감정노동에 대한 정서적·인지적 상사지원이 정서적 탈진감과 직무만족에 미치는 차별적 영향

서덕숙(Seo, Duk Sook),김중인(Kim, Joong In) 한국서비스경영학회 2017 서비스경영학회지 Vol.18 No.1

The positive effects of supervisory support have been proved in so many studies for a long time. However, several recent studies showed that the effects of the supervisory support for emotional labor were non-significant or negative depending on dependent variables or industries. Empirical studies investigating the causes of the in consistent results have not been performed yet. Therefore, this study aims to investigate not only the different effects of overall, emotional and cognitive supervisory support for emotional labor on emotional exhaustion and job satisfaction, but also the cause of the different effects. The result from an empirical study on fashion salesperson shows that overall supervisory support has non-significant effect on emotional exhaustion and significant effect on job satisfaction. To investigate the cause of the different effects, overall supervisory support is divided into emotional and supervisory support. Emotional support has non-significant effects on emotional exhaustion and job satisfaction, but cognitive support has significant effects on emotional exhaustion and job satisfaction. Additionally, the offsetting effect of emotional and supervisory support on emotional exhaustion results in the non-significant effects of overall supervisory support on emotional exhaustion. The implications of the results and future research are suggested.

셀프리더십, 상사와 조직지원인식 및 조직몰입 간의 관계: 지방이전 공공기관 구성원을 중심으로

김주하,윤동열,김성훈 리더십학회 2019 리더십연구 Vol.10 No.3

The importance of human resources is on the gradual increase in today's corporate environment and the role of each organizational member as a leader is emphasized. The purpose of this study is to identify how self-leadership affected organizational commitment on members of relocated public institutions. It aimed to investigate the effects of perceived supervisory support and perceived organizational support, which are regarded as two factors significantly affecting organizational members' behaviors and attitudes, on organizational commitment. For this purpose, questionnaires were distributed to 450 members of public institutions relocated in Ulsan and 336 copies were statistically analyzed. The results are as follows: First, the behavior-focused strategy and the natural reward strategy among the sub-factors of self-leadership significantly positively affected public institution members' organizational commitment. Second, both perceived supervisory support and perceived organizational support significantly positively affected public institution members' organizational commitment. Both perceived supervisory support and perceived organizational support were positively correlated with organizational commitment: the higher the former, the higher the latter. Third, as for the moderating effects of perceived supervisory support and perceived organizational support, both of them had moderating effects on the association between self-leadership and organizational commitment and those effects were only found between the constructive thought strategy among the sub-factors of self-leadership and perceived supervisory support, between the behavior-focused strategy and perceived organizational support, and between the constructive thought strategy and perceived organizational support. On the basis of these results, it is necessary to make public institutions more competitive through improvement in the culture of public organizations, which involves promotion of autonomy, so that members can exert self-leadership and implement a systematic strategy to reinforce self-leadership with the objective of improving organizational commitment, which is on the decrease due to relocation of public institutions. Key words: Self-leadership, organizational commitment, perceived supervisory support, perceived organizational support, public institutions 본 연구는 지방이전 공공기관 구성원을 대상으로 셀프리더십, 상사지원인식, 조직지원인식이조직몰입에 어떠한 영향을 미치는지를 규명하고자 하였다. 또한 셀프리더십이 조직몰입에 미치는영향에 대한 상사와 조직지원인식의 조절효과를 검증하고자 하였다. 이를 위해 울산지역으로 이전한 공공기관 구성원 450명에게 설문자료를 배포하고 이중 366부를 통계 분석한 결과는 다음과같다. 첫째, 셀프리더십 중 행동전략, 자연적보상전략이 공공기관 구성원의 조직몰입에 유의미한정(+)의 영향을 미치는 것으로 나타났다. 둘째, 상사 및 조직지원인식은 조직몰입에 유의미한 정(+) 의 영향을 미치는 것으로 나타났다. 셋째, 상사 및 조직지원인식의 조절효과에 대한 분석 결과, 상사지원인식은 셀프리더십 중 건설적사고전략과 조직몰입의 관계에서, 조직지원인식은 행동전략 및건설적사고전략과 조직몰입의 관계에서 유의한 조절효과가 나타났다. 키워드: 셀프리더십, 조직몰입, 상사지원인식, 조직지원인식, 공공기관

