Transformational leadership, work engagement, and mediators : meta-analytic structural equation modeling

유호성 Graduate School, Korea University 2022 국내석사

This study analyzes the structural relationship between transformational leadership, work engagement, and mediators. Various mediators are derived from previous studies to derive the structure of the relationship between transformational leadership and work engagement. A meta-analytic structural equation model analyzes the structural relationship between the variables. The selection of the paper was aimed at journals published since 2000, and 104 articles that reported two or more correlations in the relationship between transformational leadership, work engagement, and mediators were selected. The mediators presented in the chosen research are needed satisfaction, self-efficacy, and meaning in work. A meta-analytic structural equation modeling was conducted using the correlation coefficients between classified transformational leadership, mediators, and work engagement. As a result, the average direct effect size between work engagement and antecedent variables was in the order of transformational leadership (.496), need satisfaction (.426), meaning in work (.310), and self-efficacy (.204). Among the various direct effects, including mediators, transformational leadership showed the highest effect, indicating the highest positive impact on work engagement. In addition, A structural relationship between work engagement and antecedent factors was established, and a structural equation model was constructed. The average indirect effect size between work engagement and antecedent variables was in the order of transformational leadership-need satisfaction (.496), transformational leadership-meaning in work (.426). Self-efficacy had no indirect effect between transformational leadership and work engagement. The MASEM results differed from the meta-analysis results, suggesting that the effect size of the two variables tends to be overestimated, and the relational role affecting the dependent variable can be distorted. The MASEM shows the factors' total, direct, and indirect effects. In future studies, it is necessary to devise a plan to increase the work engagement of organizational members by prescribing various leadership techniques and programs according to regional characteristics.

간호사의 직무소진 및 직무열의 영향요인

박민선 경희대학교 대학원 2010 국내석사

Work engagement has become a hot issue in recent years among human services. However, unlike the concept of work burnout, work engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences in nursing. The purpose of this study is to understand about not only work engagement but also work burnout and research about the factors that affect on both concepts, when nurses work in a hospital. What's more this study examines the relationship between work engagement and work burnout. For this purpose, the researcher sampled 400 nurses working for eight general hospitals in Seoul and Gyeong-gi do for a questionnaire survey, and 342nurses responded to the survey. The data were collected through the questionnaire survey from January 22 through March 3, 2010. The tools used for this study were the scales about Work Engagement, Work Burnout, Job Characteristics, Customer-related Social Stressor, Surface Acting & Deep Acting of Emotional labor. The data collected were processed using SPSS Window 16.0 Program for actual number and percentage, different to a dependent variable of general characteristics, means, standard deviation, correlation coefficients and stepwise multiple regression analysis. The results of this study can be summarized as follows; 1) Work Engagement for nurses scored 4.37 on average, and its factor affecting Work Engagement most was Job Characteristics (4.83), Deep Acting of Emotional Labor (4.70), Customer-related Social Stressor (4.99). Also, Work Burnout scored 4.41 on average, and its factor affecting Work Engagement most was Customer-related Social Stressor (4.99), Job Characteristics (4.83), Surface Acting of Emotional Labor (4.70). 2) Estimated regression model of Work Engagement of nurses showed significant value (F=87.660, p<.001). Major factors which affect Work Engagement of nurses were observed as Job Characteristics(β=.46), Deep Acting of Emotional Labor(β=.33), turnover intention(β=-.16), job experiences(β=.11), Customer-related Social Stressor(β=-.09), which explained 56.0% of Work Engagement of nurse. 3) Estimated regression model of Burnout of nurses showed significant value (F=48.669, p<.001). Major factors which affect burnout of nurses were observed as Customer-related Social Stressor(β=.39), turnover intention(β=.26), job experiences(β=-.20), Job Characteristics(β=-.16), Surface Acting of Emotional Labor(β=.11), which explained 41.1% of Burnout of nurse. These results demonstrate convincingly that factors which effect of Work Engagement and Work Burnout work in the opposite direction each other. To be specific, factors of Job Characteristics and job experiences influence on Work Engagement positively but Work Burnout negatively. On the other hand, factors of Customer-related Social Stressor and turnover intention effect on Work Engagement negatively but Work Burnout positively. In addition, it was confirmed that the consequences of emotional labor depends on employees’ strategic action on emotional labor. In detail, the deep acting which is engaged in active emotional regulation is related to Work Engagement, whereas the surface acting which is engaged in passive emotional regulation is connected with Work Burnout. Emotional labor strategy had a significant role in attitude such as Work Engagement and Work Burnout in work. Finally, the implications and limitations were discussed.

Relationships among Knowledge Sharing, Innovative Behavior, Work Engagement, and Team Members’ Performance

