본문 바로가기
KERD
논문KCI 등재

멘토링 연결망이 직무만족, 경력열망 및 승진에 미치는 영향

The Effects of Mentoring Network Properties on Prot？g？'s Work Satisfaction, Career Aspiration, and Promotion

김효선|박찬희|구자숙|강혜정
한국기업경영학회 (Korean Corporation Management Association)|2008.06|기업경영연구 (Korean Corporation Management Review)|제15권 제1호|pp. 101-118

0

조회

0

다운로드

27

인용

0

참고문헌

키워드

직무만족Job SatisfactionGender Difference승진Promotion경력열망성별 효과멘토링 연결망Mentoring Network
주제분류경영학

초록

본 연구에서는 개인들의 멘토 관계를 사회적 연결망의 구성개념들을 사용하여 일종의 연결망 측면에서 파악하려 하였다. 멘토링 연결망의 크기와 관계 강도 등의 연결망 특성들이 프로테제의 직무만족, 경력열망, 승진에 미치는 영향에 대해 경험적으로 검증하였다. 또한 멘토링 관계의 연결망적 특성이 프로테제의 직무만족과 승진에 미치는 영향에서 성별이 조절효과를 가지는지 분석하였다. 멘토 관계 자료는 지방 자치 단체의 공무원 226명을 대상으로 실시한 설문조사에 의해 확보되었다. 자료의 분석 결과 멘토링 연결망의 크기와 강도가 프로테제의 직무만족에는 유의한 영향을 미치지 않는 것으로 나타났으며, 경력열망에 대해서는 연결망 크기만이 유의하게 긍정적인 효과를 갖는 것으로 나타났다. 그리고 승진에 대해서는 연결 강도가 유의한 영향을 미치는 것으로 나타났다. 멘토링 연결망의 특성이 프로테제의 경력관련 변수에 미치는 영향에 대한 성별의 조절효과를 보기 위한 분석의 결과 연결강도의 승진에 대한 효과에서 유의한 성차가 나타났다. 즉 연결강도의 증가에 따른 승진 대기기간의 단축효과가 남성에 비해 여성에 대해 유의하게 강한 것으로 나타났다. 멘토링 연결망이 경력에 미치는 영향 및 그 효과의 성별 차이에 대한 이러한 결과는 개인과 조직 모두의 멘토링 관계 설계에 전략적 시사점을 제시한다

Abstract

In this research we explored the mentoring relationships from the social network perspective. After identifying mentoring network properties as network size and strength, we investigated the effects of these properties on protege’s work satisfaction, career aspiration, and promotion. Also we tested whether there are moderating effects of gender on the relationships between mentoring network properties and the career related outcomes. We conducted a survey in a local government and a total of 226 employees participated in the survey. The results showed that the size and strength of mentoring network did not significantly predict the proteges’ work satisfaction. However, the size and strength of mentoring network did increase proteges’ career aspiration. In other words, the employees with big and strong mentoring relationships seem to show higher levels of career aspiration. The size but not the strength of mentoring network had the effect of decreasing the waiting time for promotion. In addition, gender moderated the relationship between network strength and promotion. The effect of network strength on the speed of promotion was bigger for women than men. These findings offer practical implications for designing strategic mentoring networks for both employees and organizations.

참고문헌 (65)

