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In the current market environment, external and internal pressures on enterprises are gradually increasing, making it important to improve the production efficiency. Previous research has shown that an enterprise’s efficiency depends on the total work input of all employees. Therefore, the primary task of an enterprise manager is to improve employees’ enthusiasm. This study examines the effects of transactional leadership on the psychological safety and job engagement of new employees in China, with particular attention to the differences between the “in-group” and “out-group.” This study conducts a comparative analysis to identify the impact of transactional leadership on the psychological safety of “in-group” and “out-group” employees. It focuses on three main issues. First, enterprises should distinguish in-group employees from out-group employees based on leader-member exchange quality, investigate the differences in their psychological safety, and conduct differentiation research. Second, the study analyzes the mediating effect of psychological safety in the relationship between “in-group” and “out-group” employees and their job engagement. Third, the study tests the moderating effects of transactional leadership on “in-group” and “out-group” employees and their psychological safety. The results of this study show that transactional leadership, within the context of Chinese culture, can significantly improve the psychological safety and job engagement of new employees through specific management strategies, and this effect is observed in both “in-group” and “out-group” employees.

The purpose of this study aimed to explore 1) the relationships between inclusive leadership perceived by hotel employees and psychological safety 2) the relationship between inclusive leadership perceived by hotel employees and job performance 3) the relationship between psychological safety and job performance 4) mediating effect of hotel employee’s perception of psychological safety. To achieve these purposes, questionnaire was developed based on previous study and data were collected by hotel employees. The results of the study are as follows; First, the results of this study shows that inclusive leadership perceived by hotel employees has a positive effect on psychological safety and job performance. Second, hotel employee’s perception of psychological safety has a positive effect on the job performance. Third, it has been found that the hotel employee’s perception of psychological safety mediating effects between inclusive leadership perceived by hotel employees and job performance. The purpose of this study is to identify the ways in which the hotel company 's performance can be increased through influential leadership in the hotel industry, and to present the influence and empirical model for hotel employees. and Based on the findings of this study and their implications, we discuss the limitations of this study and suggest directions for future research.

The purpose of this study aimed to explore 1) the relationships between transactive memory system and psychological safety 2) the relationship between transactive memory system and team cohesion 3) the relationship between psychological safety and team cohesion 4) mediating effect of psychological safety. To achieve these purposes, questionnaire was developed based on previous study and data were collected by airline flight attendant’s. A questionnaire survey was distributed to a total of 300 flight attendants from April 1st, 2019 to May 10th, 2019. Among them, 242 questionnaires were used for actual analysis and the other 58 questionnaires were excluded because of lack of sincerity. SPSS frequency analysis was used to understand demographic properties and factorial analysis and reliability analysis was used to verify reliability of the variables. Also, regression analysis was used to verify the hypothesis. The results of the study are as follows; First, the results of this study shows that transactive memory system has a positive effect on the psychological safety. Second, transactive memory system has a positive effect on the team cohesion. Third, psychological safety has a positive effect on the team cohesion. Fourth, it has been found that the psychological safety mediating effects between ransactive memory system and team cohesion.

본 연구에서는 윤리적 리더십이 안전 행동에 어떤 영향을 미치는지 살펴 보았을 뿐만 아니라, 이 두 변인 사이의 작동 기제(매개 변인) 및 조절 변인에 대해 탐색하였다. 이를 위해 본 연구에서는 윤리적 리더십과 안전 행동 사이에서 직원원들의 심리적 안전감이 매개할 것이며, 이에 더해 이들의 도덕 정체성 수준이 윤리적 리더십과 심리적 안전감 사 이를 조절할 것이라는 가설을 설정하였다. 이를 실증적으로 검증하고자, 국내 기업에 재직 중인 227명의 직원들로부터 세 시점에 걸쳐서 수집한 설문 조사 자료를 활용하여 구조 방정식 모형 분석을 실시했다. 분석 결과, 윤리적 리더십은 구성원들의 심리적 안전감을 매개로 안전 행동을 향상시켰다. 이에 더해서, 도덕 정체성 수준은 윤리적 리더십이 심리적 안전감에 미치는 긍정적 영향력을 증폭시켰다.

This study not only examines the intermediating process of the association between ethical leadership and safety behavior, but also tries to find a factor which moderates the positive influence of ethical leadership. To achieve it, this paper tried to identify the mediating effect of employee’s psychological safety between ethical leadership and safety behavior, as well as the moderating influence of moral identity in the ethical leadership-psychological safety link. By utilizing 3-wave survey data from 227 employees in Korean companies with conducting structural equation modeling(SEM), this paper found that ethical leadership had a positive influence on safety behavior through mediating effect of psychological safety. In addition, employee’s moral identity positively moderated the positive impact of ethical leadership on psychological safety.