김영은 가천대학교 일반대학원 2022 국내석사

급변하는 환경변화와 조직생존으로 인해 오늘날 팀제의 중요성이 강조되고 있다. 본 연구는 4차 산업혁명의 확산 속에서 조직의 지속가능성을 높이기 위한 팀 구성원들의 성과를 개선할 수 있는 방안을 모색하는 데 초점을 맞추고 있다. 즉 최근 조직환경에서 보다 중요하게 인식되는 구성원 간의 지식의 공유, 혁신행동, 일 몰입 등의 관계를 실증적으로 분석하는 데 목적을 두고 있다. 본 연구의 대상은 서비스업과 공공서비스업의 종사자들을 대상으로 설문조사를 진행하였으며, 수집된 설문지 218부를 바탕으로 실증분석하였다. 분석은 SPSS와 AMOS ver. 25를 사용하였고, 빈도분석 및 기술통계분석, 요인분석, 상관분석, 신뢰도 분석, 구조방정식 모형을 분석하였다. 본 연구의 실증분석 결과는 다음과 같다. 첫째, 지식공유는 팀 구성원의 성과에 긍정적인 영향을 미치는 것으로 나타났다. 대부분의 선행연구에서 지식공유와 팀 구성원의 성과 간의 관계는 유의한 것으로 나타났다. 이는 팀 개별 구성원 간의 지식공유가 활성화될수록 팀 구성원들의 성과향상에 영향을 미치는 것으로 실증되었다는 점에서 성공적인 조직운영을 위해서는 조직 구성원들 간 지식의 공유를 선행할 필요가 있다고 판단된다. 둘째, 지식공유는 혁신행동에 긍정적인 영향을 미치는 것으로 나타났다. 지식공유는 구성원들 간의 지식과 정보를 통합하여 조직의 역량으로 축적될 수 있도록 함으로서, 급변하는 조직환경 하에서 창의적인 아이디어를 창출하고 실행할 수 있는 구성원들의 혁신행동이 강화되어 최종적으로 조직의 경쟁력향상에 도움을 줄 것으로 판단된다. 셋째, 혁신행동은 팀 구성원의 성과에 영향을 미치지 않는 것으로 나타났다. 하지만, 본 연구의 결과와는 달리 선행연구에서는 혁신행동이 팀 구성원의 성과에 긍정적인 영향관계가 존재한다고 밝혔다. 이러한 이유는 인구통계학적 특성에 기인한 것으로 추론되어진다. 즉 서비스업 종사자, 남성, 40대 이상인 자, 업무경력 10년 이상인 응답자의 높은 분포도에서 그 원인을 찾아볼 수 있다. 인구통계적 측면에서 40대 이상에 경력 10년 이상인 구성원들의 업무숙련도는 매우 성숙단계에 진입하였기 때문에 혁신에 대한 저항감이 존재할 수 있고, 업무의 전문적 능력도 구축되어 있으므로 어떠한 혁신적인 행동이 성과로 연결되지는 않는 것으로 추론되어진다. 넷째, 지식공유는 일 몰입에 긍정적인 영향을 미치는 것으로 나타났다. 이는 지식공유가 구성원들의 감정과 사고에 영향을 미치기 때문에 팀 구성원들 사이에서 지식공유가 활발하면 구성원들이 일에 더 몰입하는 것으로 확인되었다. 다섯째, 일 몰입은 팀 구성원의 성과에 긍정적인 영향을 미치는 것으로 나타났다. 선행연구에서는 팀 구성원들은 일에 대해 몰입하고, 긍정적인 마음과 성취감을 가질 때 성과를 높일 수 있다고 하였다. 즉, 팀 구성원들이 일에 몰입할 때 팀 개별 구성원이 인지하는 성과를 높일 수 있는 것으로 밝혔다. 여섯째, 매개효과에 대해 검증한 결과, 지식공유와 팀 구성원의 성과 간의 관계에서 혁신행동의 매개효과가 없는 것으로 나타났다. 이는 혁신행동이 성과로 이어지지 않는다는 가설3의 결과와 동일한 맥락이라고 볼 수 있다. 마지막으로, 지식공유와 팀 구성원의 성과 간의 관계에서 일 몰입은 매개역할을 수행하는 것으로 판명되었다. 지식의 공유가 활성화될수록 개별 구성원들의 지식 축적이 이루어지고, 이는 일에 대한 역량확대로 이어져 일의 몰입도를 증가시키며, 최종적으로 성과로 이어진다고 추론 가능하다. 본 연구의 시사점은 첫째, 4차 산업혁명에서 지식이 조직의 경쟁력이 되었고, 이와 관련하여 지식공유를 팀 구성원의 성과에 영향을 미치는 중요한 변수로서 연구하였다는 점에 의미가 있다. 둘째, 급변하는 환경변화 속에서 구성원들이 느끼는 직무 불안정성이 높아지기 때문에 구성원들이 일에 몰입해야 할 필요가 있다고 인지하고, 일 몰입 변수가 팀 구성원의 성과를 향상시킨다는 점에서 시사점이 있다. 셋째, 본 연구는 기존 연구들과 달리 혁신행동이 팀 구성원의 성과에 영향을 미치지 못한다는 차별점을 가지고 있다. 마지막으로, 본 연구는 팀 성과를 팀 개별 구성원들이 인지하는 성과에 대해 측정하였다는 점에서 선행연구들과 차별점을 지니고 있다. 본 연구의 한계점으로는 첫째, 서비스업 종사자만을 대상으로 연구를 진행하였기 때문에 결과를 일반화하기 어렵다는 점, 둘째, 인구통계학적 분포가 편향되어 있다는 점, 셋째, 본 연구는 218개의 표본 수로 인해 결과의 신뢰성이 낮아질 수 있다는 점, 마지막으로 시간 및 비용의 제약으로 인해 횡단연구를 진행했다는 점이 있다. 후속 연구에서는 연구 결과의 신뢰성과 타당성을 높이기 위해 연구대상 및 표본의 확대 및 종단연구를 실시할 필요가 있다. The importance of teams has been increasingly emphasized in organizations as they face rapid changes and increasing competition to survive. As a horizontal structure, a team can make more speedy decisions than competing companies. A team is composed of individual employees who aim to achieve the same team goals, and all individual team members’ abilities and characteristics influence team performance. This study examines three variables that are needed to achieve more effective team members’ performance. In the Fourth Industrial Revolution, the amount of information and knowledge has greatly increased. To achieve effective organizational performance, organizations need to accumulate knowledge from individual employees. In particular, teams need innovative behavior for the organization to survive. Previous work has also emphasized employees’ psychological connection to their work for effective performance. Thus, to achieve high performance, organizations need to hire employees who can be dedicated to their work. The purpose of this study is to improve team members’ performance to increase organizational sustainability through knowledge sharing, innovative behavior, and work engagement. The data were collected from private and public service industry workers in South Korea. The findings of this study are summarized as follows. First, knowledge sharing had a positive effect on team members’ performance. This finding is consistent with previous studies indicating that employees can help improve performance by exchanging their knowledge, as perceived by individual team members. Second, knowledge sharing had a positive effect on innovative behavior. This finding implies that knowledge sharing among employees and integrating knowledge can motivate innovative behavior so team members can seize new opportunities and adopt creative ideas. Third, innovative behavior had no positive effect on team members’ performance. Given these results, it is assumed that innovative behavior does not improve team members’ performance when they are already skilled. Fourth, knowledge sharing had a positive effect on work engagement. When there is more active knowledge sharing among employees, they are more engaged in work because knowledge sharing affects employees’ feelings and thinking. The fifth finding is that work engagement had a positive effect on team members’ performance. This finding indicates that when team members are immersed in their work and have a positive and fulfilling mindset at work, work engagement can improve team members’ performance. Sixth, innovative behavior had no mediating effect between knowledge sharing and team members’ performance. Finally, work engagement had a mediating effect between knowledge sharing and team members’ performance. This finding implies that work engagement mediates how knowledge sharing is related to team members’ performance.

A Study on the Influence of Engagement of Chinese : Focusing on the Mediating Effects of Professional Happiness and Psychological Capital-

