Earticle

본 연구는 직업무용단 단원들이 지각하는 조직풍토와 권한부여가 조직효과성에 미 치는 영향을 실증적으로 파악하여 효율적인 인적자원 관리방법과 조직효과성을 향상 시키는 방안을 제시하는데 연구의 목적을 두었다. 이러한 연구목적을 달성하기 위해 전국의 국립․시립․도립 무용단에 근무하는 단 원들을 모집단으로 선정한 후 유의표집 방법을 통해 직업무용단원 237명을 표집하였다. 조사도구는 설문지를 사용하였다. 각 설문문항은 일반적 특성 7문항, 조직풍토 18 문항, 임파워먼트 14문항, 조직효과성 14문항 등 총 52문항으로 구성하였으며, 타당도와 신뢰도를 검사한 후 결과를 분석하였다. 수집된 자료 중 분석 가능한 자료를 SPSS 12.0 프로그램을 이용하여 독립표본 t 검정, 상관분석, 중다회귀분석 통계 방법을 이용하여 각 연구 문제를 해결하였다. 이상과 같은 방법으로 연구한 결과 다음과 같은 결론을 도출하였다. 첫째, 주연급이 조연급에 비해 권한부여가 많다고 인식하였으며, 조직만족과 조직 몰입도 높은 것으로 나타났다. 둘째, 조직풍토 및 권한부여, 조직효과성의 각 변인간에는 유의한 상관관계가 있다. 셋째, 직업무용단원들은 조직풍토 중 리더 특성과 직무특성이 긍정적일수록 권한부여가 높다고 인식하였다. 넷째, 조직풍토의 하위변인 중 동료관계특성과 리더특성, 직무특성은 직무만족에 유의한 영향을 미치나, 조직풍토는 직무몰입에는 통계적으로 유의한 영향을 미치지 않는다. 다섯째, 조직풍토와 권한부여를 일괄투입한 후 조직효과성을 살펴본 결과 조직풍토 중 동료관계특성과 권한부여 중 의미성이 직무만족에 유의한 영향을 미친다. 그러나 조직풍토는 직무몰입에 유의한 영향을 미치지 않았으며, 권한부여 중 영향력이 유의 한 영향을 미친다. 이상과 같은 결과를 토대로 할 때 무용단의 조직의 효과성을 높이기 위해서는 무용 단원들에게 권한부여를 느끼게 해주는 것이 필요하다. 즉 무용단원들에게 무용단에 소속된 목적과 목표 그리고 개인의 자아실현에 대한 의미를 강하게 부여해 주어야 할 것이다. 그리고 무용단의 단원들간의 대화와 업무협조를 통한 인간적인 관계가 강화 될 수 있도록 해야 한다. 즉 직업무용단의 단장은 수직적 조직구조보다는 수평적 조직 구조의 유연성을 가질 때, 무용단의 조직 효과성은 높아지리라 사료된다.

The specific issues of this study are as follow. First, is to identify the relationship between the organizational climate recognized by the members of cityㆍlprovince dance troupes and the empowerment as well as the organizational effectiveness. In detail, the study aims to analyze the effects of organizational climate on organizational effectiveness through empowerment and to propose the measures for the development of the dance troupes and how to strategically utilize the results. The results are as follow. Multiple regression analysis was used to examine the influence of each variable of organizational climate and empowerment on the organizational effectiveness. For the independent variables, the sub-factors of organizational climate, which are characteristics of peer relationship, organization, leaders and tasks as well as the sub-factors of empowerment, which are significance, capability, influence and self-decisiveness were entered. The influence of the sub-factors of dependent variable, organizational effective, which are the job satisfaction and job involvement were identified. As the table below demonstrates, only the characteristics of peer relationship among the sub-factors of organizational climate significantly affected the job satisfaction and significance and capability affected job satisfaction as well among the sub-factors of empowerment. This indicates that the job satisfaction gets higher as the members' recognition on characteristics of peer relationship, significance and capability gets stronger. Also, only the characteristics of leaders among the sub-factors of organizational climate significantly affected the job involvement and significance affected job satisfaction as well among the sub-factors of empowerment. This indicates that the job involvement gets higher as the members' recognition on leader characteristics and significance gets stronger.

본 연구의 목적은 유치원 교사의 잡 크래프팅과 조직풍토, 수업 자율성 및 교수몰입 간의 구조적 관계를 밝히는 데 있었다. 수도권에 소재한 공ㆍ사립유치원에 재직 중인 교사 565명 을 대상으로 설문조사를 통해 자료를 수집하고 구조방정식 모형 분석을 실시하였다. 연구결 과, 유치원 교사의 잡 크래프팅(과업, 인지, 관계)은 조직풍토와 교수몰입을 완전매개 하였고, 수업 자율성과 교수몰입을 부분매개 하였다. 즉, 유치원의 조직풍토는 잡 크래프팅을 통해 교 수몰입에 정적영향을 미쳤으며, 유치원 교사의 수업 자율성은 교수몰입에 직접적인 정적영향 을 미침은 물론 잡 크래프팅을 통해 교수몰입에 간접적인 정적영향을 미쳤다. 이러한 결과는 유치원 교사의 잡 크래프팅이 조직풍토와 수업 자율성에 영향을 받고 교수몰입에 긍정적 영 향을 미치는 중요한 매개변인임을 의미한다. 본 연구는 유치원 교사의 잡 크래프팅 수행을 밝힌 실증적 연구로 교육맥락에서 유치원 교사들이 다양하게 실천할 수 있는 긍정적 업무행 동을 파악하고, 이를 촉진할 수 있는 조직적 차원의 역할을 밝혀낸 데 의의가 있다.