본 연구에서는 서번트 리더십이 안전 행동에 어떤 영향을 미치는지 살펴보았을 뿐만 아니라, 이 두 변인 사이의 작동 기제, 즉 매개 변인 및 조절 변인에 대해 탐색하였다. 이를 위해 본 연구에서는 서번트 리더십과 안전 행동 사이에 서 구성원들의 심리적 안전감이 매개할 것이며, 이에 더해 이들의 관점 수용 능력이 서번트 리더십과 심리적 안전감 사이를 조절할 것이라는 가설을 설정하였다. 이를 실증적으로 검증하고자, 국내 기업에 재직 중인 235명의 직원들로부 터 세 시점에 걸쳐서 수집한 설문 조사 자료를 활용하여 구조 방정식 모형 분석을 실시했다. 분석 결과, 서번트 리더십 은 직원들의 심리적 안전감을 매개로 안전 행동을 향상시켰다. 이에 더해서, 관점 수용 능력은 서번트 리더십이 심리적 안전감에 미치는 긍정적 영향력을 증폭시켰다.

The current paper not only investigates the intermediating process of the association between servant leadership and safety behavior, but also tries to find a factor which enhances the positive influence of servant leadership. To do that, this study tried to identify the mediating effect of employee’s psychological safety between servant leadership and safety behavior, as well as the moderating influence of perspective taking ability in the servant leadership-psychological safety link. By utilizing 3 wave survey data from 235 employees in Korean companies with conducting structural equation modeling(SEM), this paper found that servant leadership had a positive influence on safety behavior through mediating effect of employee’s psychological safety. In addition, the perspective taking ability positively moderated the positive impact of servant leadership on psychological safety.

본 연구는 심리적 안전감이 침묵행동과 이직의도에 미치는 영향에서 자기효능감의 매개효과를 검증함으로써 심리적 안전감에 관한 이론적 확장과 함께 조직관리 방안을 제시하고자 하였다. 본 연구는 국내 기업에서 근무하는 구성원을 대상으로 설문조사를 실시하였으며 최종적으로 896명의 응답자를 토대로 실증분석을 하였다. 본 연구의 연구결과와 이에 대한 함의는 다음과 같다. 첫째, 심리적 안전감은 침묵행동에 부(-)의 영향을 미치는 것으로 확인되었다. 이와 더불어 심리적 안전감은 이직의도에 부(-)의 영향을 미치는 것으로 확인되었다. 둘째, 심리적 안전감은 자기효능감에 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 자기효능감은 심리적 안전감과 침묵행동 간의 관계를 매개하는 것으로 나타났다. 다만, 자기효능감은 심리적 안전감 과 이직의도 간의 관계를 매개하지 않는 것으로 나타났다. 넷째, 침묵행동은 이직의도에 정(+) 의 영향을 미치는 것으로 확인되었다. 아울러 본 연구의 분석결과에 따른 학문적 시사점과 실무적 시사점을 제시하였다.

This study attempted to propose an organizational management plan along with theoretical expansion on psychological safety by verifying the mediating effect of self-efficacy in the effect of psychological safety on defensive silence behavior and turnover intention. This study conducted an empirical analysis based on a final sample of 896 respondents targeting members of domestic companies. The results and implications of this study are as follows. First, psychological safety was confirmed to have a negative (-) effect on silent behavior. In addition, psychological safety was confirmed to have a negative(-) effect on turnover intention. Second, psychological safety was found to have a positive(+) effect on self-efficacy. Third, self-efficacy was found to mediate the relationship between psychological safety and silent behavior. However, self-efficacy did not appear to mediate the relationship between psychological safety and turnover intention. Fourth, defensive silent behavior was confirmed to have a positive(+) effect on turnover intention. In addition, academic and practical implications according to the analysis results of this study were presented.

본 연구는 간호대학생의 심리적 안정감과 신체적자기개념이 자아탄력성에 미치는 영향을 알아보고자 시도되었 다. 본 연구는 2021년 9월부터 11월까지 전라남도 M대학의 간호대학생 166명을 대상으로 구조화된 설문을 통해 데이 터를 수집하였다. 자료의 분석은 SPSS 23.0 프로그램을 이용하여 기술통계, t-test, ANOVA, Scheffe test, Pearson's 상관관계 분석, 다중회귀분석을 하였다. 본 연구의 결과 간호대학생의 자아탄력성은 심리적 안정감과 신체 적자기개념에 유의한 양의 상관(r=.480, p <.001, r=.426, p <.001)이 있었다. 간호대학생의 자아탄력성에 영향을 미치 는 요인은 심리적 안정감(β=0.352, p <.001), 신체적자기개념(β=0.236, p <.001)이었고, 설명력은 26%였다. 본 연구의 결과, 간호대학생의 자아탄력성을 높여주기 위하여 심리적 안정감과 신체적자기개념을 높여 줄 필요가 있다. 그 방안으 로는 간호대학생에게 심리적 안정감을 높이는 가이드 프로그램의 개발과 적용이 필요하며, 학업만이 아닌 건강한 신체 와 정신을 가질 수 있도록 교육과 시설의 제공이 필요하다.

