, 변수들에 대한 신뢰성과 타당성을 분석하기 위해 탐색적 요인분석을 실시하고, AMOS 5.0을 사용하여 확인적 요인분석과 가설에 대한검증을 실시하였다. 연구결과, 셀프리더십은 내재적 동기에 정(+)의 영향을 미치는 것으로 나타났으며, 내재적 동기 또한 직무몰입에 정(+)의 영향을 미치는 것으로 나타났다. 셀프리더십은 직무몰입에 정(+)의 영향을미치는 것으로 나타났다. 이에 따라 내재적 동기가 부분 매개하고 있음을 발견하였다. 즉, 셀프리더십은 내재적 동기의 매개를 통해서 뿐만 아니라 직접적으로도 직무몰입에 영향을 미치고 있는 것으로 검증되었다. 본 연구는 이론적으로 셀프리더십은 내재적 동기를 매개로 직무몰입에 영향을 주는 새로운 모형을 제시하였다. 즉, 셀프리더십, 내재적 동기, 직무몰입 변수들 간의 이론을 통합하고 그 논리를 확대하였다는 점에서 이론적 시사점이 있다고 할 수 있다. 또한 실무적으로 셀프리더십이 내적적 동기를 매개로하여 직무몰입에 영향을 미치기에 셀프리더십의 중요성이 높이 인지되어야 하고 셀프리더십을 향상시킬 수 있는 방안을 모색하기 위한 노력이 필요하며, 자기 스스로 리드할 수 있는 리더십 프로그램이 필요하다고 할 수 있겠다.

Abstract

The purpose of this study includes: Firstly, to examine the effects of self-leadership(behavior-focused strategies, natural reward strategies, constructive thought pattern strategies) on intrinsic motivation and job involvement. Secondly, to examine the mediating effect of the intrinsic motivation on the relationship between self-leadership and job involvement. In order to verify the relationships and mediating effect, data were collected from 267 individuals in 3 organization to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 12.0 and AMOS 5.0. As a part of data analysis, this study calculated both frequency and percentages from survey data so as to identify general characteristics of respondents. Concerning analysis techniques, this made the frequency analysis for demographic features. In order to verify variable validity, this conducted an exploratory factor analysis and a confirmatory factor analysis, as well as correlation with Cronbach’α. In addition, this used a structural equation model for hypotheses. This study reports findings as followed: first, the relationship between the self-leadership and the employee’s intrinsic motivation is positively related. Second, there was also a positive correlation between the employee’s intrinsic motivation and employee’s job involvement. Third, there was also a positive correlation between the self-leadership and employee’s job involvement. Finally, the employee’s intrinsic motivation played as a partial mediator on the relationship between self-leadership and employee’s job involvement. This study contributes to deepen our understanding of employee’s job involvement by suggesting an alternative theoretical model regarding how self-leadership and employee’s job involvement work to motivate employee’s intrinsic motivation. This result reveals that the study contributed to combining variables of self-leadership, employee’s intrinsic motivation and employee’s job involvement, and expanded it. The practical implications of the research finding are the following. The self-leadership should be recognized first since it is a main factor of the employee’s job involvement as the self-leadership was a mediation of the employee’s intrinsic motivation. Thus efforts should be given to develop ways to improve self-leadership like leadership programs.

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