멘토링은 기업에서 구성원의 성장과 개발을 위한 전략으로 회사에 대한 경험과 노하우를 가진 선배사원이 직접 후배사원을 지도하고 조언해주는 것으로, 조직에 있어서는 인재경쟁력을 확...
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https://www.riss.kr/link?id=T10841045
수원: 경기대학교, 2007
2007
한국어
596.81 판사항(4)
647.94 판사항(21)
경기도
xi, 159 p.; 26 cm
권말에 "설문지" 수록
참고문헌: p. 139-150
0
상세조회0
다운로드국문 초록 (Abstract)
멘토링은 기업에서 구성원의 성장과 개발을 위한 전략으로 회사에 대한 경험과 노하우를 가진 선배사원이 직접 후배사원을 지도하고 조언해주는 것으로, 조직에 있어서는 인재경쟁력을 확...
멘토링은 기업에서 구성원의 성장과 개발을 위한 전략으로 회사에 대한 경험과 노하우를 가진 선배사원이 직접 후배사원을 지도하고 조언해주는 것으로, 조직에 있어서는 인재경쟁력을 확보하고 유기체 조직을 구축하여 생산성을 향상시키는데 매우 효과적인 방법이며 동시에 멘토나 멘티 모두의 경력발전에 도움을 주는 제도이다. 하지만 이러한 멘토링의 중요성에도 불구하고 호텔기업의 경우 공식적인 멘토링 관계를 수행하고 있는 경우는 거의 없으며 단지 비공식적인 멘토링 관계만이 지속적으로 진행되고 있는 실정이다. 따라서 호텔기업을 대상으로 멘토링의 기능이 경력성공 및 태도에 어떠한 영향을 미치는지 연구를 수행함으로서 호텔기업이 멘토링 관계가 지닌 장점을 인정하고 공식적인 멘토링 프로그램을 호텔내에 도입하여 보다 효과적으로 종사원들을 관리하며 이들의 조직내 적응을 도와주고 종사원이 자신의 경력계획을 실현시킬 수 있도록 지원해 줄 수 있다는 것을 실증적으로 검증하고자 한다.
이를 위해 멘토가 제공하는 기능을 경력개발 기능, 심리사회적 기능, 역할모형 기능의 3가지로 분류하고 이 기능이 주관적 경력성공에 미치는 영향을 파악하고자 하며 또한 경력관리 결과변수 중에서 개념적으로나 실무적으로 매우 중요한 변수인 경력몰입에 어떠한 영향을 미치는지 실증적으로 분석하고자 한다. 더불어 멘토링의 기능을 인지하는 멘티가 멘토에 대해 어떠한 신뢰를 가지느냐에 따라 주관적 경력성공에 어떠한 영향을 미치는지 신뢰의 조절효과를 분석하고자 한다.
이러한 연구목적을 달성하기 위해 서울에 위치한 특1·2급 호텔에 종사하는 종사원을 대상으로 설문지 총 400부를 배포하여 365부를 회수하였으며 최종적으로 311부를 이용하여 분석을 실시하였으나 가설2-5까지는 멘토링의 기능이 경력태도에 미치는 영향관계를 검증하기 위한 것으로 311부중에서 멘토가 있다고 인지한 총 258부만을 가지고 본 연구의 분석에 이용하였다. 그리고 수집된 자료는 SPSS WIN 12.0 통계패키지를 이용하여 빈도분석, 요인분석, 신뢰도분석, 상관관계분석, 다중회귀분석, t-test, 조절회귀분석 등의 통계분석을 이용하여 가설을 검증하였다. 실증분석 결과 다음과 같은 연구결과가 도출되었다.
첫째, 멘토의 유무에 따른 주관적 경력성공과 경력몰입의 차이에 대한 가설을 검증한 결과 멘토가 있는 집단이 없는 집단보다 주관적 경력성공과 경력몰입이 높은 것으로 나타났다.
둘째, 멘토링의 기능과 주관적 경력성공 간의 관계에 대한 가설을 검증한 결과 멘토링의 기능과 경력만족에 있어서는 경력개발 기능과 심리사회적 기능에 대해 높게 지각할수록 경력만족이 높아지는 것으로 나타났으나 역할모형 기능은 통계적으로 유의한 차이가 없는 것으로 나타났으며 멘토링의 기능과 직무만족에 있어서는 경력개발 기능, 심리사회적 기능, 역할모형 기능에 대해 높게 지각할수록 직무만족이 높아진다는 것으로 나타났으며 그리고 멘토링의 기능과 고용가능성에 있어서는 경력개발 기능에 대해 높게 지각할수록 고용가능성이 높아진다는 것으로 나타났지만 심리사회적 기능과 역할모형 기능은 통계적으로 유의한 차이가 없는 것으로 나타났다.
셋째, 주관적 경력성공과 경력몰입 간의 관계에 대한 가설을 검증한 결과 경력만족, 직무만족, 고용가능성에 대해 높게 지각할수록 경력몰입이 높아진다는 것으로 나타났다.