양려곤 세한대학교 대학원 2024 국내박사

Taking Chinese university professors as the research object, this study examines the effects of professional identity, professional happiness and psychological capital on work engagement, and focuses on the mediating role of professional happiness and psychological capital in the relationship between professional identity and work engagement, with a view to providing theoretical basis and practical guidance for the improvement of work engagement of university and university professors. In this study, Chinese university professors were selected as the survey objects, and the data were collected by convenience sampling. Chinese university professors from more than a dozen Chinese universities in North China (including Beijing, Tianjin, Hebei and Shanxi provinces), East China (including Shanghai, Jiangsu, Zhejiang, Anhui, Fujian, Jiangxi and Shandong provinces) and Central China (including Henan, Hubei and Hubei provinces) were selected. Network tools such as Juanxing (https://www.wjx.cn/) were used to publish and collect questionnaires, and 586 valid questionnaires were successfully collected. The measurement tools of this study include professional identity, professional happiness, psychological capital and work engagement. The research procedure of this study is conducted through questionnaire survey, which is divided into preliminary research analysis and hypothesis setting, measurement tool making and verification, pre-survey, sampling and questionnaire distribution, questionnaire survey results collection and data analysis. In this study, SPSS 26.0 and AMOS 28.0 were used for data processing. In order to understand the professional identity, professional happiness, psychological capital and work engagement of Chinese university professors, the average and standard deviation were calculated respectively, and the differences among the sub-factors were compared. In order to understand whether gender, age, marital status, teaching experience, professional title and educational background of Chinese university professors have differences on professional identity, professional happiness, psychological capital and work engagement, independent sample T-test and one-way analysis of variance were conducted. In order to understand whether the professional identity of Chinese university professors has an impact on work engagement through professional happiness and psychological capital, the structural equation path analysis was carried out. The results of the study are as follows: (1) Professional identity of Chinese university professors has a significant positive impact on professional happiness, work engagement and psychological capital. Professional identity can significantly positively predict professional happiness. professors' professional identity affects the direction of professors' professional development, their educational and teaching beliefs, behavior patterns and professors' professional happiness. Professional identity can significantly positively predict work engagement. professors' professional identity directly affects professors' engagement in their own profession. professors with higher professional identity have higher work enthusiasm and job satisfaction. Professional identity can significantly positively predict psychological capital. Chinese university professors with a high level of professional identity tend to have higher autonomy motivation, better self-monitoring ability, more initiative to change the surrounding environment, show a positive learning attitude, and have a higher degree of psychological capital. (2) The professional happiness and psychological capital of Chinese university professors have a significant positive impact on work engagement. Professional happiness can significantly positively predict work engagement. A higher level of professional happiness is conducive to improving the work engagement and job satisfaction of Chinese university professors. Psychological capital can significantly positively predict work engagement. Positive psychological capital enables Chinese university professors to actively tap their own mental energy to improve their work commitment when facing difficulties and challenges. (3) Professional happiness and psychological capital play an intermediary role. The professional identity of Chinese university professors can affect their work engagement through professional happiness and psychological capital. university professors' positive working attitude, excellent psychological quality, good mental state and other resources are the important source of university professors' work engagement. Based on the above research results, the following suggestions are put forward to improve the work engagement of Chinese university professors. Policy suggestions: First, the state needs to increase support and increase funding for higher education. The state should continuously improve the economic benefits, living conditions and working environment of university professors from the strategic concept of rejuvenating the country through science and education, lifelong education and learning society by means of policy preference and public opinion propaganda. Second, actively advocate the social trend of respecting professors and valuing education, promote the whole society to form the ideological tendency and psychological atmosphere of respecting professors and supporting professors, timely affirm and support professors' good performance in their work, and effectively improve the social status of university professors. Thirdly, universitys and universities should strengthen professors' professional awareness and enhance their professional identity and professional development. universitys and universities should establish an effective incentive mechanism for university professors, create a relaxed and harmonious working environment, stabilize the team of university professors, mobilize the enthusiasm of professors and improve their professional happiness. universitys and universities should pay attention to the development of professors' psychological capital, strengthen the training of professors' psychological guidance ability, enrich professors' interest groups, pay attention to the dynamic changes of professors' psychological capital and work engagement, and guide professors to maintain a high mental state and full working state. Practical advice: First, university professors should take the initiative to cultivate a sense of professional identity, enhance their sense of professional development and working environment, participate more in educational practice and critically reflect on their own practice, and devote themselves to the cause of education with the greatest enthusiasm and energy to obtain higher career satisfaction and professional happiness. Second, university professors should have firm faith, maintain a good attitude, seriously and rationally think about life and career, reshape educational beliefs, strengthen teaching and training, participate in scientific research activities, gradually master the ability and method of scientific research in practice, pursue professional happiness, and promote their own professional happiness. Third, university professors should correctly understand their own personality, interests, advantages and disadvantages, work ability and their own role, find a correct position, give full play to their own personality advantages, have the courage to face difficulties, challenge themselves, constantly enhance the ability to resist frustration and social adaptability, and release and relieve various pressures in a correct way. Fourth, university professors should correctly recognize themselves, constantly update their knowledge structure, change their thinking, dare to challenge and innovate, promote teaching innovation with practice, promote education reform with innovation, devote themselves to teaching work, and adapt to the vigorous development of modern education. Academic advice: First of all, in terms of sample collection, the scope of data collection will be expanded in the future to strengthen the persuasiveness of research conclusions. Secondly, in terms of variable measurement, future empirical studies can be analyzed by combining subjective evaluation with objective data, and further improve the scale to make the research more valuable. Thirdly, the scope of research can be expanded. In the follow-up study, leadership style, sense of organizational support, work-family conflict, empathy ability, psychological resilience and other variables can be selected for further study. Keywords: Professional Identity, Professional Happiness, Psychological Capital; Work Engagement, Chinese university professors