This study was attempted to investigate the effects of psychological safety and physical self-concept on ego-resilience of nursing students. This data collected from September to November 2021 through a structured questionnaire from 166 nursing students at M University in Jeolla Southern Province. For data processing, descriptive statistics, t-test, ANOVA, Scheffe test, Pearson's correlation analysis, and multiple regression analysis were performed using the SPSS 23.0 program. As a result of this study, there were significant positive correlations in the self-resilience of nursing students with psychological stability and physical self-concept(r=.480, p <.001, r=.426, p <.001). The factors affecting the ego-resilience of nursing students were psychological safety(β=0.352, p <.001) and physical self-concept (β=0.236, p <.001), and the explanatory power was 26%. As a result of this study, it is necessary to increase psychological safety and physical self-concept in order to increase the ego-resilience of nursing students. It is necessary to develop and apply guide programs that enhances psychological stability for nursing students, and to provide education and facilities so that they can have a healthy body and mind, not only academics.

본 연구는 기존에 논의되던 리더십 유형에서 벗어나, 바람직한 학교문화 형성에 영향을 끼친 학교장 리더십의 특징을 살펴보는 것에 목적을 둔다. 이를 위해 본 연구에서는 심리적 안정감, 즉 조직 내 구성원들이 자유롭게 의사소통에 참여해도 아무런 불이익을 당하지 않으리라는 믿음 형성을 바람직한 학교문화로 상정하였다. 심리적 안정감이 구축된 사례로 A 초등학교를 선정하였으며 해당 학교 교사와 면담을 통해 학교 및 리더십의 특성을 도출하였다. 연구 결과, A 초등학교 교장의 리더십은 ‘신뢰를 주는 리더십’, ‘수업과 교사를 지원하는 리더십’, ‘비전공유를 위해 노력하는 리더십’, ‘자신의 권위를 내세우지 않는 리더십’, 그리고 ‘교사의 의견을 존중하는 리더십’으로 요약할 수 있다. 이 외에 교육철학을 공유하는 교사공동체 문화, 논의해서 결정하는 문화와 같이 기존부터 이어지던 A 초등학교의 문화적 요인과 작은 학교라는 환경적 요인, 혁신학교와 내부형 교장공모제라는 제도적 요인이 상호작용하며 심리적 안정감을 구축하고 있었다. 본 연구에서는 이러한 결과를 심리적 안정감 구축을 위한 일반 조직의 리더십과 비교하여 살펴보고, 학교 조직의 심리적 안정감과 관련한 시사점을 도출하였다.

The purpose of this study is to examine the characteristics of principal leadership that influence the formation of a positive school culture. In this study, the formation of psychological safety, a theory that explains the belief of organization members will not be disadvantaged even if they freely participate in discussion, was assumed as a positive school culture. The characteristics of school and those of principal leadership were identified through in-depth interviews with selected teachers of elementary school where psychological safety has already been established. Based on the analysis of this study, principal leadership, which can be summarized as 'trustworthy leadership', 'supportive leadership', 'shared leadership', 'leadership without authority', and 'respectful leadership', played the most important role in building psychological safety. Analysis also revealed that cultural, environmental, and institutional factors, as well as principal leadership, affected the formation of psychological safety. Specifically, factors such as teacher community, decision making process, school size, Innovation school, and the Internal Open Recruitment System of Principals (IORSP) interacted in a complex manner to create psychological safety. These results were compared with leadership to build psychological safety in general organizations, and recommendations with regard to building psychological safety in school were suggested.