The purpose of this study was to examine structural relationships among job crafting, organizational climate, autonomy related to teaching, and teaching flow of kindergarten teachers. This study was conducted with 565 kindergarten teachers working in the Seoul metropolitan area completed survey questionnaires, and the data were analyzed through structural equation modeling. The result of the study were as follows. The kindergarten teachers’ job crafting (tasks, cognition, and relational) fully mediated the relationship between organizational climate and teaching flow and partially mediated the relationship between autonomy related to teaching and teaching flow. That is, the organizational climate of the kindergarten had a positive effect on teaching flow via job crafting, and kindergarten teachers’ autonomy related to teaching had both a direct and an indirect positive effect via job crafting on teaching flow. These results suggest that kindergarten teachers’ job crafting is an important mediating variable that is influenced by organizational climate and autonomy related to teaching and influences teaching flow positively. As a empirical study on kindergarten teachers’ job crafting performance, this study has major implications for understanding kindergarten teachers’ positive work behaviors in educational contexts and the facilitative roles of the organization.

본 연구는 조직 구성원의 고성과 작업시스템 인식이 구성원의 맥락성과에 미치는 영향과 조직풍토의 조절효과 에 대해 검증하고자 하였다. 이를 위하여 A 공공기관의 근로자 250명을 대상으로 설문지를 배부하고 회수된 설문지 중에 유효한 응답을 한 226부를 연구에 활용하였다. 분석결과 고성과 작업시스템 인식과 구성원의 맥락성 과 간에 유의한 정(+)의 관계가 있음을 확인하였으며, 이들 변수 간의 관계에서 직무, 리더, 동료 등 조직특성을 고려한 조직풍토가 긍정적인 관계를 더욱 강화하는 조절효과를 가지는 것으로 나타났다. 본 연구의 결과와 시사 점은 다음과 같다. 고성과 작업시스템은 동료 간의 대인관계를 촉진하는 맥락성과의 달성에도 영향을 미치는 것으로 나타났다. 기존 연구들은 근로자의 지식, 기술, 능력 등을 직접적으로 향상시켜 조직성과에 기여한다는 연구가 주를 이루었으나 본 연구 결과에 따라 인적자본 간의 프로세스를 개선하는 효과를 갖고 있음을 시사한다. 또한 조직풍토가 고성과 작업시스템 인식과 맥락성과의 관계를 정(+)적으로 강화하고 있는데, 이는 조직이 도입 하는 인사제도가 구성원의 인식에 영향을 미쳐 성과를 지원한다는 기존 선행연구를 지지한다는 것을 의미한다.

This study was intended to identify the effect of the perceived high performance work system(HPWS) on the contextual performance and the moderate effect of organizational climate. The survey was distributed and retrieved by 250 workers at public organization. Finally 226 effective questionnaires were utilized in the study. The analysis confirmed that there is a significant positive relationship between the perception of HPWS and contextual performance. In addition, in the relationship between these variables, the organizational climate, which takes into account organizational characteristics such as job, leader, and colleague, has a moderate effect that further strengthens the positive relationship. The implications of this study are as follows. First, it has been shown that the perception of HPWS affect the achievement of contextual performance that promotes interpersonal relationships between colleagues. Existing studies have mainly shown that workers contribute to organizational performance by directly improving their knowledge, skills, and abilities, but the results of this study suggest that processes between human capital have the effect of improving. Also, the organizational climate is positively strengthening the relationship between the perception of HPWS and contextual performance, whichi means that the HRM system implemented by the organization affects the perception of organizational members and supports their performance.

Purpose: The purpose of this study was to identify the relationship of the school organizational climate with perceived discrimination and the workplace violence among school health teachers. Methods: The research design was a cross-sectional study. The subjects of the study were 350 school health teachers with more than one year of teaching experience. Data were collected online using a questionnaire. Research variables are general characteristics, organizational climate, perceived discrimination, and workplace violence. The relationship between organizational climate and perceived discrimination and the relationship between organizational climate and workplace violence were analyzed using regression analysis. Results: The score for organizational climate of health teachers was 3.10 out of 5 points, the score for perceived discrimination was 2.85 out of 5 points, and the experience rate of workplace violence was 16.9%. School organizational climate was related to both workplace violence and perceived discrimination. The subcomponents of organizational climate affecting perceived discrimination of health teachers were interrelationship and the level of compensation. The subcomponents of organizational climate affecting workplace violence of health teachers were interrelationship and autonomy. Conclusion: The improvement of the school's organizational climate can reduce the level of workplace violence and discrimination against health teachers. It is important to establish an appropriate evaluation system for health teachers and to recognize the role and expertise of health teachers. In addition, it is necessary for school administraters to actively support health teahcers and to create an organizational climate where they can be friendly and communicative.

