조직지원인식이 직무성과에 미치는 영향 : 번영감의 매개효과와 회복탄력성의 조절효과

정원호 ( Wonho Jeung ) 한국생산성학회 2019 生産性論集 Vol.33 No.4

This study examined the influential process of perceived organizational support on performance of organizational members. First, this study discussed the effects of perceived organizational support on performance of organizational members based on previous studies and social exchange theory. Second, it introduced thriving at work of organizational members as a mediator on the relationships between perceived organizational support and performance based on conservation of resource theory and the broaden-and build theory. Finally, it introduced resilience of organizational members as a moderator on the effects of thriving at work on performance as well as the indirect effects of perceived organizational support on performance through thriving at work. Data was collected from various organizations, including military and business organizations. The results of this study are as follows. First, perceived organizational support is positively related to performance of organizational members. Members with higher perceived organizational support tend to perform better than those with lower perceived organizational support. Second, the effects of perceived organizational support on performance is positively mediated by thriving at work of organizational members. Members with higher perceived organizational support tend to increase the level of thriving at work of organizational members, and in turn, they tend to perform better than those with lower perceived organizational support. Third, the effects of thriving at work on performance is positively moderated by the level of resilience of organizational members. The effects of thriving at work on performance is stronger for those with higher level of resilience of organizational members than those with lower level of resilience. Finally, the indirect effects of perceived organizational support on performance through thriving at work is also moderated by the level of resilience of organizational members. The results of this study provide several theoretical and practical implications. First, this study expand the extant studies on perceived organizational support by showing potential influential process of perceived organizational support on performance. Second, it also expand the understanding of previous studies on thriving at work by explaining the relationships with perceived organizational support and performance. It also emphasizes the importance of organizational efforts to make their employees positively perceive their supports since it facilitates performance of organizational members. It is also important for organizations to strive to increase the level of thriving at work and resilience of organizational members in order to achieve better performance.

The Structural Relationship among Desperateness, Mental Strength and Perceived Performance of High School TAEKWONDO Players

Sunghoon Kim,Hongbum Shin J-INSTITUTE 2021 International Journal of Martial Arts Vol.6 No.2

Purpose: Players desperateness is a mental state of readiness for training and competition, which is under-stood to be a variable that influences players performance as a factor that promotes motivation for why they should participate and win. On the other hand, mental strength is psychological strength that directly affects the performance of players, so the relationship between these two variables is clearly classified into a sequential relationship, and finally, the perceived performance of players will be affected by the relationship between these two variables. In addition, it is possible to predict enough that mental strength will play a mediating role in the relationship between desperateness and perceived performance. Therefore, the purpose of this study is to un-derstand the influence of high school Taekwondo players perceived desperateness through structural relation-ships with their desperateness, mental strength, and perceived performance, and to help them improve their performance. Method: A total of 281 high school Taekwondo players were selected as participants by convenience sampling technique, and they were asked with desperateness questionnaire, mental strength questionnaire, and perceived performance questionnaire. The data analysis of this study was executed by using PASW 23.0 and AMOS 23.0 for the frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and the research model was test through structure equation modeling analysis and the bootstrapping method was used to find out the mediating effect. Results: The desperateness had a positive relationship with mental strength. This is a result of predicting that the higher the level of desperateness, the higher the level of mental strength can be. Desperateness was also found to have a positive causal relationship with perceived performance meaning that the higher the level of desperation, the higher the level of performance perceived by athletes, and it is understood that the desperation of high school taekwondo players can help improve perceived performance. Mental strength had a positive causal relationship with perceived performance. It means the higher the level of mental strength, the higher the level of performance perceived by athletes, and it is understood that the mental strength of high school taekwondo players can help improve the perceived performance. Mental strength had a mediating effect in the relationship between desperateness and perceived performance. Conclusion: The desperateness of athletes is a leading variable that positively influences the improvement of athletes performance. Desperate is a state of mind preparedness for how high school Taekwondo players par-ticipate in sports and games, and it is understood that this mindset is expressed as a strong will for the purpose and direction of action, and it is judged to have a positive impact on the win or lose of the game. Since this study found mental strength had a positive causal relationship with perceived performance mental strength needs to be regarded as a major concern of leaders and coaches as a major factor in determining the win or loss of a game, and should be making continuous efforts to improve the mental strength of athletes.

