대기업 근로자의 긍정심리자본과 직무특성, 조직특성, CEO 변혁적 리더십의 관계 (The Relationship among Positive Psychological Capital, Job Characteristics, Organizational Characteristics and CEO Transformational Leadership of Large Corporation Employees)

서지정보

· 발행기관 : 한국농·산업교육학회
· 수록지 정보 : 농업교육과 인적자원개발 / 45권 / 3호 / 203 ~ 229페이지
· 저자명 : 류현주, 이찬

초록

이 연구의 목적은 대기업 근로자의 긍정심리자본과 직무특성, 조직특성, CEO의 변혁적 리더십의 관계를 구명하는 데 있었다. 연구의 모집단은 국내 대기업에 종사 중인 모든 근로자들이며, 코참비즈에서 제공하는 1000대 기업에 종사하는 근로자를 목표모집단으로 설정하였다. 조사도구는 긍정심리자본, 직무특성(기술다양성, 과업중요성, 과업정체성, 피드백, 자율성), 조직특성(조직학습지향성, 조직후원), CEO의 변혁적 리더십(카리스마, 이상적 영향, 영감적 동기화, 지적자극, 개별적 배려), 그리고 인구통계학적 특성 등으로 구성되었다. 자료수집은 37개 기업에 설문지 800부를 배포하여 총 427부를 최종 분석에 사용하였으며, 수집된 자료는 SPSS와 AMOS를 활용하여 확인적 요인분석 및 위계적 회귀분석을 통해 분석하였다. 연구결과, 인구통계학적 변인 중에서는 성별과 직급이 긍정심리자본에 유의미한 영향을 미치는 것으로 나타났으며 남성일수록 그리고 직급이 높을수록 긍정심리자본이 높아지는 것을 알 수 있었다. 직무특성, 조직특성, CEO 변혁적 리더십이 긍정심리자본에 미치는 영향을 검증한 결과 과업중요성, 피드백, 자율성, 과업정체성, 조직후원, 영감적동기화는 성별과 직급의 영향을 통제한 이후에도 긍정심리자본에 정적 영향을 미치고 있는 것으로 나타났으나, 기술다양성, 조직학습지향성, 카리스마, 이상적 영향, 지적자극, 개별적 배려는 유의미한 영향을 미치지 못하는 것으로 나타났다. 또한, 인구통계학적 변인과 독립변인 간 상호작용이 긍정심리자본에 미치는 영향을 검증한 결과 고용형태와 피드백, 성별과 카리스마의 상호작용 효과가 유의미한 것으로 나타났다. 이러한 결과를 토대로 학문적, 실무적 시사점과 향후 연구 과제를 본문에 제시하였다.

영어초록

The purpose of this study is to determine the relationship among PsyCap(Positive Psychological Capital), job characteristics and organizational characteristics of large-corporation employees. The population of this study is composed mainly of all the employees in large corporations. Using purposeful sampling technique, 800 corporate employees of 37 companies are taken as samples for the study. The Questionnaire is consist of a total of 87 questions divided into 6 sections such as PsyCap, job characteristics, transformational leadership, learning orientation, perceived organizational support, and demographic characteristics. The data are collected through mails and e-mails from the 8th of November to the 28th of November, 2011. A total of 468 out of 800 questionnaires are returned giving a return rate of 58.5%. 427 of which are used for analysis arriving on a valid data rate of 53.3% after data cleaning. The collected data is analyzed through SPSS 18.0 program for Windows. The significance level of statistics is set to 0.05.
Based on the findings of the study, the conclusions are as follows: First, results show that PsyCap of large-corporation employees is positively correlated with job characteristics. Task significance, feedback, autonomy, and task identity are prediction variables which explained PysCap significantly. Second, the PsyCap of large-corporation employees is positively correlated with organizational characteristics. Transformational leadership and perceived organizational support are prediction variables which explained PysCap significantly.
Based on the conclusions aforementioned, some recommendations for future researches are suggested. First, further research needs to investigate on the relationship between PsyCap and organizational characteristics including objective organizational characteristics such as size and location. Second, more variables which affects PsyCap should be taken into consideration as well. Last, further research also needs to investigate on the relationship between PsyCap and variables often studied in HRD area such as learning flow, learning motivation, and learning transfer.
In response to radical changes in business environment, companies are required to pursue persistent innovation. Factors such as customers' various needs, global competition, and shorter period of product life cycles are the primary reasons for companies to emphasize the importance of innovation. Many companies, therefore, introduce and implement tools for business innovation such as knowledge management and TQM. Many researchers also acknowledged the importance of business innovation and studied the relationship between knowledge management and innovation. Nevertheless, it is rare to find studies on the comprehensive relationships among knowledge management, TQM and business innovation.

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