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자기결정성이론의 HRD 적용에 대한 논의

A Discussion about Self-Determination Theory on HRD Application

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참고문헌

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초록

동기이론 중 하나인 자기결정성이론(self-determination theory)에 따르면, 인간은 심리적인 성장과 통합을 향하여 능동적으로 자아(self)를 발달시키려는 유기체적 존재이다. 본 연구는 자기결정성이론을 바탕으로, HRD 적용에 대한 시사점을 논의하기 위해 작성되었다. 먼저 자기결정성이론의 다섯 가지 미니이론인 인지평가이론(cognitive evaluation theory), 유기통합이론(organismic integration theory), 인과지향이론(causality orientation theory), 기본심리욕구이론(basic psychological needs theory, 목표내용이론의(goal content theory) 기본가정과 핵심적인 내용에 대하여 기술하였다. 이를 통해 자기결정성이론의 여섯 가지 HRD 적용점을 제시하였다. 첫째, 자율적 인간관에 대하여 강조하였다. 구체적으로 자율성과 성과와의 관계, 자율성과 독립성과의 관계를 기술하였다. 둘째, 외재적 보상을 재고할 것을 제안하였다. 구체적으로 외재적 보상의 효과와 보상의 숨겨진 대가에 대하여 설명하였다. 셋째, 자율성을 촉진하는 환경에 대해 논의하였다. 넷째, 유능성 증진을 위한 피드백의 역할에 대해 설명하였다. 구체적으로 유능성에 대한 진보를 자각하는 것과, 유능성과 칭찬의 관계에 대하여 설명하였다. 다섯째, 조직가치의 동일시와 통합에 대하여 논의하였다. 마지막으로 심리적 욕구와 조직 리더의 관계에 대하여 논하였다.

Abstract

In the self-determination theory, the human beings are those who want to develop themselves actively through the psychological growth and integration. The purpose of this study to discuss the implications for HRD based on the self-determination theory. Above all, basic assumptions and critical points of five mini-theories(cognitive evaluation theory, organismic integration theory, causality orientation theory, basic psychological needs theory and goal content theory) of self-determination theory were described. Through those, the six critical points of self-determination theory were proposed to HRD application. First, we emphasized the view of autonomous human nature. Specifically, we described the relationship between the autonomy and performance, and the relationship between autonomy and independence. Second, we proposed to reconsider the extrinsic rewards and explained the hidden cost of reward. Third, we discussed the environment to promote autonomy. Fourth, we described the role of feedback promoting competence. Specifically, we explained the awareness of progressive competence, and the relationship between the competence and praise. Fifth, we discussed the integration and identification of organizational values. Finally, we demonstrated the relationship between psychological needs and organizational leaders.

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