긍정심리자본의 선행요인에 관한 연구

Abstract

Recently, in organizational environment, the main key words for sustainable development and growth is human resource. Today's organizations have the major issue of the matter how recruit the top talents and high potential individuals for organization's competitiveness and how train them to enrich the human recourses so that they seek various policies. Now, human resources development is not to simply develop their knowledge but make an effort to develop them effectively with truth of their practical value. Therefore, the developable positive psychology competencies of individuals that contribute to the performance of organization is needed to be considered deeply. This research investigated the effects of the coaching leadership, job characteristics and learning goal orientation as predictors of positive psychological capital of organizational individuals. To implement the empirical research, the survey is carried out to total 280 individuals of various organization in Jeju. This study performed multiple regression model analysis to test hypotheses. The finding are as follows: The first, the coaching leadership was positively related to the positive psychology capital. This result of this study identifies that coaching suggests that leadership works on positive psychology capital as a precedence factor such as transformational leadership, authentic leadership, empowering leadership demonstrated by previous empirical studies. Particularly, this result suggests that the training program for coaching capability in the leadership be more important. Secondly, job autonomy of the job characteristics has significant effect on positive psychology capital. Recently, in the organization, the role of the supervisor in point contact with customers is more to be important. Therefore, delegation of authority is needed for employees in contact point to perform proper their job with their belief. In this context, the result of this study that job autonomy affect positive psychology capital as a antecedent variables is considerably suggestive. Third, the result that high learning goal oriented employees has more high level of positive psychology capital suggests organization create a more learning atmosphere for its employees' continuos self-development and support them. Last, this study has a meaning that the academically unidentified relationship among variables is suggested, despite statistical analysis result that positive psychology capital works as a parameter on relationship among coaching leadership, job characteristics, learning goal orientation, job satisfaction, and OCB is needed more academical background. There are several limits of this paper in terms of followings in spite of such suggestions. Fist, there are limits of this study, independent and dependent variables are need to be more various and statistical analysis' result of the mediator effect suggested without theoretical consideration. Futhermore, the survey of this paper have common method variance And it is, also, a cross-sectional analysis. To overcome these limits, the future study is to expend precedent and result variables of positive psychology capital, especially, the potential ingredient as a element of the positive psychology capital is to be investigated and studied. It is also needed to deeply demonstrate and confirm the mediator effect of positive psychology capital on relationship among variables by structural equation analysis also with theoretical consideration. And the termination study is helpful to confirm the cause-and-effct relationship of this study.