직무특성과 서번트리더십 및 업무열의에 관한 연구 = An Empirical Study on the Relations among Job Characteristics, Servant Leadership and Work Engagement

다국어 초록 (Multilingual Abstract)

The purpose of this study is to examine the relationships among work engagement, job demands (i.e., emotional labor, workload), personal resource(i.e., self-efficacy) and team resource(i.e., servant leadership) based on the job demands and resource theory. More specifically, this research focus on the moderating effect of servant leadership at a team level variable, and on the effect of emotional labor, workload and self-efficacy to work engagement at a individual level variables using survey data from job career counselling service center outsourced by public and private organizations. The results were as followed. First, more aged, married job career counselors, who worked at non-Seoul, subcontracted by profit organization exhibit the more higher level of work engagement. Second, demanding aspect of work(i.e., emotional labor, workload) negatively influence to work engagement. Third, when job career counselors possess self-efficacy, they tend to exhibit work engagement increasingly. Fourth, the more counselling team leader exerted servant leadership, the more positive(+) regression effect of team member's self-efficiency on work engagement. These results suggest that individual unit MBO system emphasizing on the fair evaluation and result-based compensation are directly helpful to job career counselors’ work engagement, and servant leadership is also the complementary factors to increase job counselling team member's work engagement. Future research are needed to discern how extended contextual factors(e.g., HR practices, shared mental, team climate, team efficacy, group potency etc.) moderate the relationship among job demand and job resource, personal resource.

국문 초록 (Abstract)

글로벌화된 시장환경과 급속한 기술 변화는 기업들로 하여금 유연성, 혁신성과를 요구하고 있으며, 그에 따라 조직성과에 심리적 기초(micro-foundations)가 되고 있는 종업원들의 동기, 업무열의 및 조직몰입에 대한 관심이 증대되고 있다. 종업원들의 업무열의 형성 프로세스를 체계적으로 설명하기 위해 직무요구-자원이론(JD-R model)에서 직무요구특성과 직무자원간 상호작용 관계를 살펴볼 필요가 있는데, 아직까지 그에 관한 실증이 미흡한 상태다. 본 연구는 고용/인력개발센터에서 근무하는 직업상당사들을 대상으로 직무요구-자원이론에서 감정규제와 업무과부하가 요구되는 직무특성과 개인자원으로서 자기효능감의 조합과 업무열의의 관계와 이에 대하여 서번트리더십이 미치는 영향을 가설화 및 검정하였다. 분석결과, 첫째 비영리나 정부조직에 비해 민간기업 구성원들을 대상으로 직업상담을 하는 경우, 서울보다 수도권 및 지방 시·도 소재 고용/인력개발센터에서 근무하는 경우, 연령이 높은 상담사일수록, 그리고 미혼보다 기혼인 직업상담사인 경우, 업무열의가 더 높게 검정되었다. 둘째, 감정규제에 대한 요구가 많고 업무과부하가 심한 직무특성을 가질수록 상담사의 업무열의가 낮은 것으로 나타났다. 셋째, 개인자원으로서 높은 자기효능감을 가질수록 업무열의가 높게 형성되는 것으로 분석되었다. 넷째, 서번트리더십이 발휘되는(등장한) 상담팀일수록 자기효능감과 업무열의의 정(+)적인 회귀관계의 강도가 더 크게 나타났다. 이 분석결과는 상담사들이 감정규제와 업무과부하를 극복하고 업무열의를 형성하기 위해 개인자원으로 자기효능감이 필요한데, 먼저 자기효능감 강화는 (자유시장 원리에 따른) 개인성과 기반의 MBO 제도(이론)가, 다음으로 자기효능감을 이용한 업무열의의 효율적인 레버리징은 공동체 구축을 강조하는 서번트리더십(실천)이 요청된다는 점을 시사한다. 향후연구에서는 특정 직무상황에서 팀수준의 리더십과 조직의 인사제도 묶음을 함께 다룸으로써, 업무열의 형성 프로세스에 영향 미치는 리더십(실천)과 인사관리(제도 또는 이론)의 상호보완적 관계를 분석해 볼 필요가 있다.

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