  1. 김용학, "사회연결망이론" (2003), 박영사.
  2. 김은실, "여성과 남성의 사회자본:공식적,비공식적 연결망 구성의 성별 차이.미발표 논문.", 미발표 논문., ~ (2003)
  3. 박찬웅, "경쟁의 사회적 구조", 한국사회학(한국사회학회), 33(4), pp.789~817 (1999)
  4. 장덕진, "여성의 사회적 자본-기업조직 내 연결망 분석 사례를 중심으로", 경제와 사회(한국산업사회학회), 59, pp.130~160 (2003)
  5. Baron, J, "The Social Psy-chology of Organizations and Inequality", Social Psychology Quarterly, 57(3), pp.190~209 (1994)
  6. Baugh, S. G, "The Effect of Multiple Mentors on Protege Atti-tudes toward the Work Setting", Journal of Social Behavior and Personality, 14(4), pp.503~521 (1999)
  7. Brass,D.J, "Men’s and Women’s Networks:A Study of Interaction Patterns and In-fluence of an Organization", Academy of Man-agement Journal, 28(2), pp.327~343 (1985)
  8. Brass,D.J, "A Social Network Perspective on Human Resource Management", Research in Personnel and Human Resource Mana-gement, 13(1), pp.39~79 (1995)
  9. Burke,R.J, "Mentors in Organizations.Group and Organization Studies", ~ (1984)
  10. Burke, R. J, "Mentoring in Organization:Implication for Women", Journal of Business Ethics, 9, pp.317~332 (1990)
  11. Burke, R. J., "The Role of Interpersonal Networks in Women’s and Men’s Career Development", International journal of Career Management, 7(3), pp.25~32 (1995)
  12. Burt,R.S, "Structural Holes: The Social Structure of Competition" (1992), Harvard University Press.
  13. Burt,R.S, "The Network Structure of Social Capital, In Robert Sutton and Barry Staw(Eds.), Research in Organizational Behavior, Greenwich" (2000), JAI Press
  14. Chao,G.T, "Invited Reaction:Challenging Research in Mentoring", Human Resource Development Quarterly, 9(4), pp.333~338 (1998)
  15. Chao, G, T, "Formal and Informal Mentorships:A Com-parison on Mentoring Functions and Con-trast with Nonmentored", Personnel Psych-ol-ogy, 45(3), pp.619~636 (1992)
  16. Cohen, D., "In Good Company: How Social Capital Makes Organizations Work" (2001), Harvard Business School Press
  17. Collins,N.W, "Professional Women and their Mentors,Englewood Cliffs" (1983), Prentice Hall.
  18. Dreher, G. F, "A Comparative Study of Mentoring among Men and Women in Manageral, Professional, and Technologi-cal Positions", Journal of Applied Psych-ology, 75(5), pp.539~546 (1990)
  19. Eby,L.T, "Alternative Forms of Mentoring in Changing Organizational Environments:A Conceptual Extension of the Mentoring Literature", Journal of Vocational Behaviors, 51(1), pp.125~144 (1997)
  20. Egan,K.S, "Flexible Mentoring:Adapta-tions in Style for Women’s Ways of Know-ing", Journal of Business Communication, 33(4), pp.401~425 (1996)
  21. Fragenson,E.A, "The Mentor Advantage:Perceived Career", Job Experiences of Pro-teges versus Non-Proteges, 1989, pp.10(4), 309~320
  22. George,P.and J.Kummerow, "Mentoring for Career Women", Training, 18(2), pp.44~49 (1981)
  23. Halcomb,R, "Mentors and the Successful Women", Across the Board, 17(2), pp.13~18 (1980)
  24. Handy,C, "The Age of Paradox" (1994), Harvard Business School Press.
  25. Heilman, M. E, "Sex Stereotypes:Do They Influence Percep-tions of Managers?", Journal of Social Behavior and Personality, 10(6), pp.237~252 (1995)
  26. Henderson,D.W, "Enlightened Mentoring:A Characteristic of Public Management Pro-fessionalism", Public Administration Review, 45(6), pp.857~863 (1985)
  27. Higgins,M.C, "The More,the Merrier? Multiple Developmental Relationships and Work Satisfaction", Journal of Management Developmental, 19(4), pp.277~296 (2000)
  28. Higgins, M. C, "Reconcep-tualizing Mentoring at Work:A Develop-mental Network Perspective", Academy of Management Review, 26(2), pp.264~288 (2001)
  29. Hunt, D. M, "Mentorship:A Career Training and Development Tool", Aca-demy of Management Review, 8(3), pp.475~485 (1983)
  30. Ibarra,H, "Homophily and Differenctial Returns:Sex Differences in Network Stru-cture and Access in an Advertizing Firm", Administrative Science Quarterly, 37(3), pp.422~447 (1992)
  31. Johnson,R, "Antecedents and Outcomes of Corporate Refocusing", Journal of Manage-ment, 22(3), pp.439~483 (1996)
  32. Kahn, R. L, "Organizational Stress:Studies in Role Conflict and Ambi-guity" (1964), John Wiley.
  33. Kanter,R.M, "Men and Women of the Cor-poration" (1977), Basic Books.
  34. Kilkuff,M, "The Interpersonal Structure of Decision-Making:A Social Comparison App-roach to Organizational Choice", Organiza-tional Behavior and Human Decision Pro-cesses, 47(2), pp.270~288 (1990)