금융시장에서 영업사원의 지각된 평가 공정성과 직무성과 간의 구조적 관계

이준섭,김지영,이한근 한국유통과학회 2016 유통과학연구 Vol.14 No.12

Purpose – Salesperson perceptions of the fairness and accuracy of a performance evaluation system were examined by managerial and professional employees of large organization. The performance evaluation process is central to many personal decisions such as attitude for job and sales performance. This study investigates the relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. The main purpose of this study is to develop and empirically test a comprehensive model of salespersons’ perceived evaluation fairness on sales performance. For this purpose, we identified the structural relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. Also we investigate the mediating effects on job satisfaction and organizational commitment between perceived evaluation fairness and sales performance. Research design, data, and methodology - To empirically test these relationships, data were collected by in-depth interviews from sales managers and questionnaire surveys from 300 salespersons who work for sales area (credit card company, insurance company). Demographically, the overall sample was 91.6% female, 77.9% 30s and 40s, and 34% college educated, with an average tenure with their present organizations of 4 years. The questionnaire was composed of total 20 items dealing with frequency, quality, and consequences of perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. To test the research hypotheses, collected data analyzed by confirmatory factor analysis (CFA) and structure equation model (SEM). Results – Through extensive and rigorous literature review process of related literature(Perceived evaluation fairness, Job satisfaction, Organizational commitment, Sales performance), research model and research hypothesis was set up. This study obtains the following research results. First, perceived evaluation fairness has a positive effect on job satisfaction, whereas the effects of perceived evaluation fairness on organizational commitment and sales performance did not show statistically significant result. Second, job satisfaction and organizational commitment have complete mediating roles to the relationship between perceived evaluation fairness and organizational commitment, and relationship between perceived evaluation fairness and sales performance. Conclusions – Based on the results, salespersons’ perceived evaluation fairness is one of the key independent variable for making high job satisfaction, organizational commitment, and sales performance. Finally the theoretical, managerial implication and research limitations are mentioned in the discussion.

조직 내 비주류집단의 심리적 소유감과 직무성과

정명호(Myung-Ho Chung),유니나(Nina Yoo) 한국인사조직학회 2014 인사조직연구 Vol.22 No.1

최근 국내기업에서 인력다양성이 증가하고 있고, 그 내용 면에서도 점차 복잡해지고 있다. 다양성 문제는 본질적으로 수적인 다수-소수집단과 권력측면의 우위-열위집단 문제가 복합적으로 작용하고 있으나 대부분의 기존 연구는 수적측면이나 기능적 측면에 관심을 한정하고 있다. 본 연구는 수적인 측면과 권력관계 요인을 동시에 고려하여, 특정 구성원이 비주류집단(minority group)으로서의 정체성을 갖게 하는 결정요인으로 관계적 인구통계(relational demography)와 권력지각을 제시하였다. 그리고 양 요인이 조직구성원의 직무태도(조직몰입, 직무만족)와 직무성과(과업성과, OCB)에 미치는 독립효과와 상호작용 효과를 살펴보았다. 아울러, 양 요인이 결과변수에 미치는 효과가 심리적 소유감(psychological ownership)에 의해 매개되는지 고찰하였다. 관계적 인구통계 변수로는 성별, 출신지역, 근속년수, 전문경력 비유사성을 선정하고, 권력정도는 팀내 모든 구성원의 상호평가를 통해 권력지각 매트릭스(power perception matrix)를 구성하여 측정하였다. 국내 한 제조기업에 근무하는 120명으로부터 얻은 자료를 통해 연구가설을 검증하였다. 주요 연구결과는 다음과 같다: (1) 관계적 인구통계 변수 중 출신지역 비유사성은 직무태도와 직무성과 모두에 부정적(-) 영향을 미쳤다. (2) 경력 비유사성을 제외한 모든 관계적 인구통계 변수(성별, 근속, 출신지역 비유사성)가 OCB에 부정적 효과를 나타냈다. (3) 권력지각은 직무태도와 정(+)의 관계가 있었지만 직무성과와는 관련되지 않았다. (4) 출신지역 비유사성과 권력지각의 상호작용은 직무태도에 영향을 미쳤다. 출신지역 비유사성이 직무태도에 미치는 부정적(-) 효과는 권력지각이 높을 경우 완화되었다. 기타 결과변수에는 독립적인 효과가 있었다. (5) 심리적 소유감의 매개효과는 전문경력 비유사성, 권력지각, 출신지역 비유사성과 권력의 상호작용항 등 일부 요인에서만 확인되었다. 이러한 결과를 바탕으로, 비주류집단의 결정요인에 대한 복합적인 고려의 필요성과 다양성 관리에의 함의 등 이론적 및 실무적 시사점을 제시하였다. Managing diversity is one of the major topics in organization studies today. As the Korean workforce becomes more diverse, effective management of ‘minority groups’ has become a crucial and challenging issue in diversity management and practice. Previous research has only focused on numerical minority groups or the functional aspects of minority groups (e.g., education, career, dominant function diversity, etc.). However, numerical minority groups may hold high power and influence in the workplace. For example, dominant coalitions in Korean firms usually consist of star-performers from prestigious universities or invited Caucasian top executives. Despite being small in number statistically because of their educational performance or their race, respectively, they play virtually all the major roles in Korean organizations. Conversely, many lower-level employees and immigrant workers from developing countries are de facto minorities regardless of their abundant number. They have an inferior power position in firms. In this study, we consider both numerical majority-minority and superiority-inferiority in power relations at the same time. Drawing on relational demography theory and on perceived power perspective, we examine the main effects and the interaction effects of a team member’s demographic dissimilarity and perceived power (evaluated by others in the same team) on his or her job attitude and work performance (as evaluated by their immediate supervisor). Relational demographic dissimilarities include gender, hometown, organizational tenure, and career. Job attitude markers include organizational commitment and job satisfaction, and work performance measures include task performance and organizational citizenship behaviors (OCB). Furthermore, we investigate the mediating role of psychological ownership in relationships according to relational dissimilarity, perceived power, and outcome variables. Specifically, this study proposes the following hypotheses: H1 : Relational demographic dissimilarities are negatively related to individual job attitude and work performance. H2 : Perceived power is positively related to individual job attitude and work performance. H3 : Perceived power moderates the negative relationship between demographic dissimilarities and individual job attitude/work performance. The relationship between demographic dissimilarities and individual job attitude/work performance will be mitigated when perceived power is high. H4 : Psychological ownership mediates the relationship between demographic dissimilarities and individual job attitude and work performance. H5 : Psychological ownership mediates the relationships between perceived power and individual job attitude and work performance. H6 : The interaction effect of demographic dissimilarities and perceived power on individual job attitude/work performance will be mediated by psychological ownership. To test these hypotheses, we collected individual-level dissimilarity and power perception data from 120 employees in one medium-sized manufacturing company in Korea. We measured four demographic dissimilarities: gender and hometown (for ascribed characteristics), organizational tenure and career (for functional characteristics). We also constructed a ‘power perception matrix’ from the cross evaluation of power by whole team members. Following previous studies, task performance (in-role performance) and contextual performance (i.e., OCB or extra-role performance) were measured for work performance, and job satisfaction and organizational commitment were evaluated as markers of job attitude. We analyzed independent and interaction effects of relational demography and power with mediation effects of psychological ownership through hierarchical regression analysis. Major findings are as follows: (1) Among demographic dissimilarity, hometown dissimilarity showed significant negative effects on job attitudes and OCB. (2) All of the demogr

