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핵심자기평가가 조직유효성에 미치는 영향 - 셀프리더십과 심리적 임파워먼트의 매개효과를 중심으로 -

The Impact Of Core Self-Evaluations On The Organizational Effectiveness - Mediating Effect Of Self-Leadership And Psychological Empowerment -

김해룡|양필석
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2009.11|인적자원관리연구 (Journal of Human Resource Management Research)|제16권 제1호|pp. 147-180

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참고문헌

키워드

조직몰입직무만족셀프리더십job satisfaction핵심자기평가organizational commitment혁신행동심리적 임파워먼트self-leadershipinnovative behaviorpsychological empowerment매개작용self core-evaluations
주제분류경영학

초록

본 연구는 핵심자기평가, 셀프리더십, 심리적 임파워먼트, 그리고 조직유효성과의 관련성에 대하여 종합적으로 실증분석을 하였다. 제안된 연구모형을 살펴보면 핵심자기평가는 조직유효성(직무만족 및 조직몰입, 혁신행동)에 영향을 미치며, 이 과정에서 셀프리더십과 심리적 임파워먼트가 매개변수로 사용되었다. 본 연구에서 개발된 가설의 검증을 위하여 울산광역시에 소재한 은행업, 증권업, 보험업, 공공기관, 교육기관, 제조업, 기타 서비스업 등 총 7개 업종에 근무하고 있는 조직구성원을 대상으로 설문조사를 하였다. 총 550부의 설문지를 배포하여 359부가 본 연구에 사용되었다. 수집된 자료는 SPSS 12.0과 AMOS 5.0을 사용하여 통계분석을 실시하였다. 발견된 연구결과는 다음과 같다: 핵심자기평가는 직무만족과 혁신행동에 직접 영향을 미치지 않았으며, 조직몰입에는 부(-)의 유의한 영향을 주었다. 핵심자기평가는 셀프리더십과 심리적 임파워먼트에 정(+)의 영향을 미치는 것으로 나타났다. 셀프리더십은 심리적 임파워먼트에 정(+)의 영향을 미치는 것으로 나타났다. 심리적 임파워먼트는 조직유효성에 정(+)의 영향을 미치는 것으로 나타났다. 또한 셀프리더십은 혁신행동에 정(+)의 영향을 미치는 것으로 나타났으나, 직무만족과 조직몰입에는 부(-)의 유의한 영향을 미치는 것으로 나타났다. 한편, 핵심자기평가와 조직유효성 간에 셀프리더십과 심리적 임파워먼트의 매개역할을 검증한 결과, 셀프리더십은 핵심자기평가와 직무만족 및 혁신행동간에 완전매개를 수행하는 것으로 나타났고, 조직몰입은 부분매개를 수행하는 것으로 나타났다. 또한 심리적 임파워먼트는 핵심자기평가와 직무만족 및 혁신행동간에 완전매개를 수행하는 것으로 나타났고, 조직몰입은 부분매개를 수행하는 것으로 나타났다. 그리고 심리적 임파워먼트는 셀프리더십과 조직유효성간에 부분매개를 수행하는 것으로 나타났다. 연구결과를 바탕으로 연구의 한계점 및 향후 연구방향이 논의되었다.

Abstract

This study develops research hypotheses and empirically analyzes the relationships among core self-evaluations, self-leadership, psychological empowerment, and organizational effectiveness. The hypotheses were developed to that self-evaluations have effects on organizational effectiveness (job satisfaction and organizational commitment, innovative behavior) and self-leadership and psychological empowerment have mediating effects on this process. A questionnaire survey was conducted to the members of the seven organizations such as banks, securities companies, insurance companies, public organizations, educational organizations, manufacturing companies, and service companies. Survey questionnaires were sent to 550 people and 359 of them were returned. The obtained data was analyzed with SPSS 12.0 and AMOS 5.0. The findings are as follows: There were no direct effects of core self-evaluations on job satisfaction and innovative behavior but it had negative effects on organizational commitment. Core self-evaluations had positive effects on self-leadership and psychological empowerment. Self-leadership had also a positive effect on psychological empowerment. Psychological empowerment had a positive effect on the organizational effectiveness. Futhermore, self-leadership had a positive effect on innovative behavior but had a negative effect on job satisfaction and organizational commitment. In addition, there was a full mediating role of self-leadership between core self-evaluations and job satisfaction and innovative behavior, and only a partial mediating role between core self-evaluations and organizational commitment. And psychological empowerment played a full mediating role between core self-evaluations and job satisfaction and innovative behavior, and only a partial mediating role between core self-evaluations and organizational commitment. Moreover, the psychological empowerment had a partial mediating effect on the relationship of self-leadership and organizational effectiveness. Based on these findings, the limitations of the study and some directions for future were suggested.

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