To mitigate climate change, emissions control enterprises need to innovate to strike a balance between corporate economics and the environment. Businesses are the mainstay of innovation in the marketplace, but innovation has its roots in employees, and the ability of employees to effectively implement individual innovative behavioral activities within the organization is an essential factor affecting a business's ability to innovate. Then how to promote employee's innovative behavior in emissions control enterprises? Research has shown that a positive climate for organizational innovation stimulates employee creativity, encouraging them to introduce fresh ideas and solutions to problems. Organizational commitment can increase employees' sense of belonging and identity and motivate them to contribute to the organization's growth. Psychological empowerment can increase employee autonomy and decision-making power, demonstrate creativity and initiative, and make them more willing to introduce fresh ideas and try different approaches. To promote the low-carbon development of China's emissions control enterprises and improve the innovation behavior of their employees. The study intends to provide practical policies and practical recommendations for improving employee innovation behavior, while providing some references for related industries. To this end, a total of 607 effective questionnaires were collected from emissions controls enterprises' employees in China. SPSS 26.0 and AMOS 24.0 were used for confirmation reliability analysis, exploratory factor analysis, confirmation factor analysis, path analysis and mediation effect analysis. The results show the organizational innovation climate of Chinese emission control enterprises has a positive (+) effect on employee innovation behavior; organizational commitment and psychological empowerment have a positive (+) effect on employee innovation behavior. In an organizational innovation climate, organizational commitment and psychological empowerment have a moderating effect on employee innovative behavior.

While organizations are making a considerable effort to leverage formal and informal control mechanisms (e.g., policies, procedures, organizational culture) to improve security, their impact and effectiveness is under scrutiny as employees seldom comply with information security procedures. Drawing upon Griffin and Neal's safety climate and performance model, we develop an information security climate model of security policy compliance. With 581 responses collected through a survey of IT users in South Korea, the results strongly support the fundamental proposition that the information security climate has significant positive influence on the intention of the security policy compliance. The study also reveals that the security climate nurtures the employee’s organizational commitment, which in turn shapes favorable attitude towards the compliance of information security and controls the perceived cost of security compliance at the same time. Overall, the findings support our view that various organizational efforts towards information security collectively create the fertile environment where an organizational member is transformed from a security threat to a security asset.

최근 정부는 안전사고 감소를 위한 제도적 기반을 마련하고 있으나 산업재해자와 사회적 손실 비용은 증가하고 있다. 또한 군에 안전사고는 재산 피해와 인명 손실을 초래하여 비전투손실은 물론 대군 불신과 전투력 저하로 이어져 안전에 관한 관심과 관련 연구가 필요하다. 이에 본 연구의 목적은 특수전부대의 안전풍토가 조직효과성에 미치는 영향을 실증분석하는 것이다. 본 연구의 결과는 다음 과 같다. 안전풍토가 복무만족과 조직몰입에 미치는 영향을 연구한 결과, 안전풍토의 하위변수 중 안전에 대한 개입, 안전 의사소통, 물리적 환경과 작업위험의 평가, 안전교육, 안전에 대한 동료들의 지원 환경, 안전에 대한 감독자의 지원 환경, 안전작업 유능감, 안전규칙과 절차가 조직효과성에 영향을 미치는 것으로 나타났다. 그러나 편의주의에 의한 작업압력과 부대원의 관여수준은 조직효과 성에 영향을 미치지 않은 것으로 확인되었다.

Recently, the government has laid an institutional foundation for reducing safety accidents, but the cost of industrial accidents and social losses is increasing. In addition, safety accidents in the military cause property damage and loss of lives, leading to non-combat losses, as well as distrust of the military and reduced combat power, requiring attention and related research on safety. Therefore, the purpose of this study is to empirically analyze the effect of the safety climate of special warfare forces on organizational effectiveness. The results of this study are as follows. The effects of safety climate on organizational effectiveness were studied and found that safety intervention, safety communication, safety education, physical environment and work risk assessment, safety supervisor's supportive environment, safety work competence, and safety rules and procedures affect organizational effect. However, it was confirmed that the work pressure caused by convenienceism and the level of involvement of the unit members did not affect the organizational effectiveness.