사회복지조직 중간관리자의 보수교육 경험이 직무열의에 미치는 영향 : 혼합연구방법을 적용한 조직지원인식의 조절효과

류주현 연세대학교 대학원 2023 국내박사

사회복지조직을 둘러싼 다양한 환경 변화는 조직의 성장과 발전에 핵심적 역할을 수행하는 중간관리자를 주목하게 한다. 이들은 조직에서 최고관리자를 넘어 직원에게 다양한 아이디어 생성과 전략 수립, 실행 전반에 상당한 영향을 미치기 때문이다(Floyd & Wooldridge, 1997). 따라서 중간관리자가 업무에 긍정적인 태도와 동기를 가지고 조직에 머무르도록 하는 것은 사회복지조직의 인적자원관리 차원에서 필수적인 과제일 것이다. 하지만 중간관리자가 자신의 전문적 성장과 발전 기회가 제한적이라고 인식한다면, 이는 사회복지현장 전반을 위협하는 커다란 장벽일 수 있다. 이러한 문제의식 하에, 본 연구는 사회복지조직 중간관리자의 중요성을 강조하고, 보수교육 경험을 체계적으로 조작화하여 직무열의에 미치는 영향을 검증하고자 하였다. 또한 사회복지사 보수교육은 조직 외부 기관이 제공하고 있기 때문에, 상황변수인 조직지원인식이 중간관리자의 보수교육 경험과 직무열의 관계를 조절하는지를 분석하였다. 분석을 통해 사회복지조직 중간관리자의 중요성과 직무열의에 대한 논의 범위를 확장하고, 보수교육과 조직 환경에 대한 실천적⸱정책적 함의를 제시하는데 목적을 두었다. 본 연구는 보수교육 경험과 직무열의 간 관계, 그리고 조직지원인식의 조절효과를 깊이 있게 이해하기 위해 순차적-설명 혼합연구방법으로 설계되었다. 분석을 위해 연세대학교 사회복지연구소에서 수행한 ‘2023년 사회복지조직과 인적자원관리(HRM) 연구’의 양적⸱질적 데이터를 활용하였다. 양적연구 대상은 서울시 소재 사회복지관, 장애인복지관, 노인복지관에 소속된 경력 5년 이상의 중간관리자로 306명이다. 질적연구 대상은 동일한 모집단 내에서 수집된 중간관리자 7명이다. 본 연구의 독립변수는 보수교육 경험이며, 종속변수는 직무열의이다. 직무열의는 긍정적이고 성취적인 일과 관련된 마음의 상태로 정의된다. 유사개념인 직무몰입은 정적이고 수동적인 의미를 가진 반면, 직무열의는 보다 적극적인 높은 동기부여와 탄력성을 포함하는 확장된 의미를 내포하고 있다(Eldor & Vigoda-Gadot, 2017). 이러한 직무열의 개념의 차별성에 따라 최근 조직 문헌과 실무현장에서 직무열의에 주목하는 경향성이 발견된다. 본 연구의 주요 양적연구 결과는 다음과 같다. 첫째, 기술통계 분석 결과 중간관리자의 보수교육 경험은 한국사회복지사협회(2019) 보수교육 만족도 점수와 비교하여 낮은 것으로 확인되었다. 직무열의, 조직지원인식의 수준 또한 5점 만점을 기준으로 각각 3.57점, 3.61점으로 높지 않은 수준이었다. 둘째, 주요 변수 간 상관계수는 r=.390(보수교육 환경-조직지원인식)에서 r=.733(보수교육 내용-보수교육 설계) 사이로 모두 정적 상관관계를 갖는 것으로 나타났다. 셋째, 조절 회귀분석 결과, 모델3에서 보수교육 내용(β=.152)과 조직지원인식(β=.345)이, 모델1에서는 보수교육 강사(β=.136)가 직무열의에 긍정적 영향을 미치는 것으로 나타났다. 넷째, 조직지원인식의 조절효과는 보수교육 내용-직무열의, 보수교육 강사-직무열의 관계에서만 나타났다. 양적연구의 결과를 심도 있게 이해하기 위해 사례연구를 시도하였으며, 주제분석방법을 사용하여 중간관리자 7명의 개별면접자료를 분석하였다. 본 연구는 순차적 설명 설계를 활용한 것으로 양적연구의 결과를 이해하고 설명하기 위한 목적으로 범주와 주제를 구성하였다. 질적분석 결과, 2개 범주 8개 주제가 도출되었다. 양적연구와 질적연구를 통합한 결과는 다음과 같다. 첫째, 보수교육 내용과 보수교육 강사는 주요한 요인들을 통제한 상태에서도 직무열의에 통계적으로 유의한 정적 영향을 미치는 것으로 나타났다. 조직지원인식 또한 직무열의에 긍정적 영향을 미치는 것으로 분석되었다. 이와 관련하여 질적연구에서 중간관리자는 보수교육을 통해 업무에 대한 동기가 고취되었으며 새로운 활력이 재충전된 것으로 나타났다. 또한 사회복지사로서의 정체성을 강화하여 높은 직무열의를 보인 것으로 해석되었다. 질적연구에서 양적연구 결과를 설명하는 보수교육 내용의 특성은 교육의 질이 높은 심화교육, 현장중심의 콘텐츠, 사회복지와 융합할 수 있는 최신 기술과 트렌드 반영, 중간관리자 필수역량에 대한 학습 욕구 충족이었다. 질적연구를 통해 직무열의에 영향을 미치는 보수교육 강사 기제는 풍부한 현장경험과 지식을 보유한 신뢰할 만한 강사, 현재의 지식을 넘어 방향성을 제시해주는 강사의 통찰력이었다. 질적연구에서 확인된 조직지원인식의 기제는 직원의 성장을 지원하는 조직시스템과 동기를 부여하는 상사의 슈퍼비전이었다. 둘째, 조직지원인식은 보수교육 내용과 직무열의 관계를 강화하는 것으로 나타났는데, 질적연구를 통해 확인된 조직지원인식의 조절효과 기제는 학습한 내용을 업무에 활용하도록 장려하는 분위기와 실패를 수용하고 노력은 인정하는 것이었다. 반면 보수교육 강사와 직무열의 관계에서는 조직지원인식이 이 관계를 약화시키는 것으로 분석되었다. 질적연구를 통해 확인된 조직지원인식의 조절효과 기제는 변화와 혁신에 소극적인 리더, 상사에게 집중된 권한과 중간관리자의 한정된 역할, 통제로 느껴지는 세밀한 업무 지시, 현실에 안주한 채 발전하지 않는 상사였다. 중간관리자들은 사회복지현장에서 존중받는 보수교육 강사와 자신의 상사를 비교하면서 조직과 상사에 실망감과 부정적 인식을 가질 수 있는 것으로 나타났다. 이상의 연구 결과를 바탕으로 사회복지조직 중간관리자의 직무열의를 제고하기 위한 실천적⸱정책적 방안을 제시하였다. 실천적 함의로는 중간관리자 대상 교육 욕구 및 만족도 조사, 중간관리자 필수역량과 관련된 교육, 최신 트렌드를 반영한 콘텐츠 개발 등이 필요함을 시사하였다. 정책적 함의로는 보수교육 내용과 강사의 질적 제고를 위해 사회복지사 보수교육 운영지침 개정, 보수교육 성과 평가 및 관련 데이터 구축 등을 제안하였다. 본 연구는 사회복지조직에서 그동안 간과되어온 중간관리자에 주목하고, 보수교육 경험을 체계적으로 조작화하여 직무열의와의 관계를 실증적으로 분석하였다는 점, 보수교육 경험과 직무열의 관계에서 상황변수인 조직지원인식의 조절효과를 검증하였다는 점, 조직이론에서 지배적이었던 소진, 이직과 같은 부정성에 초점을 맞춘 연구경향을 탈피하고 직무열의라는 긍정적 동인으로 관점을 전환한 점, 혼합연구방법을 활용하여 연구문제에 대한 포괄적 이해와 해석을 도모하였다는 점에서 학문적 의의를 갖는다. In the changing environment of social service organizations, middle managers play a crucial role in driving organizational growth and development. Middle managers’ influence extends beyond top management, impacting employees and shaping ideas, strategies, and implementation (Floyd & Wooldridge, 1997). Hence, from the human resources management perspective, it is crucial for social service organizations to foster positive attitude and motivation among middle managers to ensure organizational success. Limited opportunities for professional growth and development may be perceived as a considerable barrier by middle managers, resulting in decreased work engagement and potentially threatening the social service sector as a whole. This study addressed this issue by highlighting the importance of middle managers in social service organizations. It examined the effects of continued education on their work engagement by systematically leveraging their educational experiences. We examined whether perceived organizational support, a contextual variable, moderated the relationship between middle managers’ continuing education experience and work engagement. This analysis was conducted considering that third-party agencies outside organizations provided continuing education to social service workers. This study aimed to expand the discussion on the importance of work engagement among middle managers in social service organizations. Moreover, it suggested practical and policy implications for continuous education and organizational environments. This study used a sequential explanatory mixed-methods approach to investigate the relationship between continuing education experience and work engagement, and the moderating effect of perceived organizational support. Quantitative and qualitative data from the 2023 Social Service Organizations and Human Resources Management Study conducted by the Center for Social Welfare Research, Yonsei University, were used for analysis. The quantitative analysis included data from 306 middle managers with at least five years of experience in social welfare centers, welfare centers for persons with disabilities, and older adult welfare centers in Seoul. Seven middle managers from the same population were interviewed for the qualitative analysis. The independent variable in this study was continuing education experience, whereas the dependent variable was work engagement. Work engagement is defined as a positive and fulfilling mindset toward work. Its meaning is expanded to include high levels of motivation and resilience, rather than the static and passive implication of simple job involvement—a concept similar to work engagement (Eldor & Vigoda-Gadot, 2017). This differentiation between job involvement and work engagement has inspired the recent trend of focusing on work engagement in the literature and practice around organizations. The quantitative results of our study are as follows: First, descriptive statistical analysis confirmed that middle managers’ continuing education experience scored lower than the continuing education satisfaction score of the Korean Association of Social Workers (2019). Furthermore, middle managers obtained low scores for work engagement and perceived organizational support, with an average of 3.57 and 3.61, respectively, out of 5 points. Second, correlation coefficient between the key variables was positive, ranging from r = .390 (between continuing education environment and perceived organizational support) to r = .733 (between continuing education contents and design). Third, moderated regression analysis indicated that continuing education contents (β = .152) and perceived organizational support (β = .345) in Model 3 and continuing education instructors (β = .136) in Model 1 positively influenced work engagement. Finally, the moderating effect of perceived organizational support was only observed in the relationship between continuing education contents and work engagement, and continuing education instructors and work engagement. We conducted a case study to provide insight into the quantitative analysis results. Data from individual interviews with seven middle managers were analyzed using the thematic analysis method. We used a sequential explanatory design, arranging categories and themes to elucidate and explain the results of the quantitative analysis. Two categories and eight themes were identified from the qualitative analysis. Combined results of the quantitative and qualitative analyses showed that continuing education contents and continuing education instructors had a statistically significant positive effect on work engagement, even after controlling for key factors. Moreover, perceived organizational support had a positive effect on work engagement. Notably, middle managers reported increased motivation and a sense of rejuvenation due to their involvement in continuing education. The middle managers expressed that continuing education reinforced their professional identity as social workers, contributing to their high work engagement. The qualitative analysis identified several characteristics of continuing education contents. These included in-depth high-quality education, field-focused contents, integration of the latest technologies and trends in social services, and meeting the specific learning needs of middle managers. We identified two aspects regarding the characteristics of continuing education instructors. First, the instructors were considered reliable due to their extensive field experience and knowledge. Second, they offered valuable insights that went beyond the existing knowledge, guiding the middle managers. Perceived organizational support, as revealed in the qualitative analysis, involved a supportive organizational system for employee growth and motivating supervisors for middle managers. Perceived organizational support strengthened the relationship between continuing education contents and work engagement. Qualitative analysis revealed that the mechanism of the moderating effect of perceived organizational support included fostering an atmosphere that encouraged employees to apply their learning, accept failures, and recognize efforts. Meanwhile, perceived organizational support weakened the relationship between continuing education instructors and work engagement. Qualitative analysis revealed that the mechanism of the moderating effect of perceived organizational support included several factors: leaders who were resistant to change and innovation, concentration of authority in supervisors, limited roles for middle managers, perceived micromanagement, and supervisors who showed no desire for progress. As a result, middle managers might experience disappointment and negative perceptions toward their organization and supervisor, particularly when comparing them to the respected continuing education instructors in the social service sector. Based on these findings, we formulated practical and policy suggestions to improve the work engagement of middle managers in social service organizations. This study emphasized the need to survey middle managers’ requirements and satisfaction concerning continuing education, providing continuing education for required competencies, and developing contents reflecting the latest trends. Our findings suggest the need to amend guidelines on continuing education for social workers to improve the quality of continuing education contents and instructors, conduct performance evaluations specific to continuing education, and establish related data systems. This study is notable as it addresses an overlooked aspect in social service organizations, namely middle managers. It contributes by systematically operationalizing and empirically analyzing the relationship between continuing education experience and work engagement. Additionally, it demonstrates the moderating effect of perceived organizational support, a contextual variable, on this relationship. Finally, this study shifts the focus from negative mainstream concepts in organizational theory—burnout and turnover—to the positive driver of work engagement. The mixed-methods approach facilitates a comprehensive understanding and interpretation of the research topic.