자기지향적 완벽주의, 조직지원인식, 상사의 모욕적 행동이 과업성과에 미치는 영향에 관한 연구

손승연,이수진,박희태,윤석화 한국인사조직학회 2010 인사조직연구 Vol.18 No.2

개인의 성격 특성은 일상생활뿐 아니라 조직에서 개인의 다양한 행동과 성과를 설명하고 예측하는 데에도 유용하다. 그 중에서도 완벽주의는 심리학 분야에서 오랫동안 지속적으로 연구관심이 제기되어 온 성격 특성 중 하나이다. 그럼에도 아직까지 경영학 분야에서 완벽주의에 대한 연구가 부족하였다. 더욱이 완벽주의가 순기능 및 역기능을 모두 포함한 개념임에도 불구하고 선행연구들은 대부분 인간의 심리 및 행동에 미치는 완벽주의의 부정적 측면에 초점을 맞춤으로써 완벽주의에 대한 포괄적 이해가 제한된 실정이다. 본 연구는 다양한 완벽주의 구성개념 중 철저한 업무 수행에 대한 열의, 완벽한 일 처리 등 본질적 특성상 조직 내에서의 개인의 과업성과와 관련성이 높을 것으로 예상되는 자기지향적 완벽주의를 선택하여 과업성과에 미치는 긍정적인 효과를 검증하고자 하였다. 또한 특성활성화 이론에 따라 성격 특성인 자기지향적 완벽주의가 과업성과에 미치는 효과를 상황적 요인인 조직지원인식 및 상사의 모욕적 행동이 어떻게 조절하는지를 확인하고자 하였다. 연구 결과, 성실성을 통제한 상태에서 자기지향적 완벽주의는 과업성과와 유의한 정적 관계를 가지는 것으로 나타났다. 또한 이 관계는 높은 조직지원인식, 낮은 상사의 모욕적 행동 하에서만 유의하게 나타나는 반면, 낮은 조직지원인식, 높은 상사의 모욕적 행동 하에서는 자기지향적 완벽주의와 과업성과는 유의한 관계를 보이지 않았다. 본 연구는 네 가지 시사점을 가지고 있다. 첫째, 심리학에 국한된 완벽주의 연구 영역을 경영학 분야로 확장시키면서 조직 내에서 개인의 과업성과에 대한 이해의 폭을 넓혔다는 것이다. 둘째, 과업성과에 미치는 자기지향적 완벽주의의 정적 효과를 실증함으로써 완벽주의의 부정적인 측면에 치중된 선행연구들의 한계점을 보완하려 했다는 것이다. 셋째, 자기지향적 완벽주의와 조직지원인식의 상호작용효과를 검증함으로써 자기지향적 완벽주의가 낮은 사람들이 높은 성과를 낼 수 있도록 조직이 해야 할 역할은 무엇인가라는 질문에 일부의 해답을 제시하였다는 것이다. 넷째, 자기지향적 완벽주의와 상사의 모욕적 행동의 상호작용효과를 검증함으로써 긍정적 리더십에 편중된 선행연구들의 미비점을 보완하는 한편, 자기지향적 완벽주의가 낮은 사람들로 하여금 높은 성과를 낼 수 있도록 하는데 상사 행동의 중요성을 부각시켰다는 것이다. Research has demonstrated that personality characteristics can be useful for predicting individual behavior and performance at work as in ordinary life. Among these, the concept of perfectionism has been a topic of widespread interest in the psychological literature. Nevertheless, very little research has examined the role of perfectionism in predicting individual’s performance in management. Although there is considerable agreement that perfectionism has positive aspect as well as negative one, many researchers have focused on dysfunctional and neurotic aspects of perfectionism. This trend limits our comprehensive understanding of perfectionism. The purpose of this article is to examine positive aspects of perfectionism in organizational settings. Specifically, we first investigate the relationship between self-oriented perfectionism and task performance. Self-oriented perfectionism reflects a strong motivation for the self to be perfect, setting exacting standards for oneself, and evaluating one’s own behavior stringently. Therefore, we expect that self-oriented perfectionism may have potential relation with task performance at work because it includes motivational components of striving to attain perfection in one’s own performance as well as behavior. Following trait activation theory, we then examine the extent to which perceived organizational support and abusive supervision affect the self-oriented perfectionism-task performance relationship. Out of the process, we developed and empirically tested the following hypotheses:H1: Employee’s self-oriented perfectionism is positively related to task performance. H2: Perceived organizational support moderates the positive relationship between self-oriented perfectionism and task performance such that the relationship is stronger when perceived organizational support is low than when perceived organizational support is high. H3: Abusive supervision moderates the positive relationship between self-oriented perfectionism and task performance such that the relationship is stronger when abusive supervision is high than when abusive supervision is low. Surveys were distributed to 160 employee-supervisor dyads from 9 organizations in Seoul. The organizations represented 3 service and 6 manufacturing organizations. Participants were assured of the confidential of their responses. The employee survey contained demographic questions and questions assessing self-oriented perfectionism, perceived organizational support, and abusive supervision. While employees were completing their surveys, supervisors completed questionnaires on employee task performance in a separate room. All of the items except demography were measured on a seven-point Likert scale(ranging from 1 = strongly disagree to 7 = strongly agree). A total 121 matched dyadic data were used for analysis. In the employee sample, 58% were men and the average age was 30.6 years(S.D.= 4.8). Around 59% of the respondents had at least bachelor’s degree and their average tenure was 5.3 years(S.D. = 4.9). In the supervisor sample, 68% were men and the average age was38.2 years(S.D.= 5.9). Approximately 60% of the respondents had at least bachelor’s degree and their average tenure was 10.8 years(S.D. = 5.9). Hierarchical regression analysis was used for testing hypotheses. As predicted, results confirmed that employee’s self-oriented perfectionism was positively related to task performance after conscientiousness was controlled. Although not hypothesized, perceived organization support and abusive supervision had positive and negative relationship with task performance, respectively, like previous researches. In addition, we found that perceived organizational support and abusive supervision moderated the effect of self-oriented perfectionism on task performance, respectively. Specifically, the relationship between self-oriented perfectionism and task performance was stronger when perceived organizational support was l...