Even before the global pandemic (COVID-19), the air passenger transportation industry needed a new operating paradigm due to intensifying competition. In order to face newmarket entrants such as low-cost carriers (LCCs), and competitive strategies to expand visibility in the passenger transportation market airlines. Innovative service strategy has been implemented in various ways to attract customers in the air transportation field. Even after the global pandemic (COVID-19), by replacing the economic difficulties caused by the travel ban in each country and the sharp drop in private sector tourists with cargo transportation in the passenger transportation sector, we respond to the global aviation crisis and prepare for normal tourismactivation to revise the operating strategy to has been responding to global crises. Accordingly, the need for a new business management strategy for the competitive landscape and management efficiency is being strongly raised among airline and passenger transport companies. The core of this strategy of domestic airlines is trying to change in an effective dimension, such as revitalization of re-purchase through strength customer service. Accordingly, the need for a new human resource management strategy for flight cabin crew, who is the highest point of contact for customer service, has also emerged. Flight Attendent members have high self-esteemcompared to other occupations. The service of flight attendants can be said to be a dual-role job structure, such as high-level customer service and a role as an in-flight safety manager. However, despite showing such high self-esteem, the turnover rate of flight attendants is higher than in other occupational groups. Prior studies on the duties of Flight Attendent members have been mainly focused on job duties, such as the nature of the job itself and negative attitudes. Flight attendants can be said to be the core human resources for the performance of flight duties, and it can be said that they are the best core personnel that bring profits to the airline. Direct research on the turnover intentions of these key talents is very rare. Considering the characteristics of flight service, one of the duties that requires a very clear and quick ethical judgment is the group job attribute of flight attendants. Airline companies are beginning to emerge very quickly as to the need for a positive job recognition for their job emotions. In this study, the effect of occupational vocation perceived by flight attendants, which airlines consider as the subject of service strategy to copewith global competition, on organizational satisfaction and turnover intention, and themoderating effect of the ethical climatewere investigated. FromSeptember 29 toOctober 11, 2022, 205 questionnaires were distributed and 165 of them were recovered. Of these, 9 insincere responses that were contrary to the purpose of the study were removed, and 156 were finally used (76.09%). As a result of the empirical analysis, it was found that the sense of job calling had an effect on organizational satisfaction (+) and turnover intention (-), and was regulated by the ethical climate. Despite the importance of flight attendants' job calling and ethical climate, they are being treated somewhat neglected in terms of management and operation. Airline Flight Attendent newly define the right identity for their job through a sense of occupation that their job will help many people in the process of safe and happy travel and have a positive effect on their lives through this. It has been proven that it will form a positive attitude that occupation is the most important area, and it has been confirmed that the formation of positive work emotions of positive organizational members in terms of human resource management of airlines contributes to the achievement of organizational performance alongwith an ethical climate.

본 연구는 특수교사가 지각한 학교조직풍토의 유형을 잠재프로파일 분석을 통해 규명하고, 각 프로파일에 따라 교사 소진의 평균에 차이가 있는지 Mplus 3단계 접근법을 이용해 검증하고자 하였다. 이를 위해 특수교사 312명의 자료를 분석하였다. 주요 연구 결과는 다음과 같다. 특수교사가 지각한 학교조직풍토의 잠재프로파일은 5개의 집단이 적절한 것으로 나타났다. 이들은 관료지향이 높고 인간지향이 낮은 ‘폐쇄적 집단’, 방관이 높고 친교/헌신/목표지향이 낮은 ‘방임적 집단’, 모든 풍토가 중간 수준인 ‘평균 집단’, 친교/헌신은 높으나 인간지향이 낮은 ‘통제적 집단’, 마지막으로 인간지향은 높고 관료지향/방관이 낮은 ‘자율적 집단’으로 구분되었다. 5개 집단의 교사 소진 차이를 살펴보기 위해 교사 소진을 보조변수(distal auxiliary variable)로 설정하고 분석한 결과, 전체 소진 및 3개 하위요인(정서적 고갈, 비인간화, 무능감) 모두에서 폐쇄적 집단이 가장 높은 점수를, 자율적 집단이 가장 낮은 점수를 보였다. 이상의 연구 결과를 토대로 특수교사 소진과 학교조직풍토에 대한 시사점이 논의되었고, 후속연구를 위한 제언이 이루어졌다.

This study was conducted to identify how special education teachers perceive their school’s organizational climate through latent profile analysis performed using Mplus, and determine whether there was a difference in the average teacher burnout rate between perception groups using three-step approaches. The participants were 312 special education teachers. The perception groups were identified as ‘closed’, ‘laissez-faire’, ‘average’, ‘controlled’, and ‘autonomous.’ The groups had different teacher burnout rates. The closed group had the highest rate, while the autonomous group had the lowest. This paper discusses the implications of these results for special education teacher burnout and school organizational climate, and suggests ideas for future studies.

Purpose: The purpose of this study was to determine the effect of needs for professional development and organizational climate on organizational socialization of clinical nurses. A cross?sectional analysis were performed to assess the factors affecting organizational socialization. Methods: The data used in this study were obtained from clinical nurses who were employed in a hospital (N=606). Using multiple regression, we tested variables to assess their effects on organizational socialization in this sample. The data were analyzed using descriptive test, t?test, ANOVA, Pearson correlation coefficiency and stepwise multivariate regression. SPSS 17.0 program was utilized for data analysis. Results: The mean scores of organizational socialization, needs for professional development and organizational climate were statistically differed by career ladder, educational level and position. Organizational socialization had significant positive correlations with the needs for professional development (r=.332, p<.01) and organizational climate (r=.523, p<.01). Those variables including career ladder explained 33.4% of organizational socialization. Conclusion: Our findings indicate that organizational socialization of clinical nurses could be enhanced by meeting the needs for professional development and organizational climate. Developing innovative educations for encouraging clinical nurses' carrier development and creating a positive organizational climate are mandated for clinical nurses to have constructive organizational socialization.