공무원의 조직지원인식, 직무자원, 내재적 동기부여가 직무열의에 미치는 영향 : 자기효능감 매개효과를 중심으로

최원정 고려대학교 행정전문대학원 2024 국내석사

Today, public organizations also need employees with work engagement who actively change their roles and achieve creative results with passion. In the public sector, unlike the private sector, compensation for performance is minimal and promotion opportunities and wage increases are limited, so organizational managers have no choice but to view improving employees' work engagement as a difficult task. The purpose of this study is to present clue information for improving the work engagement of central government officials and to provide basic data on how organizational managers should provide education and training and support for organizational adaptation of members. In previous studies, there was a lack of research on work engagement for public officials in central government agencies, and there was little research that demonstrated the mediating effect of self-efficacy. In this study, we focused on work engagement, which implies positive emotions and practical dedication to the job, and self-efficacy, which is one of the positive psychological capitals. For the study, we hypothesized that perceived organizational support, job resources, and intrinsic motivation would each have a positive (+) effect on work engagement and self-efficacy. In addition, a hypothesis was constructed by inferring that self-efficacy would mediate each variable in the relationship between perceived organizational support, job resources, intrinsic motivation, and work engagement. In order to verify the hypothesis established in this study, a survey was conducted targeting public officials at S agency of the central government. Based on the valid survey results of 339 people, multiple regression analysis and hierarchical regression analysis were conducted using the SPSS statistical program. In addition, the mediation effect was verified using bootstrapping Model 4 of SPSS Macro Process. The analysis results are as follows. First, in the influence relationship between perception of organizational support, job resources, intrinsic motivation, and work engagement, perception of organizational support and intrinsic motivation showed a positive relationship. This suggests that members should be made aware of organizational support and supported to perform their jobs with a sense of accomplishment, satisfaction, and pride, which are intrinsic motivation levels. Second, in the relationship between perceived organizational support, job resources, intrinsic motivation, and self-efficacy, job resources and intrinsic motivation showed a positive relationship. This confirmed that job autonomy, self-development, and feedback, which are sub-factors of job resources, play a role in increasing self-efficacy, and that intrinsic motivation and self-efficacy have a significant influence on each other as positive psychological capital. Third, self-efficacy had a positive result on work engagement. This can be seen that if members have faith that they will do their job well, they will be more enthusiastic about their work. Fourth, self-efficacy had a mediating effect on the effects of perceived organizational support, job resources, and intrinsic motivation on work engagement. These results mean that even if the perception of organizational support, job resources, and intrinsic motivation have an effect on work engagement, work engagement increases when it affects work engagement through self-efficacy. In conclusion, in order to improve members' work engagement, organizational managers need to increase self-efficacy by operating individual strength strengthening training and self-efficacy improvement programs. If public servants' self-efficacy improves and their work attitude or behavior improves and their engagement for work increases, it will lead to improved organizational performance and improved quality of public services, which will ultimately lead to people's trust in the government. 오늘날 공공조직도 적극적으로 자신의 역할을 변화시키고 열정을 쏟아 창의적인 성과를 달성하는 직무열의를 가진 직원을 필요로 한다. 공공부문은 민간부문과 달리 성과에 대한 보상이 미미하고 승진기회와 임금인상이 제한적이기 때문에 조직 관리자는 구성원의 직무열의 향상을 어려운 과제로 여길 수밖에 없다. 본 연구의 목적은 중앙부처 공무원의 직무열의 향상을 위한 실마리 정보를 제시하고, 조직 관리자가 구성원의 교육 훈련, 조직 적응 지원 등을 어떻게 해야 하는지 기초자료를 제공하는 데 있다. 선행 연구에서는 중앙부처 공무원에 대한 직무열의 연구가 부족하고 자기효능감의 매개효과를 실증한 연구가 거의 없었다. 본 연구에서는 직무에 대한 긍정적 정서와 실질적 헌신을 내포하는 직무열의와 긍정심리자본의 하나인 자기효능감에 주목하였다. 연구를 위해 조직지원인식, 직무자원, 내재적 동기부여가 직무열의와 자기효능감에 각각 정(+)적 영향을 미칠 것이라는 가설을 세웠다. 또 조직지원인식, 직무자원, 내재적 동기부여와 직무열의와의 관계에서 각각의 변수에 자기효능감이 매개할 것이라고 추론하여 가설을 구성하였다. 본 연구에서 설정한 가설을 검증하기 위해 중앙부처 S기관 공무원을 대상으로 설문조사를 실시하였다. 유효한 339명의 설문 결과를 바탕으로 SPSS 통계프로그램을 이용하여 다중회귀분석, 위계적 회귀분석을 하였다. 또 SPSS Macro Process의 부트스트래핑 Model 4로 매개효과를 검증하였다. 분석결과는 다음과 같다. 첫째, 조직지원인식, 직무자원, 내재적 동기부여와 직무열의의 영향 관계에서 조직지원인식과 내재적 동기부여가 정(+)적인 관계를 보였다. 이는 구성원이 조직지원을 인식하도록 하고 내재적 동기부여 수준인 성취감, 만족감, 자부심을 가지고 직무를 수행하도록 지원해야 함을 시사한다. 둘째 조직지원인식, 직무자원, 내재적 동기부여와 자기효능감과의 영향 관계에서 직무자원과 내재적 동기부여가 정(+)적인 관계를 보였다. 직무자원의 하위 요인인 직무자율성, 자기개발, 피드백이 자기효능감을 높이는 역할을 하고, 내재적 동기부여와 자기효능감은 긍정심리자본으로서 유의한 영향 관계임을 확인하였다. 셋째 자기효능감이 직무열의에 정(+)적인 결과가 나왔다. 구성원 스스로 일을 잘해 낼 것이라는 믿음을 가지면 자신의 일에 더 열의를 가진다고 볼 수 있다. 넷째 조직지원인식, 직무자원, 내재적 동기부여와 각각 직무열의와의 영향에서 자기효능감이 매개효과를 가졌다. 이러한 결과는 조직지원인식, 직무자원, 내재적 동기부여가 직무열의에 영향을 주는 관계라고 하더라도 자기효능감을 통해 직무열의에 작용할 때 직무열의가 더 높아진다는 것을 의미한다. 결론적으로 구성원의 직무열의를 향상시키기 위해 조직 관리자는 개인별 강점 강화 교육, 자기효능감 향상 프로그램을 운영하여 자기효능감을 높일 필요가 있다. 공무원의 자기효능감 향상으로 업무 태도나 행동이 개선되고 직무열의가 높아진다면 조직성과 향상과 공공서비스의 품질 제고로 나타나 궁극적으로 국민의 정부에 대한 신뢰로 이어질 것이다.