유도선수의 승부근성과 운동몰입, 인지된경기력의 구조관계 검증

박정호 한국스포츠학회 2017 한국스포츠학회지 Vol.15 No.1

본 연구는 유도선수의 승부근성과 운동몰입, 인지된경기력의 구조관계를 검증하고자 하였다. 본 연구의 목적을 규명하기 위해 탐색적요인분석, 확인적요인분석, 신뢰도분석, 상관분석, 구조방정식모형분석, 부트스트래핑을 실시하 여 다음과 같은 연구결과를 도출하였다. 첫째, 승부욕은 인지몰입과 인지된 경기력에 정적인 영향을 주는 것으로 나타났 고, 인지몰입은 승부욕과 인지된경기력의 관계에서 부분매개효과가 있는 것으로 나타났다. 둘째, 투혼은 인지몰입과 인지된경기력에 정적인 영향을 주는 것으로 나타났고, 인지몰입은 투혼과 인지된경기력의 관계에서 부분매개효과가 있는 것으로 나타났다. 셋째, 자신감은 인지몰입에 정적인 영향을 주는 것으로 나타났다. 인지몰입은 자신감과 인지된 경기력의 관계에서 완전매개효과가 있는 것으로 나타났다. 넷째, 승부욕은 행위몰입과 인지된 경기력에 정적인 영향 을 주는 것으로 나타났다. 다섯째, 투혼은 행위몰입과 인지된경기력에 정적인 영향을 주는 것으로 나타났고, 행위몰입 은 투혼과 인지된경기력의 관계에서 부분매개효과가 있는 것으로 나타났다. 여섯째, 자신감은 행위몰입과 인지된경기 력에 정적인 영향을 주는 것으로 나타났고, 행위몰입은 자신감과 인지된경기력의 관계에서 부분매개효과가 있는 것으로 나타났다. The purpose of this study is to examine the structural relationship among the judo athletes In order to clarify the purpose of this study, exploratory factor analysis, confirmatory factor analysis, reliability analysis, correlation analysis, structural equation model analysis, and bootstrapping were conducted to derive the following research results. First, the victory is a static influence on the perceived immersion and the perceived performance, and the perceived immersion is the partial mediation effect on the perceived competition and perceived performance. Second, will has a positive effect on cognitive commitment and perceived performance, and cognitive commitment is a partial mediating effect on the relationship between perceived performance and perceived performance. Third, self-confidence is a static influence on cognitive commitment. Cognitive commitment is the full mediating effect of confidence and perceived performance. Fourth, competition is a static influence on behavioral commitment and perceived performance. Fifth, will has a positive effect on behavioral commitment and perceived performance, and behavioral commitment is a partial mediating effect on the relationship among perceived performance and will. Sixth, self - confidence has a partial mediating effect on behavioral commitment, perceived performance, and behavioral commitment.

심리적 안전감과 상사신뢰가 조직몰입 및 직무성과에 미치는 영향: 조직후원인식의 매개효과

이희정 ( Hee Jung Lee ),심덕섭 ( Duk Sup Shim ),양동민 ( Dong Min Yang ) 한국인력개발학회 2009 HRD연구 Vol.11 No.2

본 연구는 최근 관심이 증대되고 있는 조직구성원의 조직후원인식을 설명하는 데 있어 선행변수로서 심리적 안전감과 상사 신뢰 그리고 결과변수로서 종업원의 조직몰입과 직무성과를 고려하고, 이들 변수들 간의 관계에 조직후원인식의 매개효과를 검증하고자 하였다. 이를 위해 11개 기업 213명의 종업원을 대상으로 설문분석을 실시하였다. 실증분석 결과 심리적 안전감과 상사 신뢰는 모두 조직후원인식에 유의한 영향을 주고 있으며, 조직후원인식 역시 조직구성원의 조직몰입과 직무만족에 유의한 영향을 주고 있는 것으로 나타났다. 또한, 조직후원인식은 심리적 안전감, 상사신뢰와 조직몰입, 직무성과 간의 관계를 부분 혹은 완전 매개하는 것으로 나타났다. 다시 말해, 심리적 안전감 및 상사 신뢰는 조직구성원의 조직몰입과 직무성과에 직접적으로, 혹은 조직후원인식을 통해 간접적으로 영향을 주고 있음을 알 수 있었다. 본 연구는 조직후원인식의 매개효과를 검증함으로써 심리적 안전감과 상사 신뢰와 같은 작업환경 요인들이 조직구성원의 조직몰입과 직무성과를 제고시키는데 어떻게 작동하는가를 제시하였다는 점에서 이론적, 실무적 의미를 지니고 있다. 연구결과를 토대로 연구의 한계 및 향후 연구방향을 제시하였다. According to organizational support theory, perceived organizational support meets socioemotional needs and is used by employees to infer their organization`s readiness to reward increased efforts. The theory holds that workers act in accord with the norm of reciprocity, trading their effort and dedication to their organization for perceived organizational support and its promise of future benefits. A large number of studies indicates that employees with high level of perceived organizational support judge their jobs more favorably and are more likely to become affectively committed to the organization, and to exceed their explicitly required work responsibilities. The purpose of this study is to investigates the mediating effects of perceived organizational support on the relationships between psychological safety and trust in supervisors, and organizational commitment and job performance. The specific research questions regarding this purpose were as follows: First, how does psychological safety and trust in supervisor have an effect on employees` perceived organizational support? Second, how does perceived organizational support have an effect on employees` organizational commitment and job performance? Third, how does psychological safety and trust in supervisor have an effect on employees` organizational commitment and job performance when perceived organizational support acts as an intermediary? A total number of 211 employees from 11 firms responded to the questionnaire. Frequency analysis, reliability analysis, exploratory factor analysis, and three-step mediated regression analysis were used to analyze the data. Findings show that psychological safety and trust in supervisors are positively associated with perceived organizational support. Second, perceived organizational support has also a significant impact on organizational commitment and job performance. Furthermore, perceived organizational support has a partial or full mediating effect on the relationships between psychological safety and trust in supervisors, and organizational commitment and job performance. Specifically, perceived organizational support has a full mediating effect on the relationships between psychological safety and organizational commitment, and between psychological safety and job performance. Perceived organizational support has a full mediating effect on the relationships between trust in supervisors and organizational commitment, and between trust in supervisors and job performance. Overall, these patterns suggests that psychological safety and trust in supervisors has direct or indirect effects on organizational commitment and job performance of employees, mediating through followers` perceived organizational support. Implications of the research findings are discussed, and recommendation for future research are provided.