본 연구는 지역사회복지관에 근무하는 사회복지사들의 자원연계기술에 지역사회복지관 조직풍토가 미치는 영향을 확인하고, 이들의 관계에서 성찰적 사고의 매개효과를 검증하고자 하였다. 이를 위해 지역사회복지관의 조직풍토, 자원연계 기술, 성찰적 사고에 대한 선행연구를 토대로 연구모형을 설정하여 매개효과를 검증하였다. 본 연구의 대상은 부산광역시 소재의 종합사회복지관, 노인복지관, 장애인복지관 전수를 대상으로 이들 기관에 근무하는 사회복지사들을 대상으로 하였다. 자료수집은 우편설문조사방법으로 실시하였고, 526명의 자료를 최종분석에 활용하였다. 주요연구결과는 다음과 같다. 첫째, 지역사회복지관의 조직풍토는 사회복지사의 자원연계기술에 통계적으로 유의미한 정적 영향을 미치는 것으로 나타났다. 즉, 사회복지사들이 조직풍토에 대해 긍정적으로 인식할수록 자원연계기술의 활용정도가 증가함을 의미한다. 둘째, 지역사회복지관의 조직풍토와 사회복지사의 자원연계기술과의 관계에서 성찰적 사고의 매개효과는 통계적으로 유의한 것으로 나타났다. 연구결과를 토대로 지역사회복지관 사회복지사들의 자원연계기술향상과 성찰적 사고의 실천적 방안들을 제언하고, 실천적 함의 및 추후연구과제에 대해 제시하였다

The purpose of this study is to examine the impact of organizational climate on the resource linking skills of social workers working in community welfare centers as well as the mediating effects of reflective thinking in these relationships. To test the mediating effects, we set up a research model based on previous studies on the organizational climate, resource linkage skills, and reflective thinking of social workers. The subjects of this study were social workers in community welfare centers in the Busan metropolitan city. Data were collected using mail surveys, and data from 526 respondents were used for the final analysis. The main results are as follows. First, the organizational climate of community welfare centers has a statistically significant impact on social workers’ resource linkage skills. In other words, the more the social workers recognize positively about the organizational climate, the more the utilization of resource linkage skills increases. Second, reflective thinking has a mediating effect in the relationship between the organizational climate and resource linkage skills of social workers in community welfare centers. Based on the study results, practical suggestions for improved resource linkage skills and reflective thinking of social workers in community welfare centers were suggested, and practical implications and future research were discussed.

이 연구는 사회복지관에 근무하는 사회복지사의 응답을 중심으로 창의적 조직풍토 척도의 타당도 근거를 제시하는데 연구목적이 있다. 연구목적을 달성하기 위해 부산에 있는 종합사회복지관, 노인복지관, 장애인복지관에 근무하는사회복지사 858명의 자료를 분석하였다. jamovi 2.3.13 통계소프트웨어를 활용하여 라쉬 평정척도모형 분석과 탐색적요인분석을 시행하였다. 분석결과, 창의적 조직풍토 척도는 일차원성 가정과 지역독립성 가정을 충족하는 것으로나타났다. 척도의 Cronbach’s α는 .932, McDonald’s ω는 .933으로 나타나 척도의 신뢰도는 높았다. 그리고 93.5%의 정밀도로 연구참여자의 동의능력 수준을 추정하여 측정도구의 안정성이 높음을 알 수 있었다. 문항적합도, 문항곤란도, 5점 응답범주 역시 적절하였으며, 응답자의 동의능력 추정치와 문항곤란도의 분포(Wright Map)는 어느정도 일치하였다. 사회복지관의 유형에 따른 차별기능문항 분석결과, 2개 문항에서 문항편파성이 존재함을 알 수 있었다. 둘째, 탐색적 요인분석 결과, 선행연구와 동일하게 7요인이 추출되었다. 마지막으로, 관료적 조직풍토, 조직혁신성척도와의 관련성을 살펴본 결과, 준거타당도 역시 확보됨을 알 수 있었다. 이러한 결과는 창의적 조직풍토 관련 후속연구자들에게 유용한 정보를 제공해 줄 것으로 기대된다.

The purpose of this study is to examine the measurement characteristics of a scale for assessing the creative organizational climate based on the responses of social workers at community welfare centers in order to provide a basis for the validity of the scale. To this end, the data of 858 social workers who are employed at community welfare centers, senior welfare centers, and community centers for people with disabilities located in Busan was analyzed using the Jamovi 2.3.13 statistical software through Rasch Rating Scale Model and Exploratory factor analysis. The analysis results are as follows: the scale was found to satisfy the assumption of unidimensionality and local independence. With Cronbach’s α 0.932 and McDonald’s ω 0.933, the reliability of the scale was high. As a result of the Rasch Rating Scale Model analysis, 22 items for assessing the creative organizational climate estimated the level of consent of the research participants with 93.2% precision. Item fit, item difficulty, and response categories were appropriate, and the estimate levels of the ability of individual respondents and the distribution of item difficulty (Wright Map) were generally consistent. As a result of analyzing the differential item functioning (DIF) according to the type of social welfare center, it was found that item bias existed in two items. Second, as a result of exploratory factor analysis, 7 factors were extracted as in previous studies. Finally, as a result of examining the correlation with the bureaucratic organizational climate and organizational innovation scale, it was found that criterion validity was also confirmed. The results of this study are expected to provide useful information for follow-up researchers in assessing the creative organizational climate.