Creativity among R&D Professional: Supervisory Support and Personality Traits

Yann-Jy Yang,Chih-Chien Wang 기술경영경제학회 2010 ASIAN JOURNAL OF TECHNOLOGY INNOVATION Vol.18 No.1

The purpose of this study is to examine how supervisory support moderates the relationship between personality and creativity among R&D professional teams. A survey was conducted among 191 participants from 12 departments in the Industrial Technology Research Institute in Taiwan. Results show that supervisory support has various influences on the creativity of professionals with different personality traits. R&D professionals with openness to experience are likely to exhibit creativity only when they perceive high supervisory support. Conscientious professionals are likely to exhibit creativity when supervisors provide less support. Neuroticism was negatively related to creativity only when supervisors provide middle support. This study offers potentially invaluable referral for leaders to stimulate the creativity of subordinates.

대졸기혼직장 여성이 지각한 사회적 지지와 다중역할 현실성에 따른 집단 분류와 일-가족 갈등의 차이

최윤정 한국여성심리학회 2011 한국심리학회지 여성 Vol.16 No.2

The purpose of the current study was to examine homogeneous grouping of women in terms of social supports-from organization, supervisor and spouse-and three dimensions of multiple-role realistic attitude. Results from K-Means cluster analysis with a sample of married women with full time job(N=184) indicated the presence of four clusters. Four clusters showed significant differences in types of work-family conflict(time-based WFC/FWC, strain-based WFC/FWC). First, ‘family friendly organization-multiple-role realistic attitude’ was characterized by being the highest on multiple-role knowledge/certainty, and organizational and supervisory support. It scored the lowest on all types of WFC. Second, by contrast, ‘nonsocial support-multiple-role unrealistic attitude’ was the lowest on organizational and supervisory support, and very low on the spouse of instrumental support, and multiple-role knowledge/certainty except multiple-role commitment, and multiple-role involvement. It scored highest on all types of WFC. Third, ‘Spouse nonsocial support-multiple-role unrealistic attitude’ scored the lowest on instrumental/emotional support from spouse and multiple-role realistic attitude. It scored very high on the strain based WFC/FWC. Finally, ‘spouse social support-multiple-role unrealistic attitude’ scored the highest on spousal support, but realtively low on multiple-role realistic attitude and organizational support. It scored moderately high on the strain based WFC.

호텔 기업의 경력개발지원이 구성원들의 혁신행동에 미치는 영향

전현민(Hyun Min Chun),이규태(Gyu Tae Lee) 한국관광연구학회 2015 관광연구저널 Vol.29 No.2

The objectives of this study are to comprehend the activities of career development support of super deluxe hotels bound for organizational members, work on what is influential to career commitment and innovative behavior from this, and provide the direction for their establishment of career development support A total of 276 valid questionnaires were collected from the employees of top 6 super deluxe hotels in Seoul. For the analysis of this study, frequency analysis, reliability and confirmatory factor analysis, correlation analysis, structural equation modeling analysis were used to analyze the findings. After going through an empirical analysis, the results of this study are as follows. Strategic systemicity, operational systemicity, and supervisory support of career development support had meaningful effects on employee`s career commitment and career commitment had meaningful effect on innovative behavior. Meanwhile, strategic systemicity and growth opportunity in career development support had significant effect on innovative behavior. However, as a result of measuring indirect effect, operational systemicity and supervisory of career development support had meaningful effects on innovative behavior through the career commitment. After conducting an empirical analysis, the implications are as follows. Hotel organization should enhance employee`s career commitment and innovative behavior and customer orientation, intensifying hotel organization``s career development support.

The Effects of Procedural Justice and Supervisor Close Monitoring on Knowledge Sharing

Abhishek Srivastava,박해신,윤석화 서울대학교 경영연구소 2021 Seoul Journal of Business Vol.27 No.1

This study focused on some key antecedents of knowledge sharing by individual employees. The aim was to identify the roles of contextual factors (procedural justice and supervisor close monitoring) and the mediating variables (perceived supervisory support and scouting behavior) in knowledge sharing. We surveyed 157 employees and their coworkers and supervisors to measure different variables thereby reducing common source bias. Analysis with structural equation modeling showed that the effect of procedural justice on knowledge sharing was completely mediated by perceived supervisory support. Similarly, the effect of supervisor close monitoring on knowledge sharing was completely mediated by scouting behavior and perceived supervisory support. The indirect effects were significant in both cases.