대학 태권도 시범선수의 지도자 신뢰와 인지된 경기력의 관계에서 스포츠 자신감의 매개효과

유성원,양대승 한국무예학회 2022 무예연구 Vol.16 No.3

The purpose of this study is to examine the causal relationship between trust in coaches, sport confidence and perceived performance by University Taekwondo Demonstrators, and to verify the mediating effect of sport confidence on the relationship between trust in coaches and perceived performance. In order to achieve the purpose of this study, the questionnaire of 214 Tkd demonstrators of University was adopted as the final data, and the structural equation model analysis was performed using the SPSS 25.0 and AMOS 25.0 programs. As a result, the conclusion is as follows. First, Trust in coaches perceived by university taekwondo demonstrators is directly proportional to the perceived performance. Second, Trust in coaches perceived by them is in direct proportion to the sport confidence. Third, Sport confidence perceived by them is in direct proportion to the perceived performance. Fourth, the sport confidence full meditates on the relationship between trust in coaches and perceived performance by TKD demonstrators of University. According to these results, it turns out that trust in coaches perceived by TKD demonstrators of University is directly proportional to the sport confidence and perceived performance. Specially the sport confidence is not only in direct proportional to the perceived performance, but also affects positively the intention by ful meditating on the relationship between trust in coaches and perceived performance. 이 연구는 전국규모 시범경연대회에 참가한 대학 시범선수를 대상으로 지도자 신뢰, 스포츠 자신감 및 인지된 경기력 간의 인과관계를 검증함과 동시에 지도자 신뢰와 인지된경기력의 관계에서 스포츠 자신감의 매개효과를 규명하는데 목적이 있다. 이를 위해 대학시범선수 214명의 설문지를 최종자료로 채택한 후 SPSS 25.0 및 AMOS 25.0프로그램을 이용하여 구조방정식모형분석 등을 실시한 결과, 다음과 같은 결론을 얻었다. 첫째, 대학 시범선수의 지도자 신뢰는 인지된 경기력에 유의한 정(+)적인 영향을 미쳤다. 둘째, 대학 시범선수의 지도자 신뢰는 스포츠 자신감에 유의한 정(+)적인 영향을 미쳤다. 셋째, 스포츠자신감은 인지된 경기력에 유의한 정(+)적인 영향을 미쳤다. 넷째, 대학 태권도 시범선수의스포츠 자신감은 지도자 신뢰와 인지된 경기력과의 관계를 완전매개 하는 것으로 나타났다. 이를 종합해 보면, 대학 태권도 시범선수들의 지도자에 대한 신뢰는 스포츠 자신감 및인지된 경기력에 긍정적인 영향을 주었다. 특히, 스포츠 자신감은 인지된 경기력에 직접적인 영향을 미치기도 하지만, 지도자 신뢰와 인지된 경기력의 관계를 완전매개 함으로써 시범선수들의 경기력을 보다 긍정적으로 변화시켜 주는 것으로 사료된다.