The effect of transformational leadership on employee retention : Examining the mediating role of employee work engagement and the moderation role of promotion focus

Tedla Yeabsira Abebe 건국대학교 대학원 2023 국내석사

By using social exchange theory, the present study investigates the effect of transformational leadership on employee retention. It also explores the mediating role of employee work engagement, and the moderating role of promotion focus in strengthening the relationship between transformational leadership and employee work engagement. Furthermore, the study suggests that promotion focus strengthens the indirect effect of transformational leadership on employee retention. A total of 476 participants data that are working in the U.S was used. The data was collected through an online platform called Amazon Mechanical Turk. Through the analysis results, it can be understood that transformational leadership positively relates to employee retention and that employee work engagement partially mediates this relationship. Furthermore, the result revealed that promotion focus did not impact the relationship between transformational leadership and employee work engagement. Moreover, it did not have an indirect effect on impacting the relationship between transformational leadership and employee retention. In addition, theoretical and practical implications, and future research directions are drawn from this study. 본연구는 사회적교환이론을 바탕으로 변혁적 리더십이 직원유지에 미치는 영향을 조사하였다. 또한, 직원의 직무열의 관계가 매개 역할과 향상초점이 변혁적 리더십과 직원의 직무열의 관계를 조절하고 변혁적 리더십이 직원유지에 미치는 간접적인 영향을 강화한다는 것이 제안하였다. 연구를 위해 온라인 플랫폼 아마존 엠턱를 사용했고 미국에서 근무하는 476 직원들 대상으로 설문조사를 실시하였다. 분석 결과에 따르면, 변혁적 리더십은 직원유지에 긍정적인 영향울 미치며 직원의 직무열의 관계는 이러한 관계를 부분매개한 것으로 나타났다. 그리고 향상초점이 변혁적 리더십과 직원의 직무열의 관계 사이에 영향을 미치지 않았다. 본연구는 이론적 및 실무적 시사점과 향후 연구 방향에 대해서도 제시하였다.

중소기업의 학습조직 리더와 구성원의 교환관계(LMX)가 조직몰입에 미치는 영향 : 일몰입의 매개효과

김응민 한국기술교육대학교 대학원 2017 국내석사

For Small and Medium Enterprises(SMEs), construction of human resources development system and creation of new knowledge are essential for raising human resources and as sharing and managing the knowledge within the whole organization is becoming more important as a survival strategy in uncertain management environment, learning organizations are constructed as a means to increase work engagement and organization commitment. Due to SMEs’ inferior environment, the relationship between learning leaders and learning members and their roles are extremely important, but there is scant research on the effect of exchanging relation of learning leader and learning members on work engagement and organization commitment in learning organizations. In the light of the above, this study, in order to revisit the ‘learning leader’s role’ in SMEs’ learning systematization, aims to examine the effect of LMX(exchanging relation of learning leader and learning members) on organization commitment, verify the mediator effects of work engagement empirically, explore ways to vitalize learning organizations in SMEs, and thereby proposing measures to enhance the possibility of SMEs’ sustainable management through human resources management. The main research hypotheses of this study are as follows: First, Small and Medium Enterprises’ LMX(exchanging relation of learning leader and learning members) will provide a positive effect on organization commitment. Second, Small and Medium Enterprises’ LMX(exchanging relation of learning leader and learning members) will provide a positive effect on work engagement. Third, work engagement will provide a positive effect on organization commitment. Fourth, work engagement will mediate the relation between LMX(exchanging relation of learning leader and learning members) and organization commitment. For the empirical analysis, a survey was conducted among 340 persons who have participated in learning organizations at SMEs, from which 335 responses were utilized in the actual analysis. For verification of the hypotheses, SPSS for Win. 24.0 and AMOS 24.0 programs were used to analyze of structural equation model, and the results are as below. First, it shows that Small and Medium Enterprises’ LMX(exchanging relation of learning leader and learning members) provides a positive effect on work engagement. Therefore, it means that as LMX(exchanging relation of learning leader and learning members) increases, work engagement(emotional, normative, continuous) increases as well. Second, Small and Medium Enterprises’ LMX(exchanging relation of learning leader and learning members) actually provides a positive effect on work engagement. From this result, it is possible to notice that as Small and Medium Enterprises’ LMX(exchanging relation of learning leader and learning members) increases, work engagement increases as well. Third, work engagement provides a positive effect on organization commitment. The result shows that if a workman sticks at his work with independence, organization commitment increases. Fourth, work engagement mediates the relationship between LMX(exchanging relation of learning leader and learning members) and organization commitment. As members’ LMX(exchanging relation of learning leader and learning members) within a learning organization increases, work engagement increases which improves organization commitment. As a result, through this study, the structural relationship between LMX(exchanging relation of learning leader and learning members), work engagement and organization commitment is identified and exchange relation of organization leader and learning members should improve for increasing work engagement to increase productivity and improve outcome, and it is identified that as work engagement increases, organization commitment increases a lot by meditating LMX(exchanging relation of learning leader and learning members) and organization commitment with work engagement. 중소기업에게는 지식과 기술력을 동시에 갖춘 인적자원을 육성하기 위 한 인적자원개발 시스템 구축, 새로운 지식의 창출이 필수적이며, 그 지식 을 조직전체에 공유, 관리하는 것이 불확실한 경영환경에서의 살아남기 위한 방법으로써 어느 때보다 중요해짐에 따라 학습조직 구축을 통하여 일몰입과 조직몰입의 증대시키는 인적자원개발 전략이 활용되고 있다. 열 악한 중소기업의 환경 상 학습리더와 학습구성원의 관계와 역할이 매우 중요한데 학습조직 내의 LMX(학습리더-학습구성원의 교환관계)가 일몰 입과 조직몰입에 어떠한 영향을 주는지에 대한 연구는 매우 미흡한 편이 다. 이에 본 연구에서는 중소기업 학습조직화 사업에서 ‘학습리더’의 역할 을 재조명하기 위해 LMX(학습리더-학습구성원의 교환관계)가 조직몰입 에 미치는 영향을 살펴보고, 일몰입이 어떠한 매개효과를 가졌는지 검증 하여, 그 결과를 바탕으로 중소기업 학습조직 구축과 활성화를 위한 방안 들을 모색하고, 향후 인재경영을 통하여 중소기업의 지속경영 가능성을 높이는 방안을 제시하기 위하여 다음과 같은 연구가설을 설정하였다. 첫째, 중소기업 LMX(학습리더-학습구성원의 교환관계)는 조직몰입에 정(+)적인 영향을 미칠 것이다. 둘째, 중소기업 LMX(학습리더-학습구성원의 교환관계)는 일몰입에 정 (+)적인 영향을 미칠 것이다. 셋째, 일몰입은 조직몰입에 정(+)적인 영향을 미칠 것이다. 넷째, 일몰입은 LMX(학습리더-학습구성원의 교환관계)와 조직몰입 간 의 관계를 매개할 것이다. 이를 위해 ‘중소기업 학습조직화 지원사업’의 졸업기업의 학습조직에 참 여를 한 경험이 있는 중소기업의 구성원 340명을 대상으로 340부의 설문 지를 배포하여, 최종 335부가 연구 분석에 활용되었다. 해당 연구가설을 검증 하기위해 SPSS for Win. 24.0과 AMOS 24.0의 프로그램을 활용하 여 구조방정식 모델 분석을 실시하였으며, 본 연구의 결과는 다음과 같다. 첫째, 중소기업 학습조직 LMX(학습리더-학습구성원의 교환관계)는 조 직몰입에 정(+)적인 영향을 미치는 것으로 나타났다. 따라서 LMX(학습리 더-학습구성원의 교환관계)가 증가할수록 구성원은 자신이 속한 조직에 정서적, 규범적, 지속적으로 몰입이 상승하게 됨을 의미한다. 둘째, 중소기업 LMX(학습리더-학습구성원의 교환관계)는 일몰입에 정 (+)적인 영향을 미치는 것으로 나타났다. 이는 학습조직 내 LMX(학습리 더-학습구성원의 교환관계)가 증가할수록 일몰입도 증가하는 것을 알 수 있다. 셋째, 일몰입은 조직몰입에 정(+)적인 영향을 미치는 것으로 나타났다. 이는 구성원이 주체성을 가지고 자신의 일에 몰두할수록 조직몰입도 증가 하는 것을 알 수 있다. 넷째, 일몰입은 LMX(학습리더-학습구성원간의 교환관계)과 조직몰입 간의 관계를 매개하는 것으로 나타났다. 학습조직 내 구성원의 LMX(학습 리더-학습구성원의 교환관계)가 높아질수록 그에 따른 일몰입의 상승이 조직몰입을 더욱 향상시킬 수 있음을 나타낸다. 결과적으로 본 연구를 통하여 LMX(학습리더-학습구성원의 교환관계), 일몰입, 조직몰입간의 구조적 관계를 확인함으로써, 조직몰입을 높여 생산 성 증가와 조직의 성과의 향상을 위해서는 조직 내 학습리더와 학습구성 원의 교환관계가 증가해야함을 확인하였으며, 일몰입은 LMX(학습리더- 학습구성원의 교환관계)와 조직몰입을 매개함으로서 일몰입이 높아질수록 조직몰입이 더욱 향상되는 것을 확인하였다.