본 연구는 한국형 직무스트레스 요인 중 직무과부하와 비합리적인 조직문화가 정서적 소진에 미치는 영향에 대해서 살펴보고, 이 관계에서 일과의 심리적 분리 변인이 매개효과를 보이는지를 검증하였다. 일과의 심리적 분리란 직무 시간 이외에는 일과 관련된 생각과 활동을 하지 않는 것으로써, 손상된 심리적 자원의 회복에 정적인 영향을 미치는 것으로 알려져 있다. 본 연구를 위해 다양한 직종의 근로자 234명으로부터 자료를 수집하였고, 가설 검증을 위해 위계적 회귀분석을 실시하였다. 연구 결과 직무과부하와 비합리적인 조직문화는 정서적 소진에 정적인 영향을 미치는 것으로 나타났다. 또한 직무과부하와 비합리적인 조직문화가 정서소진에 미치는 영향에 대해 일과의 심리적 분리가 부분 매개하는 것을 확인할 수 있었다. 즉, 직무과부하와 비합리적인 조직문화에 대한 스트레스가 높을수록 일과의 심리적 분리의 수준은 낮아지고 이는 결과적으로 높은 수준의 정서적 소진을 예측하는 것으로 나타났다. 따라서 기업들은 조직원들의 정서적 소진을 예방하기 위해 직무시간 이외의 시간에는 조직원들이 일과 심리적으로 분리할 수 있도록 많은 지원과 노력을 기울여야 할 것이다.

The purpose of the present study was to examine whether work overload and unreasonable organizational climate have significant relationship with emotional exhaustion. The present study also attempted to find out whether psychological detachment has mediating effects on the relationship. Psychological detachment refers to an individual's experience of being mentally away from work, to make a pause in thinking about work-related issues, thus to “switch off”. Previous research has suggested that psychological detachment from work during off-job time is important in order to recover from stress encountered at the job. Data were collected from 234 workers employed in a variety of organizations. It was found that work overload and unreasonable organizational climate were significantly associated with low psychological detachment and high emotional exhaustion. In addition, psychological detachment had mediating effects on the relationship of work overload and unreasonable organizational climate to emotional exhaustion.

Purpose: The purpose of this study was to investigate the relationship between drug dosage calculation error prevention competence and medication safety organizational climate. Methods: We surveyed 207 nurses from 15hospitals. An assessment survey was designed to assess the medication safety organizational climate which consisted of four subcategories including medication safety cultures, medication safety initiatives, medication error communication, and medication error management competence. The drug dosage calculation error prevention competence contains two subcategories; Dosage calculation habits and ability. The data were collected from July to August 2011. Descriptive statistics, t-test, ANOVA, partial Pearson correlation coefficient, canonical correlation were used. Results: Organizational climate was related to dosage calculation error prevention competence with two significant canonical variables. The first canonical correlation coefficient was .53 (Wilks' λ=0.71, df=8, p<.001)and that of the second was .21 (Wilks' λ=0.96, df=3, p= .027). The first variate indicated higher perception of medication safety cultures, safety initiatives, error communication and error management competence were related to better dosage calculation habits. The second variate showed higher perception of medication safety cultures and lower medication error management competence were related to higher calculation ability. Conclusion:Continuous supporting strategies for medication safety organizational climate should be implemented to improve drug dosage calculation habits.

본 연구의 목적은 첫째, 주도적 성격이 학습목표지향성과 창의적 행동에 미치는 영향을 살펴보고, 둘째, 학습목표지향성이 주도적 성격과 창의적 행동 간의 관계를 매개하는지를 검증하고, 셋째, 주도적 성격이 학습목표지향성에 미치는 영향에 있어서 창의적 자기효능감의 조절 효과를 검증하고, 마지막으로, 학습목표지향성이 창의적 행동에 미치는 영향에 있어서 조직의 창의적 풍토와 창의성에 대한 상사의 지원의 조절효과를 검증하는 데 있다. 이를 위해 국내 기업에 근무하는 종업원 330명을 대상으로 설문조사를 실시하여 주도적 성격, 학습목표지향성, 창의적 자기효능감, 조직의 창의적 풍토, 창의성에 대한 상사의 지원에 대한 자료를 얻었다. 공통방법편파에 의한 결과의 왜곡을 방지하기 위하여 창의적 행동은 조사대상자들이 직접 응답하지 않고 그들과 함께 근무하는 타인이 평정하였다. 연구 결과, 주도적 성격이 창의적 행동에 미치는 영향에 있어서 학습목표지향성이 매개효과를 가지는 것으로 나타났다. 또한 창의적 자기효능감은 주도적 성격과 학습목표지향성의 관계를 조절하였으며, 조직의 창의적 풍토는 학습목표지향성과 창의적 행동 간의 관계를 조절하는 것으로 나타났다. 마지막으로, 창의적 행동에 대한 상사의 지원은 학습목표지향성과 창의적 행동 간의 관계를 조절하는 것으로 밝혀졌다. 이러한 연구 결과를 토대로 연구의 시사점, 제한점 및 앞으로의 연구과제에 대해 논의하였다.