일반 논문 : 조직학습 수준과 조직몰입 및 지각된 조직성과의 관계에 관한 연구

이철기 ( Cheol Ki Lee ) 한국중소기업학회 2011 中小企業硏究 Vol.33 No.4

본 연구는 충청지역의 중소기업을 대상으로 조직학습 수준과 조직몰입 및 지각된 조직성과의 관계를 분석하였다. 구체적으로 개인, 집단 및 조직수준 학습과 조직몰입 및 지각된 조직성과 사이의 직접적 관계와 조직학습의 각 수준과 지각된 조직성과 사이에서 조직몰입의 매개효과를 분석하였다. 이를 위해 충청지역의 산업분포를 반영한 150여개 기업의 800명의 응답자로부터 얻은 설문자료에 대해 실증분석을 하였다. 실증분석 결과, 개인 수준학습과 집단 수준학습 및 조직수준 학습 모두 조직몰입 및 지각된 조직성과에 정(+)의 유의한 영향을 미치는 것으로 나타났다. 또한 조직몰입에 대해서는 개인수준, 집단 수준 및 조직수준 학습의 순서로, 영향을 미치며, 지각된 조직성과에 대해서는 개인수준, 조직수준 및 집단 수준학습의 순서로 영향을 미치는 것으로 나타났다. 조직학습은 지각된 조직성과에 대해 직접적인 효과를 갖지만, 조직몰입을 통한 간접적인 효과가 보다 큰 것으로 나타나 조직몰입은 조직학습과 지각된 조직성과를 부분적으로 매개하는 역할을 하는 것으로 나타났다. 마지막으로 실증분석 결과를 요약하고, 연구결과가 중소기업의 조직학습에 미치는 이론적, 실무적 영향과 시사점을 제시하고, 향후 연구방향과 논문의 한계에 대해 논의하였다. Increasing competition, speedy environmental changes, scarce resources and globalization have made organizational learning a critical component for organizational success and a competitive advantage in the long term. As concerns for organizational learning and organizational success increase, researches which examine the relationship between organizational learning and various important organizational variables such as job satisfaction, organizational commitment, short term or long term performance variables (e.g. financial achievement, quality improvement, product service innovation, etc.) attract a lot of attention. The main purpose of this paper is twofold : First, it examines the relationship between the three levels of learning in an organization-individual level learning (ILL), group level learning (GLL), organizational level learning (OLL)-and organizational commitment (OC) and perceived organizational performance (POP) in small and medium enterprises (SMEs) settings. Second, it examines whether there are direct effects of the three levels of learning (ILL, GLL, and OLL) on POP, or mediate effects of OC between the three levels of learning (ILL, GLL, and OLL) and POP. This study refers to the stocks of learning as learning that resides within a level : individual, group, and organization. These stocks can be distinguished from the flow of learning across levels to provide feed-forward and feed-back. The three levels of learning can be defined as follows(Bontis, Crossan, and Hulland, 2002) : Individual learning captures the processes of intuiting and interpreting. It focuses on the generation of innovative insight, taking actions that are experimental in nature, breaking out of traditional mind-sets to see things in new and different ways, scanning the external environment, developing the competency to complete one`s job, having a sense of pride and ownership in one`s work, and being aware of the critical issues that affect one`s work, all at the level of the individual. Group learning captures the process of integrating. It includes elements such as effectively working in groups, having productive meetings, having the right people to address the issues, and communicating key elements of dialogue including being prepared to share both successes and failures, encouraging diversity, and effective conflict resolution. Organizational level learning involves embedding individual and group learning into the non-human aspects of an organization`s systems, structures, procedures and strategy. In this case the stock of learning is referred to as organizational memory. Furthermore, this embedded learning needs to be aligned so that systems, structures, and procedures support a strategic orientation that position an organizational well within its competitive environment. I developed three sets of hypotheses through literature review : The first set of three hypotheses (H1-1, 1-2, 1-3) are related with the direct relationship between learning at each of the three levels and organizational commitment. The second set of three hypotheses (H2-1, 2-2, 2-3) are related with the direct relationship between learning at each of the three levels and perceived organizational performance. The third hypothesis (H3) is related with the mediating effect of organizational commitment between learning at each of the three levels and perceived organizational performance. In order to test the hypotheses, I used measurement instruments of which their reliability and validity were verified through a series of preceding research. The strategic learning assessment map developed by Bontis et al.