사회지능과 주관적 경력성공의 관계에서 셀프 리더십의 매개효과

Abstract

This research conducted comprehensively 5 parts. First, there is argument that social intelligence is an antecedents of self-leadership. Second, social intelligence has an effect toward subjective career success. Third, self-leadership is proposed an impact variable toward subjective career success. Fourth, self-leadership as mediator is able to carry out the role in the relationship between social intelligence-subjective career success. Finally, there will be showed differential results between the Korean and the Chinese.

Research model

In particular, the data for analysis is consisted of the Korean and the Chinese. Accordingly, the questionnaire translated into Korean and Chinese, the process was as follows. Two Chinese students in graduate school took part in translation, a student translated the scales written Korean into Chinese, other student re-translated the questionnaire changed Chinese into Korean again. They compared with two scales each other and they repeated the process until they completely reached at a consensus. Next, the scales had a pilot test to Chinese who have stayed at and work in Jeju, and the translation was checked up by them. Finally, for the purpose of check-up, the scales translated into Chinese were sent a company, which located in Peking, and Korean sojourning employees and Korean-Chinese checked the questionnaire. The aim of this study is to conduct comparative study with Korean and Chinese in terms of social intelligence and subjective career success. To accomplish it, the size of sample selected with each 200 Korean and Chinese. In case of Chinese sample, the researcher stayed at Jeju international airport over a week in order to get data from Chinese travellers and to account for the purpose of this study. The data is composed of 189 Koreans, and 190 Chinese. The results are as follows. With regard to the Korean sample, Social intelligence partially affects self-leadership. In detail, social information process is positively related with all construct of self-leadership, while social skill has a significant effect with constructive thought pattern strategies. There is no significant evidence with social awareness. The hypothesis on SI-subjective career success was partially supported just in case of social information process and social skill. The casual relationships between self-leadership and subjective career success were all significant like the hypothesis. Finally, mediating effects were just meaningful by natural reward strategies and behavior focused strategies partially. In terms of the Chinese sample, social intelligence also partially affects self-leadership. To put it concretely, social information process is positively related with constructive thought pattern strategies and behavior focused strategies, social skill is supported just in the relation with constructive thought pattern strategies. What we need to think about this results carefully is that social intelligence have no effect to subjective career success. Self-leadership is better significant variables to subjective career success as enough constructive thought pattern strategies and natural reward strategies have an influence to it. Consequently, the mediating rolf of self-leadership is not significant. This study have some implication in academy and in practice. First, the role of social intelligence is different to the Korean and the Chinese. Practically, social intelligence is not a key player in subjective career success in the Chinese, while it is a weighty variable to Koreans. Academically, there is almost little literature on social intelligence in business from now on, by this study, future studies have a opportunity to expand the research area and are possible to provide a stimulus on social intelligence studies. Second, there is a cognitive gap to recognize social awareness to the research group. Social awareness is not significant in Koreans but the direction of coefficients in regression is positive, while the Chinese is negative. It is interesting findings by this study, because the orientation which people show a surprise is harmful for their subjective career success in Chinese. Third, self-leadership is proved an antecedent variable of subjective career success. There is no evidence to support the relation self-leadership and subjective career success in organizational psychology in Korea. At last, the mechanism is proved in social intelligence and subjective career success. In case of the Korean, self-leadership is partially mediated the relation SI-SCS, while the Chinese has no significant results in the mechanism.