The purposes of this study were to examine the influence of proactive personality on creative behavior, the mediating effect of learning goal orientation in the relationship between proactive personality and creative behavior, the moderating effect of creative self-efficacy in the relationship between proactive personality and learning goal orientation, the moderating effects of organizational creative climate and supervisor support for creativity in the relationship between learning goal orientation and creative behavior. Data were gathered from 330 employees who were working in one organization in Korea. To reduce the effect from the common method bias, the creative behavior was rated by others(three hundred and thirty peers, subordinates, and supervisors). As a result, learning goal orientation partially mediated the relationships between proactive personality and creative behavior. Creative self-efficacy moderated the relationship between proactive personality and learning goal orientation. Organizational creative climate moderated the relationship between learning goal orientation and creative behavior. Also supervisor support for creativity had a moderating effect between learning goal orientation and creative behavior. Finally, implication of results and future research tasks were discussed with limitations.

본 연구는 최근 사회적인 문제가 되고 있는 직장 내 괴롭힘에 주목하여, 개인적 요인인 특성분노, 사회적 회피가 직장 내 괴롭힘을 예측하는 관계를 조직 분위기(의사소통 분위기, 사회적 분위기)가 조절하는지 살펴보았다. 이를 위해 서울 경기 지역 중소기업, 대기업 사무직 207명(남자: 115명, 여자: 92명)의 설문자료를 분석하였다. 위계적 회귀분석 결과, 특성분노는 조직의 사회적 분위기가 나쁠 때에만 남자의 직장 내 괴롭힘 피해를 정적으로 예측하였으며, 사회적 회피는 직장 내 의사소통 분위기가 좋을 때에만 남자의 직장 내 괴롭힘 피해를 높이는 것으로 나타났다. 여자의 경우, 이러한 조절효과는 나타나지 않았다. 특성분노는 의사소통 분위기를 변인으로 투입한 경우에만 여자의 직장 내 괴롭힘 피해를 일관되게 예측하였으며, 사회적 회피는 모든 경우에 여자의 직장 내 괴롭힘 피해와 관련이 없었다. 다만, 의사소통 분위기와 사회적 분위기가 좋지 않은 것은 그 자체로 여자의 직장 내 괴롭힘 피해를 증가시키는 것으로 나타났다. 마지막으로, 본 연구의 결과를 바탕으로 직장 내 괴롭힘의 예방과 개입에의 시사점을 논의하였다.

Workplace bullying is becoming one of social issues. The aim of the present study was to investigate whether the contextual variables(communication climate, social climate) moderate the relations between the individual variables(trait anger, social avoidance) and workplace bullying victimization. The self-report data of 207 office workers(115 men, 92 women) in Seoul and Gyeonggi-do was analyzed. The results of hierarchical regression indicate that trait anger positively predicted men’s workplace bullying victimization only when social climate is bad. Social avoidance positively predicted men’s bullying victimization only when communication climate is good. There was no moderating effect of the contextual variables among women. Trait anger positively predicted women’s workplace bullying victimization only when considering communication climate as a contextual variable. Social avoidance has no significant effect on women’s workplace bullying victimization. However, both communication climate and social climate negatively predicted women’s victimization. The implications and suggestions for prevention and intervention of workplace bullying were discussed.

본 연구는 조직구성원의 역량개발 활동을 공식적 역량개발 활동과 비공식적 역량개발 활동으로 구분하고, 각각의 역량개발 활동 참여에 있어서 조직수준의 학습풍토와 개인의 학습목표지향성이 어떤 역할을 하는지 살펴보았다. 총 11개의 연구개발 조직에 근무하는 1,087명의 연구참여자들의 설문응답 자료에 대한 다수준적 분석 결과, 조직의 교육훈련 예산을 통제하고도 학습풍토가 높은 조직에 근무할수록 그리고 개인의 학습목표지향성이 높을수록 보다 활발하게 역량개발 활동을 수행하는 것으로 나타났다. 또한, 기대했던 바와 같이, 조직의 학습풍토는 공식적 역량개발 활동과, 개인의 학습목표지향성은 비공식적 역량개발 활동과 보다 밀접하게 관련되어 있는 것으로 나타났다. 이러한 연구결과가 가지는 시사점 및 향후 연구 방향에 대해 논의하였다.

The study examined the relationships between organizational learning climate and individual's learning goal orientation and employee's participation in training and development activities and whether the relationships differ between informal versus formal training and development activities. Multi-level analyses on survey data from a total of 1,087 employees of 11 R&D organizations showed that learning climate and learning goal orientation were positively related to participation in training and development activities even after organizational training budget was controlled for. Further, organizational learning climate was more closely related to formal training and development activities while individual's learning goal orientation was more closely related to informal training and development activities. The theoretical and practical implications as well as directions for future research were discussed.