(2002) and Crossan, Lane, and White(1999) is used for analyzing the relationship between the three levels of learning and perceived organizational performance. The Organizational Commitment Questionnaire (OCQ) developed by Mowday, Steers, and Porter(1979) is used to measure organizational commitment. About 150 SMES in the ChungCheong region voluntarily agreed to take part in this research. Finally data was gathered from a total of 800 respondents and used in statistical analysis to test the hypotheses. I tested for the reliability and validity of all measurements relating to the five constructs in two stages. In the first stage, exploratory factor analysis of all items using the principal component analysis (PCA) was examined. All the items were loaded into the five constructs with relatively high values as expected. In the second stage, results of confirmatory factor analysis using structural equation modeling yielded an adequate model fit for the proposed factor structure (X2 = 926.591, df = 259, p = .000, RMR = .060, RMSEA = .057, NFI = .937, CFI = .954). All items were loaded on their respective constructs and were statistically significant. Furthermore, I computed the composite reliability of each construct. The composite reliability for each construct is above the .70 suggested by Nunnally(1978) which indicates adequate reliability. I checked the convergent and discriminant validity of each construct. The standardized CFA loadings present evidence of convergent validity. The square root of the average variance extracted was greater than all corresponding correlations indicating adequate discriminant validity. To test the hypotheses relating to the direct effects of organizational learning multiple regression analyses including organizational commitment and perceived organizational performance as dependent variables respectively were analyzed. The results suggested that all the hypotheses relating to the direct effects were verified. All the three levels of learning (ILL, GLL, and OLL) are positively associated with organizational commitment as stated in H1.1-H1.3 (p < .001). Also all the three levels of learning (ILL, GLL, and OLL) are positively associated with perceived organizational performance as stated in H2.1-H2.3 (p < .001). To test the mediating effect of organizational commitment, I followed the procedure suggested by Baron and Kenny (1986). The results show that the effects of the levels of learning on perceived organizational performance is partially mediated by organizational commitment. Therefore the hypothesis that the relationship between the three levels of learning and perceived organizational performance would be mediated by organizational commitment was only partially verified. The results of this study suggest valuable meaning and various implications at the academic and practical level for SMEs. First, all three levels of learning are positively associated with organizational commitment and perceived organizational performance. This result suggests that as verified in Western studies, organizational learning in SMEs can be the most critical element to transforming an existing traditional organization to a performance oriented organization (Gilley and Maycunich, 2000). To intensify individual, group and organizational level learning would make important contributions to the organization in achieving sustainable competitive advantages as well as demonstrating strong financial performance. Therefore, it is the duty of the CEO and senior management in SMEs to devote effort to continually strengthen the three levels of learning and enhance the level of organizational commitment and effectiveness in the long term. Contrary to expectation, the results of regression analysis suggest that individual level learning has a greater effect than group level learning or organizational level learning. I had expected organizational level learning to make organizational members share the mental model of the organization and align with the organizational strategy, system and operating procedures to enhance the level of organizational commitment and performance. I believe that this discrepancy in expectation is caused by the perception of respondents of the organizational learning level in their own organizations. Respondents can be biased that the individual level learning is more important than the other levels of learning. If so, organizations have to focus on the individual level learning to get the desired results such as organizational effectiveness. On the other hand, it can be caused by the perception of respondents in overestimating the value of individual level learning more than reality assuming the condition that group and organizational level learning is relatively less activated than individual level learning. Organizational commitment has a partial mediating role between the level of organizational learning and perceived organizational performance. This result suggests the importance of the role of organizational commitment to enhance organizational performance. In conclusion, I recommended future research to examine more mediating variables such as the effect of human resource management systems and organizational trust on organizational commitment and performance, and the effects of inter-organizational learning level between SMES or SMEs and large scale organizations. Other further research directions are suggested. Finally several limitations to be aware of in this study are presented. Especially the possibility of measurement errors incurred when measuring invisible phenomena such as organizational learning, limitations in employing only survey questionnaires and self reporting errors are pointed out.