직무재창조가 직무열의와 직무성과에 미치는 영향 : 직무열의의 매개효과와 조직지원인식의 조절효과를 중심으로

염뢰 전북대학교 일반대학원 2019 국내석사

The purpose of this study is to determine the effect of job crafting on job performance in the mediating role of work engagement and on work engagement in the moderating role of perceived organizational support. In order to achieve such study agenda, the foremost issue would be to firstly examine whether job crafting has an impact on work engagement, followed by whether work engagement has an effect on job performance. Also, whether work engagement has media effect between job crafting and job performance, whether perceived organizational support has moderate effect between job crafting and work engagement to investigate. To test the hypotheses proposed, data were collected from knowledge workers working for financial companies in Shandong Province. 250 questionnaires were carried out, and 238 questionnaires were returned. After excluding 27 unusable cases which had unacceptable level of missing data, 211 cases were used for analysis. Data analysis was conducted using SPSS 22.0 Version. The results of the analysis are as follows. Firstly, It examined the positive impact of knowledge workers' job crafting on work engagement. Secondly, It examined the positive impact of knowledge workers' work engagement on job performance. Thirdly, This study has that although work engagement mediates the relations between seeking resources, seeking challenges and job performance, work engagement indirect mediates the relations between reducing demands and job performance. Fourthly, Perceived organizational support had a moderating effect on seeking resources, seeking challenges and work engagement, but perceived organizational support has a negative impact on them. The result of the study can provide the practical implication in the succeeding manner. Firstly, In order to meet the requirements of highly job crafting action' knowledge workers, they make meaningful changes to their work, so companies can increase their working resources and work challenges in order to improve work engagement. Secondly, Secondly, job crafting has a positive effect on job performance, but what kind of media role does work engagement between job crafting and job performance deserve to be explored. Finally, Knowledge workers with highly job crafting have a high level of enthusiasm for challenging jobs, therefore, in order to meet their requirements, it is necessary to provide a highly free working environment. 본 연구의 목적은 직무재창조가 직무열의를 매개로 하여 직무성과에 미치는 영향을 규명하는 데 있고 조직지원인식을 조절하여 직무열의에 미치는 영향도 규명하는 데 있다. 이와 같은 연구목적을 달성하기 위한 연구문제는 직무재창조가 직무열의에 영향을 미치는지 검증한 후, 직무열의가 직무성과에 영향을 미치는지 밝히는 것이다. 또한 직무열의가 직무재창조와 직무성과의 관계를 매개하는지 살펴보고 조직지원인식이 직무재창조와 직무열의의 관계를 조절하는지 파악하는 것이다. 가설검정을 위해 중국 산동성의 금융기업 지식근로자를 대상으로 설문조사를 실시하여 총 250부를 배포하여 238부를 회수하였고(회수율:95%), 이 가운데 불성실한 응답이나 한 문항이라도 응답하지 않은 27부의 설문지를 제외한 211부가 최종분석에 활용하였다. 자료 분석은 SPSS 22.0 Version을 이용하여 기술통계와 연구모형 분석을 실시하였다. 분석된 연구결과는 아래와 같다. 첫째, 지식근로자의 직무재창조(직무자원 추구하기, 직무도전 추구하기, 직무요구 감소시키기)는 직무열의에 유의한 정적인 영향을 미치는 것으로 검증되었다. 둘째, 지식근로자의 직무열의는 직무성과에 유의한 정적인 영향을 미치는 것으로 검증되었다. 셋째, 직무자원 추구하기나 직무요구 감소시키기와 직무성과 간에 존재하는 직무열의의 완전매개역할은 뒷받침된 것으로 나타났고 직무도전 추구하기와 직무성과 간에 존재하는 직무열의의 부분매개역할을 하는 것으로 나타났다. 넷째, 조직지원인식이 직무자원 추구하기나 직무도전 추구하기와 직무열의 간의 관계에서 부(-)의 역할을 미치는 것으로 밝혀졌다. 이 연구의 결과를 바탕으로 본 연구의 시사점은 첫째, 직무재창조가 높은 근로자들이 자신의 욕구를 만족시키기 위하여 근로자들은 직접적으로 직무를 의미 있게 재설계하니까 직무열의를 높이기 위해 직무자원과 합리적인 직무도전을 증가해야 한다. 또한, 직무재창조가 높은 지식근로자들은 더욱 높은 자율성과 창의성을 가지고 직무를 할 때 자기관리를 강조하여 직무요구를 받지 않기 때문에 직무열의를 늘리기 위해 직무요구를 적절히 줄어야 된다. 둘째, 직무재창조가 직무성과에 직접적인 유의한 관계를 미치지만 직무재창조와 직무성과 간의 관계에서 직무열의가 어떤 매개역할을 하는지를 실증적으로 검증해야 된다. 마지막으로 직무재창조가 높은 지식근로자는 도전적인 직무에 열중하고 자아실현을 갈망하여 그들의 요구를 만족시키기 위해 자율성과 높은 직무환경을 제공해야한다.

(The) effects of calling in childrearing on work engagement and emotional exhaustion : focusing on gender differences