Social Construction of Impression Management: The Role of Work Experience in Implementing Female Employees’ Impression Management

김상준,김정진 한국무역연구원 2014 무역연구 Vol.10 No.1

This study examines how female employees employ impression management strategies relative to structural support, including supervisory support and informal social networks. By adopting the social construction perspective, it is argued that female employees’ impression management strategies have recursive relationships with structural support. To illustrate this argument, these recursive relationships are captured in an empirical model. Because recursive relationships are inherently dependent on the span of time, time-variant predictors, namely turnover experience and work experience, are considered to estimate the recursive relationships. That is, it is hypothesized that there is a relationship between work experience and the dominance of impression management tactics over structural support. To test the hypotheses, a measure that considers impression management strategies and structural support simultaneously is developed. An estimation model is then constructed by using a system dynamics framework. The results of a survey of 163 female employees in the Korean financial industry indicate that the recursive relationship between impression management and structural support of female employees can be balanced as work experience increases.

Social Construction of Impression Management

Sang-Joon Kim,Jung-Jin Kim 한국무역연구원 2014 貿易 硏究 Vol.10 No.1

This study examines how female employees employ impression manageirent strategies relative to structural support, including supervisory support and informal social networks. By adopting the social construction perspective, it is argued that female employees impression management strategies have recursive relationships with structural support. To illustrate this argurrent, these recursive relationships are captured in an empirical model. Because recursive relationships are inherently dependent on the span of time, time-variant predictors, namely turnover experience and work experience, are considered to estirmte the recursive relationships. That is, it is hypothesized that there is a relationship between work experience and the dominance of impression management tactics over structural support. To test the hypotheses, a measure that considers impression management strategies and structural support simultaneously is developed. An estimltion molel is then constructed by using a system dynamics framework. The results of a survey of 163 female employees in the Korean financial industry indicate that the recursive relationship between impression management and structural support of female employees can be balanced as work experience increases.

호텔기업에서의 상사지원이 상사신뢰, 조직신뢰, 조직몰입에 미치는 영향

전희원 ( Hi Won Jun ),김한주 ( Han Ju Kim ) 대한관광경영학회 2010 觀光硏究 Vol.25 No.5

경영환경이 빠르게 변화하고 있다. 호텔기업은 경쟁력을 높이기 위한 노력을 기울이고 있다. 호텔기업 종사원의 역할은 호텔의 생산성과 효율성에 직결되어있다. 연구결과 종사원에 대한 상사의 지원은 상사신뢰와 조직신뢰에 중요한 요인으로 밝혀졌다. 호텔 종사원들의 상사에 대한 신뢰는 조직몰입에 중요한 요인으로 밝혀졌다. 또한 호텔 종사원들의 조직에 대한 신뢰는 조직몰입에 중요한 요인으로 밝혀졌다. 끊임없이 변화하는 대내외적 경영환경에 호텔기업이 능동적으로 대처하기 위해서는 상사와 조직을 신뢰하는 충성도 높은 종사원을 확보하여야 한다. 지속적인 상사지원을 통해 상사신뢰 와 조직신뢰의 수준을 높여야 한다. 호텔기업은 서비스산업 중에서도 인적자원에 크게 의존하는 대표적인 기업이다. 인력관리의 중요성이 매우 크다. 호텔경영자와 관리자는 상사의 지원을 통해 종사원들이 상사와 조직을 신뢰 할 수 있도록 최선의 노력을 하여야 한다. 호텔 종사원들이 상사에 대한 신뢰를 통하여 강한 몰입을 하면, 호텔 종사원들이 조직에 대한 신뢰를 통하여 강한 몰입을 하면, 결과적으로 호텔의 경영성과에 중요한 영향을 미친다. Administrative environments have been changed in a rapid pace. Hotel companies, not unlike any other organization, are endeavoring to improve their competitiveness. The roles of employees in a hotel company are directly associated with the productivity or efficiency of the hotel. According to the result of this study, it was found that supervisory support for employees was a crucial factor for both supervisor trust and organizational trust. Moreover, it was shown that hotel employees` supervisor trust and organizational trust are an indispensible factor for organizational commitment. In order for a hotel company to cope with inside and outside administrative environments that are dramatically changing, it should secure loyal employees trusting their supervisor and organization. With constant supervisory support, they must enhance the levels of supervisor trust and organizational trust. In service industry, the hotel company is one of the businesses that depend more highly on human resources. Therefore, manpower management is significantly important. Both hoteliers and mangers should do their utmost to have the employees trust their supervisor and organization through supervisory support. Once hotel employees trust their Supervisor and show strong commitment, hotel employees trust their organization and show strong commitment, this will affect the administrative performances of the hotel tremendously afterwards.