고등학교 운동선수의 지각된 자율성 지지와 활력, 열정 및 인지된 경기력의 관계

소영호(So, Young-Ho) 한국사회체육학회 2015 한국사회체육학회지 Vol.0 No.62

The purpose of this study was to investigate the relationship among perceived autonomy support, vitality, passion and perceived performance of high school athletes. Through convenience sampling method, selected 336 survey questionnaires were used for final analysis from physical education high school athletes. With the collected data, exploratory factor analysis, confirmatory factor analysis, correlation analysis, and structural equation model was performed by SPSS 18.0 and AMOS 18.0. The results of the analysis were summarized as follows. First, the perceived autonomy support impacts positively(+) influence on vitality. Second, the perceived autonomy support impacts positively(+) influence on harmonious passion. Third, the perceived autonomy support impacts positively(+) influence on obsessive passion. Fourth, the perceived autonomy support impacts positively(+) influence on perceived performance. Fifth, the vitality impacts positively(+) influence on perceived performance. Sixth, the harmonious passion impacts positively(+) influence on perceived performance. Seventh, the obsessive passion impacts no significantly on perceived performance. These results were improved vitality, harmonious passion, obsessive passion, and perceived performance are perceived autonomy support through the perceived autonomy support of high school athletes. It also means improving the perceived performance through the vitality and harmonious passion.