넷째, 멘토링의 기능과 경력몰입 간의 관계에 대한 가설을 검증한 결과 경력개발 기능과 심리사회적 기능에 대해 높게 지각할수록 경력몰입이 높아지는 것으로 나타났으나 역할모형 기능은 통계적으로 유의한 차이가 없는 것으로 나타났다.
마지막으로 멘토링의 기능과 주관적 경력성공간의 신뢰의 조절효과에 대한 가설을 검증한 결과 멘토링의 기능 중 경력개발 기능만이 경력만족과 직무만족에 통계적으로 유의하게 나타났으며 심리사회적 기능과 역할모형 기능의 경우 이러한 상호작용 효과는 통계적으로 유의하게 나타나지 않았으며 신뢰에 따른 멘토링의 기능이 고용가능성에 미치는 영향의 경우 이러한 상호작용 효과는 통계적으로 유의하게 나타나지 않았다.
이러한 연구결과는 멘토링이 조직구성원들의 직무와 조직에 대한 긍정적인 태도형성과 능력향상 및 경력성공을 위한 방법으로 사용될 수 있음을 보여주는 것이다. 따라서 호텔기업에서는 공식적이며 체계적인 멘토링의 도입을 통해 종사원들이 자신의 경력 및 조직에 적응할 수 있는 환경을 조성하여야 할 것이다.
다국어 초록 (Multilingual Abstract)
Mentoring in company is a strategy for member's growth and development in that senior employee with advanced experience and knowledge on company advise to guide junior employee(protege), while mentoring in organization is an effective way in that it i...
Mentoring in company is a strategy for member's growth and development in that senior employee with advanced experience and knowledge on company advise to guide junior employee(protege), while mentoring in organization is an effective way in that it is to ensure talent competitiveness, to establish organic system and to improve productivity.
Therefore mentoring is an efficient institution helpful to both mentor and mentee. But in spite of the importance of this mentoring, there is nearly no one to carry out formal mentoring relationships. So far most of them barely continue to perform just informal mentoring relationships. Therefore this study was intended to investigate what influence mentoring functions had on career success and attitudes in hotel industry. It is thought that these findings enable hotel industry to recognize and admit strengths of mentoring relationships. Furthermore it was to verify an efficient system empirically in that it enables industry to manage employee effectively, while it enable employee to adjust themselves well to their organizations and to realize their career plannings.
As a result of factor analysis on mentoring functions, 3 factors of mentoring functions were extracted and named as career function, psycho-social function and role modeling function respectively. And then it was to find out what influence these functions had on subjective career success and also on career commitment which is very important variables among outcomes variables of career management conceptually and practically. In addition, it was intended to verify what influence these mentoring functions had on subjective career success through the moderating effects of trust which defined the degree of mentee recognizing mentoring functions trusting to mentor.
For these purposes data of this study were collected a survey, based on questionnaire, on employees worked in the first and second class hotel located in Seoul. It distributed 400 questionnaires, collected 365 questionnaires and used 311 questionnaires to analyze. A statistic software, SPSS Win 12.0 was operated to perform frequency analysis, reliability test, factor analysis, multiple regression analysis, t-test and moderated regression analysis and to verify research hypotheses. Results of the analysis were as follows.
First, as a result of verifying the difference between subjective career success and career commitment according to the existence of mentor, it showed that the have-groups were higher than the have-not groups in subjective career success and career commitment.
Second, as a result of testifying the relationships between mentoring functions and subjective career success, it indicated that the higher career development function and psycho-social function were perceived, the higher career satisfaction was in mentoring functions and career satisfaction, while it had insignificant difference statistically in role modeling function. And it also told that the higher career development function, psycho-social function and role modeling function were perceived, the higher job satisfaction was in mentoring functions and job satisfaction. It also identified that the higher career development was perceived, the higher employability was in mentoring functions and employability, but it had insignificant difference statistically in psycho-social function and role modeling function.
Third, as a result of verifying the relationships between subjective career success and career commitment, the higher career satisfaction, job satisfaction and employability were perceived, the higher career commitment was.
Fourth, as a result of analyzing the relationships between mentoring functions and career commitment, the higher career development function and psycho-social function were perceived, the higher career commitment was, while it had insignificant difference statistically in role modeling function.
Finally, in consequence of verifying the moderating effect of trust in relationships between mentoring functions and subjective career function, only career development function was significant in relationships with career satisfaction and job satisfaction. And such interactive effects were insignificant statistically in psycho-social function and role modeling function and also in the case that what influence mentoring functions had on employability moderating trust.
In conclusion, these findings has verified to suggest that mentoring is a effective way which enables to form positive attitudes on member's work and their organizations and then to heighten career enhancement and career success. Therefore it is necessary for hotel industry to introduce formal and systematic mentoring that create the environment which enable employees to adjust to their works and organizations.
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