이 연구의 목적은 조직 안전풍토의 하위요인들을 확인하고, 이 요인들이 전반적인 안전성 지각과 안전행동에 미치는 영향을 알아보는데 있다. 먼저, 안전풍토의 하위요인들을 확인하고자 했던 기존 연구들을 개관하여, Mohamed(2002)가 제안한 10개 하위요인 중 ‘위험에 대한 개인적 평가’ 요인을 제외한 9개 요인(경영진의 안전에 대한 개입, 안전 의사소통의 효과성, 안전규칙과 절차, 안전에 대한 동료들의 지지적 환경, 안전에 대한 감독자의 지지적 환경, 작업자의 관여수준, 물리적 환경과 작업위험 평가, 편의주의에 의한 작업압력, 안전작업 유능감)에 다른 연구들에서 중요성이 입증된 ‘안전교육’ 요인을 추가하여 총 10개의 하위요인을 제안했다. 210명의 조선회사 작업자들을 대상으로 수집된 자료에 대해 확인적 요인분석을 실시한 결과, 전반적 부합지수들이 대체로 양호한 부합기준을 초과하는 것으로 나타나, 이 10개의 요인들이 조직 안전풍토의 하위요인으로 타당함을 보여주었다. 10개의 하위요인들을 예측변수로 사용하고 전반적인 안전성 지각을 준거로 실시한 다중회귀분석 결과, 물리적 환경과 작업위험의 평가, 안전규칙과 절차, 작업자의 관여수준, 및 경영진의 안전에 대한 개입 요인이 유의한 영향을 주는 것으로 나타났다. 또한, 안전행동을 준거로 사용한 다중회귀분석에서는 안전작업 유능감, 경영진의 안전에 대한 개입, 안전규칙과 절차, 작업자의 관여수준, 안전에 대한 동료들의 지지적 환경 요인이 유의한 영향을 주는 것으로 나타났다. 연구의 제한점과 후속 연구에 대한 시사점이 논의되었다.

The purposes of this study were 1) to identify the dimensions of organizational safety climate and 2) to examine how these dimensions were related to safety climate and safety behavior in organization. The present study proposed 10 dimensions of safety climate (Management's commitment; Effectiveness of safety communication; Safety rules and procedures; Supportive environment; Supervisory environment; Worker's involvement; Appraisal of physical work environment and work hazards; Work pressure; Competence; Safety training) based on Mohamed(2002)'s and Zohar(1980)'s study. Questionnaire was administered to 210 workers in a shipbuilding company. The results of the confirmatory factor analysis showed that these 10 dimensions could be the valid factors of safety climate. The results of the multiple regression analysis which utilized safety climate as a criterion revealed that 4 dimensions were significant predictors(Appraisal of physical work environment and work hazards, Safety rules and procedures, Worker's involvement, Management's commitment). The same multiple regression analysis which used safety behavior as a criterion showed that 5 dimensions were significant predictors(Competence, Management's commitment, Safety rules and procedures, Worker's involvement, Supportive environment). Limitations of the study and implications for future research were discussed.

본 연구는 클라이언트 폭력이 사회복지사의 정서고갈에 어떠한 영향을 미치는지, 그리고심리적 자본과 조직 안전풍토가 조절효과를 갖는지 살펴보는데 연구의 목적이 있다. 연구목적을 달성하기 위해 2014년 9월 15일부터 10월 15일까지 부산ㆍ경남 지역 312개 사회복지시설ㆍ기관에 근무하는 사회복지사 1,108명을 대상으로 우편설문을 실시하였다. 그리고 회수된 설문 가운데 230개 기관 858명의 자료를 다층분석에 포함한 후, 정서고갈의 기초모형, 무조건기울기모형, 조건모형 분석을 실시하였다. 연구의 주요 결과는 다음과 같았다. 첫째, 클라이언트에 의한 폭력 경험이 많을수록 사회복지사의 정서고갈 수준이 높은 것으로 나타났다. 둘째, 심리적 자본은 사회복지사의 정서고갈을 경감시키며, 클라이언트 폭력이 정서고갈에 미치는 부정적 영향을 완화하는 보호요인임을 알 수 있었다. 마지막으로, 조직 안전풍토는 사회복지사의 정서고갈을 경감시키지만, 클라이언트 폭력이 정서고갈에 미치는 부정적영향을 완화하는 보호요인으로 작용하지 않음을 알 수 있었다. 이상의 결과를 토대로 사회복지사의 근로환경 개선 및 조직의 안전풍토 조성을 위한 시사점을 제시하였다.

The purpose of this study was to investigate how client violence would influence the emotional exhaustion of social workers and whether psychological capital and the organizational safety climate would have moderating effects between them. In an effort to fulfill the purpose, the investigator conducted a mail survey with 1,108 social workers at a total of 312 social welfare facilities and institutions in Busan and Gyeongnam Province from September 15 to October 15, 2014. Of the returned questionnaires, 858 from a total of 230 agencies were put to the unconditional model of hierarchical linear model, unconditional random coefficient model, and conditional model analysis. The analysis results were as follows: first, the more experiences with client violence social workers had, the higher their emotional exhaustion level was. Second, psychological capital turned out to be a protective factor to mitigate the negative impacts of client violence on the emotional exhaustion of social workers in addition to reducing their emotional exhaustion. Finally, the organizational safety climate reduced the emotional exhaustion of social workers but did not serve as a protective factor to mitigate the negative effects of client violence on their emotional exhaustion. Based on those findings, the study provided implications to improve the working environment of social workers and create a safety climate in the social welfare organization.