Failure and Learning Behavior: The Role of Supervisory Support

장은미(Eunmi Chang),진현(Hyun Chin) 한국인사조직학회 2020 인사조직연구 Vol.28 No.3

최근 글로벌 기업들은 실패 경험이 학습과 혁신을 이끈다고 판단하여 직원들에게 실패에 대한 두려움 없이 도전할 것을 장려하고 있으나 직원들은 실패 후 얻게 되는 부정적인 결과물 때문에 실패를 꺼려한다. 본 연구에서는 실패의 이러한 부정적 영향력을 위협 경직성 이론으로 설명하며 위협 경직성을 줄이기 위한 맥락적 요인으로 상사지원을 분석한다. 실패 경험은 직원들의 자기효능감을 떨어뜨리고 부정적인 감정을 일으킴으로써 학습 행동을 가로막을 것이다. 즉, 자기효능감과 부정적인 감정은 실패 경험과 학습 행동의 관계를 매개할 것이다. 반면 상사지원은 이 실패와 학습행동의 부정적 관계를 약화시키는 조절 역할을 할 것이다. 가설을 검증하기 위해서 본 연구는 한국 IT 부품제조 기업의 직원들을 대상으로 데이터를 수집하였다. 우선 프로젝트의 성공 및 실패를 확인하기 위해서 회사의 성과관리시스템에서 데이터를 추출하였다. 또한 직원들의 태도와 행동을 측정하기 위해서 설문을 실시하여 총 419명의 자기보고식 응답결과를 수집하였다. Mplus 7.4로 구조방정식 모델을 검증한 결과, 자기효능감은 실패 경험과 학습 행동의 부정적 관계 사이에서 매개역할을 수행함을 확인하였다. 그러나 부정적인 감정의 매개역할 가설은 기각되었다. 상사지원은 실패경험과 자기효능감의 부정적인 관계를 약화시키고 자기효능감과 학습 행동의 긍정적 관계를 강화시키지만, 부정적 감정에서는 상사지원의 조절효과가 유의하지 않았다. 본 연구는 실패와 학습 행동간 관계를 위협 경직성 이론을 사용하여 실증했을 뿐 아니라, 실패로 인한 학습 행동의 위축을 완화하는 데 있어 상사의 지원적 역할이 중요함을 확인했다는 점에서 실무적 의의가 있다. 그러나 본 연구는 실패의 강도나 유형 등 실패의 특성을 고려하지 못했다는 한계점을 가지고 있다. 실패의 크기가 학습 행동에 미치는 영향력이 달라질 수 있으며 직접 경험한 실패보다 타인의 실패가 위협 경직성 강도가 낮기 때문에 직원의 학습 행동을 더욱 촉진할 수도 있을 것이다. 향후에는 이러한 실패의 특성을 고려한 연구가 필요하다. Even though some scholars and CEOs have praised the merits of failure in innovation, employees often experience failure as a threat and shrink away from learning new things. Relying upon discussions of threat rigidity and social support, this paper aimed to examine two research agendas. The first was to clarify the cognitive and affective mechanisms of threat rigidity after a failure experience, while the second was to explore how supervisory support would alleviate the negative rigidity process. Using multisource data composed of objective failure measures and self-reports from 419 engineers in a Korean manufacturing company, this study employed a structural equation modeling method with Mplus 7.4 to analyze a moderated mediation model. Analysis provided evidence that perception of self-efficacy mediated the path from failure to learning behaviors, while the negative affect path was not significant. Moreover, supervisory support was found to attenuate the path from failure to learning behaviors via self-efficacy. However, a moderating effect was not found in the case of negative affect. The present research enriched the threat rigidity view by incorporating views on social learning and social support. It also expanded the realm of social support studies by incorporating failure and learning for employees. In addition, the present research contributed to knowledge on failure by utilizing an individual’s objective measures. Practical implications include the importance of supervisors in managing employees who have undergone failure.