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긍정심리자본의 선행요인에 관한 연구

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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.
Author(s)
김군홍
Issued Date
2013
Awarded Date
2013. 8
Type
Dissertation
URI
http://dcoll.jejunu.ac.kr/jsp/common/DcLoOrgPer.jsp?sItemId=000000006335
Alternative Author(s)
Kim, Kun Hong
Affiliation
제주대학교 경영대학원
Department
경영대학원 경영학과
Advisor
고부언
Table Of Contents
Ⅰ. 서 론
1. 연구의 필요성 1
2. 연구의 목적 3
3. 연구의 방법 5
4. 논문의 구성 6
Ⅱ. 이론적 배경
1. 긍정심리자본 7
1) 긍정심리자본의 개념 7
2) 긍정심리자본의 하위요소 10
3) 긍정심리자본의 연구동향 14
2. 긍정심리자본의 선행요인 20
1) 코칭리더십 20
2) 직무자율성 23
3) 학습목표성향 25
3. 긍정심리자본의 결과요인 26
1) 직무만족 27
2) 조직시민행동 29
Ⅲ. 연구의 설계
1. 연구 모형 31
2. 연구 가설 32
1) 코칭리더십과 긍정심리자본 간의 관계 32
2) 직무자율성과 긍정심리자본 간의 관계 32
3) 학습목표성향과 긍정심리자본 간의 관계 33
4) 긍정심리자본과 직무만족, 조직시민행동 간의 관계34
3. 변수의 조작적 정의 35
1) 긍정심리자본 35
2) 코칭리더십 36
3) 직무자율성 36
4) 학습목표성향 36
5) 직무만족 37
6) 조직시민행동 37
4. 연구 설계
1) 설문지 구성 38
2) 표본설계 39
3) 분석방법 39
Ⅳ. 실증 분석
1. 타당성 및 신뢰성 분석 40
1) 인구 통계적 분석 40
2) 타당성 분석 42
3) 신뢰성 분석 44
4) 기술적 통계 및 상관관계 분석 45
2. 연구 가설의 검증 46
1) 가설 검증 46
2) 추가 연구 : 긍정심리자본 매개효과 검증 58
Ⅴ. 결론
1. 연구결과 요약 및 시사점 67
2. 연구의 한계 및 향후 연구 방향 69
참고문헌 71
설문지 76
ABSTRACT 81
Degree
Master
Publisher
제주대학교 경영대학원
Citation
김군홍. (2013). 긍정심리자본의 선행요인에 관한 연구
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Graduate School of Business Administration > Business Administration
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