  35. Kram,K.E, "Phases of the Mentoring Relationship", Academy of Management Jou-r-nal, 26(4), pp.608~625 (1983)
  36. Kram, K. E, "Mentoring Alternatives:The Role of Peer Relationships in Career Development", Academy of Man-agement Journal, 28(1), pp.110~132 (1985)
  37. Kram, K. E, "Mentoring in a Context of Diversity and Turbulence, in? E. E. Koss and S. A. Lobel(Eds.), Managing Diversity: Human Resource Strategies for Transforming the Workplace", pp.108~136 (1996), Blackwell Business
  38. Krackhardt,D, "Assessing the Political Lanscape:Structure,Cognition,and Power in Organizations", Administrative Science Quarterly, 35(2), pp.342~369 (1990)
  39. Krackhardt,D, "The Strength of Strong Ties:The Importance of Philos in Organiza-tions", Networks and Organizations, 15(4), pp.411~4410 (1992)
  40. Leenders, R. T, "Corporate Social Capital and Liability" (1999), Kluwer Academic Publishers
  41. Lin,N, "Social Resources and Instrumental Action,in P. V. Marsden, and N.? Lin(Eds.), Social Structure and Network Analysis, Beverly Hills, C.A.: Sage", ~ (1982)
  42. Lin, N, "Social Resources and the Strength of Ties", American Sociological Review, 46(4), pp.393~405 (1981)
  43. Lincoln,J.R, "Intra-(and Inter)Organiza-tional Networks", Research in the Sociology of Organization, 1(1), pp.1~38 (1982)
  44. Meyer,J.and N.Allen, "A Three-Component Conceptualization of Organizational Commit-ment", Human Resource Management Re-view, 1(1), pp.61~89 (1991)
  45. Morrison, A. M, "Breaking the Glass Ceilling,Reading," (1987), Addsion-Wesley.
  46. Mullen,E.J, "Vocational and Psychosocial Mentoring Functions:Identifying Mentors Who Serve Both", Human Resource Deve-lopmental Quarterly, 9(4), pp.319~331 (1998)
  47. Nelson, D. L, "Professional Women:Are Distress and Disease Inevita-ble?", Academy of Management Review, 10(2), pp.206~218 (1985)
  48. Noe,R.A, "An Investigation of the Deter-minants of Successful Assigned Mentoring Relationships", Personnel Psychology, 41(3), pp.457~479 (1988)
  49. Northouse,P.G, "Leadership:Theory and Practice,Thousand Oaks," (2000), Sage.
  50. O’Brien,K.M, "Career Aspiration Scale", College Park:University of Maryland., ~ (1992)
  51. Ornstein,S.and L.A.Isabella, "Making Sense of Careers:A Review of 1989~1992", Journal of Management, 19(2), pp.243~267 (1993)
  52. Phillips-Jones,L, "Establishing a Formalized Mentoring Program", Training and Develo-p-ment Journal, 37(2), pp.38~42 (1983)
  53. Podolny, J. M, "Resources and Relationships:Social Networks and Mobility in the Workplace", American Sociolo-gical Review, 62(5), pp.673~693 (1997)
  54. Ragins,B.R.and T.A.Scandura, "Gender Differences in Expected Outcomes of Men-toring Relationships", Academy of Manage-ment Journal, 37(4), pp.957~971 (1994)
  55. Ragins,B.R, "Barriers to Mentoring:The Female Manager’s Dilemma", Human Rela-tions, 42(1), pp.1~22 (1989)
  56. Ragins, B. R, "Gender and Power in Organization:A Longitudinal Perspective", Psychological Bulletin, 105(1), pp.51~88 (1999)
  57. Rice, R. E, "Attitudes toward New Organizational Technology:Network Proximity as a Mechanism for Social Infor-mation Processing", Administrative Science Quarterly, 36(2), pp.219~244 (1991)
  58. Riley, S, "Mentoring among Women Lawyers", Journal of Applied Social Psychology, 15(5), pp.374~386 (1985)
  59. Roche,G.R, "Much Ado about Mentors", Harvard Business Review, 57(1), pp.14~20 (1979)
  60. Scandura, T. A, "Much Ado about Mentors and Little Ado about Measurement: Development of an Instru-ment,Paper Presented at the? Meeting of the Academy of Management, Anaheim. C.A.", ~ (1988)
  61. Spekman,R.E, "Influence and Information:An Exploratory Investigation of the Boun-dary Role Person’s Basis of Power", Aca-demy of Management Journal, 22(1), pp.104~117 (1979)
  62. Stephen,P.R, "Organizational Behavior,?Englewood Cliffs" (2003), Prentice Hall.
  63. Thomas, D. A, "Men-toring and the Boundaryless Career: Lessons from the Minority Experience,in M. B. Arthur and D. M. Rousseau(Eds.), The Boundaryless Career: A New Employment Principle for a New Organizational Era", pp.268~281 (1996), Oxford University Press,
  64. Van Sell, M, "Role Conflict and Role Ambiguity:Inte-gration of the Literature and Directions for Future Research", Human Relations, 34(1), pp.43~71 (1981)
  65. Vertz,L.L, "Women,Occupational Advan-ce-ment,and Mentoring:An Analysis of One Public Organization", Public Administration Review, 45(3), pp.415~423 (1985)