김수진 Graduate School, Yonsei University 2022 국내박사

The purpose of this study is to investigate how the concept of a calling in childrearing, which looks at parenthood and child-rearing from a new perspective, affects the occupational domain of dual-income couples and whether gender differences exist in these effects. First, Study 1 investigated whether there was a difference between men and women in conceptualizing a calling in childrearing through social network analysis. While Study 1 showed that men and women had different concepts of a calling in childrearing, Studies 2 and 3 investigated how a calling in childrearing, serving as a personal resource, affected work engagement and emotional exhaustion in the occupational domain, and further analyzed the difference between men and women. Studies 2 and 3 were also interested in whether a calling in childrearing affects the occupational domain by work-family spillover and whether this effect is different for men and women based on the double-edged sword theory that considers the positive and negative aspects of a calling. The results are as follows. In Study 1, 12 concepts of calling in childrearing were elicited through interviews on how Korean adult men and women perceive the concept of calling in childrearing. Through interviews, the concepts were evaluated by parents, and the networks related to a calling in childrearing were derived through social network analysis (SNA). As a result of the study, it was found that mothers showed significantly larger networks and higher density than fathers did, indicating that mothers, more than fathers do, experience parenting and child-rearing based more on a concept of calling in childrearing. Parents directly linked responsibility, children's growth, direction, commitment, and parental character to a calling in childrearing. In addition, mothers also linked a sense of identity, parental growth, and child growth to it. In the case of fathers, only four concepts were directly connected with a calling in childrearing. This shows that mothers, in comparison to fathers, connect essential self-concepts, such as identity as a parent and themes of growth, to a calling in childrearing. In centrality, similar concepts also were evaluated as important. In Study 2, a serial mediation effect was confirmed to illuminate the relationship between a calling in childrearing and work engagement in the occupational domain for dual-income couples with children in Korea. First, a calling in childrearing showed a significant positive effect on work engagement. In addition, the serial mediation effects of family demands, work-family negative spillover, and the serial mediation effects of life satisfaction and work-family positive spillover were also confirmed. In women, a calling in childrearing had a positive effect on work engagement through the serial mediation effect of life satisfaction and work-family positive spillover. In men, however, a calling in childrearing had a negative effect on work engagement when impacted by family demands and work-family negative spillover. This means that in the relationship between a calling in childrearing and work engagement, the calling in childrearing functions as a personal resource for women and a burden for men. Study 3 also confirmed the relationship between a calling in childrearing and emotional exhaustion for dual-income parents in Korea. Seeking to find out whether a calling in childrearing which functioned as a personal resource in Study 2 can still play such a role despite the presence of the conflicts over time, which is considered the most challenging factor for working mothers, the serial mediation effect between a calling in childrearing and emotional exhaustion was analyzed. The result shows that a calling in childrearing did not have a significant effect on emotional exhaustion. However, the serial mediation effect of family needs and time-based conflict were significant. Gender differences were also found here. The serial mediation effect of family demands and time-based conflicts between a calling in childrearing and emotional exhaustion was only significant among women. This means that a calling in childrearing is a conflict factor that can cause emotional exhaustion when it comes to addressing challenges such as the time that is manifested for women when addressing the needs of their family. In this study, it was confirmed that there is a difference between genders in the additional domain of calling, the calling in childrearing. This difference also appeared in the occupational adjustment of dual-income couples with children. In addition, it was revealed that a calling in childrearing influences the work domain as it acts as an individual resource based on the characteristic of calling. This can suggest a new perspective on organizational members who carry another identity, that of a parent, in terms of organizational management. Furthermore, this study is meaningful as it extends the definition of a calling in childrearing, which has not been widely introduced in Korea, from the realm of parenthood and child-rearing to other areas of life. 본 연구는 최근 부모됨과 자녀양육을 새로운 관점에서 조망하는 부모소명이라는 개념이 맞벌이 부부의 직업영역에 어떤 영향을 미치는가와 이러한 영향에 남녀차가 존재하는가에 대해 밝히고자 하였다. 먼저, 연구 1에서 사회연결망 분석을 통해 부모소명을 인식하는 데 있어 남녀의 차이가 있는지 알아보았다. 연구 1에서는 부모소명에 대해 남성과 여성의 개념이 다르다는 것을 보여줬다면, 연구 2와 3에서는 부모소명이라는 개인적 자원이 직업영역인 직무열의와 정서적 소진에 어떤 영향이 있는지 알아보고 이러한 영향에 남녀의 차이가 있는지 밝히고자 하였다. 이를 위해서 기존 소명 이론에서 소명의 긍정적이면서 부정적인 측면을 고려하는 양날검 이론을 가지고 일-가정 전이 현상에 있어 부모소명이 직업영역에 영향을 미치는지와 이러한 영향이 남성과 여성에게서 다르게 나타나는지에 관심을 두었다. 결과는 다음과 같다. 연구1에서는 부모소명이라는 개념을 한국의 성인남녀가 어떻게 인식하고 있는지에 대한 인터뷰를 통해 부모소명에 대한 12개의 개념을 추출하였다. 여기서 추출된 개념들을 국내 부모를 대상으로 관계성 평가를 실시하여 사회연결망분석을 통해 부모소명에 관한 네트워크를 추출하였다. 연구결과, 어머니가 아버지보다 유의하게 큰 네트워크와 밀도를 보여 어머니가 아버지보다 더 많은 부모소명 개념을 사용하여 부모됨과 자녀양육을 경험하는 것으로 나타났다. 부모들은 책임감, 자녀의 성장, 방향성, 헌신, 부모의 인간적 자질을 부모소명과 직접 연결시켰다. 여성은 여기에 더해 정체감, 부모성장, 자녀성장을 더 연결시켰고, 아버지의 경우 부모 공통 개념에서 방향성이 빠져 총 4개의 개념만을 부모소명과 직접 연결시켰다. 이는 아버지에 비해 어머니가 부모로서 정체성과 같은 본질적인 자기 개념과 성장의 주제를 부모소명에 연결하고 있음을 보여준다. 연결중앙선에서도 유사한 개념들이 상대적으로 중요하다고 평가되었다. 연구 2에서는 국내의 자녀가 있는 맞벌이 부부를 대상으로 부모소명이 직업영역인 직무열의와의 관계를 소명의 양날 검 측면에서 조명하고자 이중매개효과를 확인하였다. 먼저 부모소명은 직무열의에 있어 유의한 정적 영향을 보였다. 또한, 가정요구와 일-가정 부정전이의 이중매개효과와 삶의 만족과 일-가정 긍정전이의 이중매개효과도 확인되었다. 이때 여성은 삶의 만족과 일-가정 긍정전이의 매개효과를 통해 부모소명이 직무열의에 정적인 영향을 보였고, 남성은 가정요구와 일-가정 부정전이를 통해 부모소명이 직무열의에 부적인 영향을 보였다. 이는 부모소명이 직무열의의 관계에 있어 여성에게는 개인적 자원으로 남성에게는 갈등의 요인으로 작용할 수 있다는 것을 의미한다. 연구 3에서도 국내의 자녀가 있는 맞벌이 부부를 대상으로 부모소명과 정서적 소진과의 관계를 확인하였다. 연구 2에서 여성에게 나타난 자원으로서의 부모소명이 직장생활을 하는 여성에게 가장 갈등 요소로 꼽히는 시간에 기반한 갈등에도 여전히 자원으로서 역할을 할 수 있는지를 알아보기 위해 가정요구에서 발생하는 시간기반 갈등을 매개로 하여 부모소명과 정서적 소진 간의 이중매개효과를 분석하였다. 먼저, 부모소명은 정서적 소진에 유의한 영향을 미치지 못하였다. 그러나 가정요구와 시간기반 갈등의 이중매개효과는 유의하였다. 여기에서도 남녀 차가 나타났는데, 여성에게서만 부모소명과 정서적 소진 사이에 가정요구와 시간기반 갈등의 매개효과가 유의하였다. 이는 여성들에게 가정의 요구에서 나타나는 시간이라는 현실적인 갈등요인에 있어서는 부모소명이 정서적 소진을 불러일으킬 수 있는 갈등요인이 된다는 것을 의미한다. 본 연구에서는 소명의 다른 영역인 부모소명에 남녀차가 있으며, 이러한 남녀 차이가 부모이자 맞벌이 부부의 직업적 적응에서도 나타난다는 것을 확인하였다. 아울러 부모소명이 소명이라는 특성에 기반하여 개인 자원으로서 직무영역에 영향을 갖는다는 것을 밝혔다. 이는 조직 관리 측면에서 부모라는 또 다른 정체성을 가진 조직원에 대한 새로운 시각을 제안할 수 있다. 아울러, 지금까지 국내에 널리 소개되지 않은 부모소명을 부모됨이나 양육의 영역에서 다른 삶의 영역까지 확장하였다는 측면에서 의의를 찾을 수 있을 것이다.