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공식적 멘토링에서 프로테제의 멘토에 대한 신뢰가 직무만족, 그리고 조직몰입에 미치는 영향에 관한 연구

The Impact Of Protégés' Trust On Job Satisfaction And Organizational Commitment In Formal Mentoring Relationships

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참고문헌

키워드

주제분류경영학

초록

본 연구의 목적은 공식적 멘토링 관계에서 프로테제의 멘토에 대한 두 가지 다른 신뢰, 즉 인지기반 신뢰 (cognition-based trust)와 감성기반 신뢰 (affect-based trust)가 프로테제의 직무만족과 조직몰입에 어떠한 영향을 미치는지 살펴보는데 있다. 본 연구를 위하여 전자관련 한 기업의 공식적 멘토링 프로그램에 참여했던 292명의 프로테제들을 대상으로 온라인 설문을 실시하여 총 100명의 설문이 본 연구에 분석되었다. 연구 결과, 멘토에 대한 인지기반 신뢰와 감성기반 신뢰 모두 프로테제의 직무만족에 정(+)의 영향을 미치는 것으로 나타난 반면, 인지기반 신뢰만이 프로테제의 조직몰입에 정(+)의 영향을 미치는 것으로 나타났다. 본 연구의 결과를 토대로 공식적 멘토링을 시행하고 있는 조직이나 멘토링 연구를 위한 제언 및 향후 연구 과제를 제시하였다.

Abstract

The purpose of this study was to examine the impact of protégés' trust (cognition- based trust and affect-based trust) on their job satisfaction and organizational commitment in formal mentoring relationships. The data were collected through online survey from protégés who participated in a formal mentoring program at a Korean company. A total of 100 were responded for the current study. As a result, the current study has shown a positive relationship between protégés' trust (cognition-based trust and affect-based trust) and their job satisfaction. However, cognition-based was only positively related to protégés' organizational commitment. Based on the results of the current study, implications for researchers and practitioners and future research agenda were also provided.

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