셀프리더십, 상사와 조직지원인식 및 조직몰입 간의 관계

The Relationships among Self-Leadership, Perceived Supervisory and Organizational Support, and Organizational Commitment: Focusing on Employees of Relocated Public Institutions

본 연구는 지방이전 공공기관 구성원을 대상으로 셀프리더십, 상사지원인식, 조직지원인식이 조직몰입에 어떠한 영향을 미치는지를 규명하고자 하였다. 또한 셀프리더십이 조직몰입에 미치는 영향에 대한 상사와 조직지원인식의 조절효과를 검증하고자 하였다. 이를 위해 울산지역으로 이전한 공공기관 구성원 450명에게 설문자료를 배포하고 이중 366부를 통계 분석한 결과는 다음과 같다. 첫째, 셀프리더십 중 행동전략, 자연적보상전략이 공공기관 구성원의 조직몰입에 유의미한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 상사 및 조직지원인식은 조직몰입에 유의미한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 상사 및 조직지원인식의 조절효과에 대한 분석 결과, 상사지원인식은 셀프리더십 중 건설적사고전략과 조직몰입의 관계에서, 조직지원인식은 행동전략 및 건설적사고전략과 조직몰입의 관계에서 유의한 조절효과가 나타났다.

The importance of human resources is on the gradual increase in today s corporate environment and the role of each organizational member as a leader is emphasized. The purpose of this study is to identify how self-leadership affected organizational commitment on members of relocated public institutions. It aimed to investigate the effects of perceived supervisory support and perceived organizational support, which are regarded as two factors significantly affecting organizational members behaviors and attitudes, on organizational commitment. For this purpose, questionnaires were distributed to 450 members of public institutions relocated in Ulsan and 336 copies were statistically analyzed. The results are as follows: First, the behavior-focused strategy and the natural reward strategy among the sub-factors of self-leadership significantly positively affected public institution members organizational commitment. Second, both perceived supervisory support and perceived organizational support significantly positively affected public institution members organizational commitment. Both perceived supervisory support and perceived organizational support were positively correlated with organizational commitment: the higher the former, the higher the latter. Third, as for the moderating effects of perceived supervisory support and perceived organizational support, both of them had moderating effects on the association between self-leadership and organizational commitment and those effects were only found between the constructive thought strategy among the sub-factors of self-leadership and perceived supervisory support, between the behavior-focused strategy and perceived organizational support, and between the constructive thought strategy and perceived organizational support. On the basis of these results, it is necessary to make public institutions more competitive through improvement in the culture of public organizations, which involves promotion of autonomy, so that members can exert self-leadership and implement a systematic strategy to reinforce self-leadership with the objective of improving organizational commitment, which is on the decrease due to relocation of public institutions.