관련 논문AI추천

조직 내 개인의 멘토링 네트워크 특성이멘토링 기능에 미치는 영향에 관한 연구김민수, 김민정, 오흥석한국산업및조직심리학회 · 한국심리학회지: 산업 및 조직2006 · 제19권 제2호초기 경력자의 멘토링 기능에 대한멘토링 관계망 특성과 조직 요인 효과장원섭, 장지현한국직업능력연구원 · 직업능력개발연구2009 · 제12권 제3호조직내 승진과 만족도에 영향을 미치는 요인의 남녀간 차이: 네트워크 특성, 리더십 행동, 성정체성, 다양한 역할에의 몰입, 멘토 관계를 중심으로구자숙한국여성심리학회 · 한국심리학회지:여성2006 · 제11권 제3호멘토링 성별 구성과 멘토링 기능 간 관계에 관한 연구박미혜, 박지성한국전문경영인학회 · 전문경영인연구2021 · 제24권 제1호젠더화된 멘토링의 구조와 작동원리:심층면접을 적용한 사례연구원숙연한국여성학회 · 한국여성학2006 · 제22권 제1호조직내에서의 맨토관계가 구성원의 행동에 미치는 영향이규만한국인적자원관리학회 · 인적자원관리연구2007 · 제14권 제4호

이 간행물의 다른 논문 (10건)

조직특성과 서비스몰입이 서비스 품질에 미치는 영향에 관한 탐색적 연구 - 국내 서비스업을 중심으로 -오종철, 양태식, 유시정pp. 1-24R&D와 기업가치의 관계 - 기업규모, 부채비율 및 산업유형을 중심으로 분석-김병기pp. 25-43주식재매입의 동기와 장기성과에 관한 연구감형규, 이의택, 이희준pp. 45-63미래 현금흐름의 예측을 위한 회계이익과 현금흐름의 상대적 정보성표영인pp. 65-81뱅킹서비스 채녈 전환 메커니즘 - 이주요인 연구 틀에 입각한 모바일뱅킹서비스 사례의 이해 -김기문, 조세형pp. 83-100
원문 보기