During adolescence, students experience instability about their uncertain future and stress from their relationships with teachers and peers. This study attempted to investigate the effects of aromatherapy head & neck massage on psychological safety against high school students. For this, lavender, eucalyptus and Roman chamomile which are effective in reducing stress with little irritations were blended. The massage was given to a total of 20 alternative high school students in Ulsan twice a week over 5 weeks (10 times in total) from June 1 to July 5, 2016. They were asked to fill out the questionnaire before and after the experiment (in 5 times, in 10 times), and the data collected were analyzed, using SPSS V. 23.0. Then, the results found the followings: Stability levels improved from 2.83 (before experiment) to 3.66 (after experiment) (p<.001), and instability levels decreased from 2.84 (before experiment) to 1.71 (after experiment) (p<.001). The sub-factors of psychological stress (physical symptom, cognition, behavioral response and emotion) revealed a significant decrease in stress after 5 times of the experiment, but such decreasing pace slowed after the 10th experiment. This study has confirmed that aromatherapy head & neck massage has a positive effect on psychological stability in high school students.

青少年对不确定的未来有着强烈的不安，而且在脱离家庭生活的校园内会感受来自老师和同学的压 力。本文研究目的在于了解头颈部芳香按摩对高中省心理稳定产生的影响。为此，把刺激小且对缓解压 力有着显著功效的薰衣草、蓝桉、罗马甘菊等精油相混合，实施了头颈部按摩。研究对象为在蔚山居住 的替代性学校20名高中生，在2016年6月1日至7月5日期间每周实施了2次按摩，为期五周期间共实施10 次按摩。分别在实验前、5次按摩后及10次按摩后进行了问卷调查，并利用SPSS V.23.0统计系统进行 了分析。利用焦虑测量工具进行分析的结果显示，稳定指数从实验前的2 . 8 3上升到实验后的 3.66(p<.001)，不稳定指数则从实验前的2.84下降至1.71(p<.001)，由此可以得出芳香理疗对稳定心理有 着显著功效的结论。另外，在身体症状、认知、行动反应、情感等心理压力的子因素方面，5次按摩后有 着明显的压力缓解效果，但10次按摩后的压力减少幅度有所下降。通过这一研究可以得知，头颈部芳香 按摩有助于高中生心理稳定。

Objectives : This study aims to verify whether psychological safety experienced in the job process mediates the relationship between the multifaceted workplace climate and the positive climate of medical institutions. Methods : The survey was conducted using online questionnaires from April 28 to May 1, 2020 for workers in hospitals. Results : First, the safety and service climates of hospitals' workplace climate had a significant effect on psychological safety. Second, all factors of hospitals‘ workplace climate showed a significant effect on the positive display climate, and the safety and service climates of hospitals’ workplace climate showed a significant effect on the positive experiential climate. Third, psychological safety partially mediated the relationship between service climate and positive experiential climate. Conclusions : It is necessary to build a desirable workplace climate that can promote management efficiency and establish affective management strategies. In addition, it is important to establish a positive affect climate strategy to improve mutual trust.

불확실성이 점차 증가된 오늘날의 기업들은 경쟁에서 살아남기 위해 조직구성원의 시민행동 을 더욱 절실히 필요해졌다. 그러나 권력거리가 큰 문화에 속한 조직구성원들은 역할 외 행동을 쉽 게 관여하지 못하는데, 이러한 환경에서는 직원들의 자발적 행동을 촉진하기 위해 무엇보다 포용적 리더가 필요하다. 하지만 포용적 리더십에 관한 연구는 다른 리더십 스타일에 비해 적은 편이며, 조 직시민행동의 촉진요인으로서 실증한 연구는 더욱 미미하다. 이와 관련하여 본 연구는 포용적 리더 십과 조직시민행동 간의 관계를 실증하고자 한다. 설문조사를 통해 총 322명의 중국 직장인들로부터 획득한 데이터를 분석한 결과, 포용적 리더십은 조직시민행동에 대한 긍정의 예측변인임이 입증되었 으며, 이 사이에서 심리적 안전감의　매개효과 또한 검출되었다. 이러한 연구결과는 직원의 시민행 동 촉진을 원하는 경영자들에게 포용적 리더십의 중요성을 강조하는 동시에 리더의 영향력이 어떤 식으로 직원들에게 전달되는지 그 경로에 대한 이해까지 제공한다.

This study aimed to investigate the relationship between inclusive leadership, psychological safety, and organizational citizenship behavior, and the mediating effect of psychological safety and the moderating effect of power distance orientation. The results showed that inclusive leadership had a significant positive effect on psychological safety, individual-oriented organizational citizenship behavior, and organization-oriented organizational citizenship behavior, and that psychological safety had a significant positive effect on individual-oriented organizational citizenship behavior and organization-oriented organizational citizenship behavior. In addition, psychological safety had a partial mediating effect on the relationship between inclusive leadership and organizational citizenship behavior, and power distance orientation had a moderating effect on the relationship between inclusive leadership and psychological safety. Finally, based on the results of this study, practical implications, limitations, and future research directions were suggested.

As the needs of study on how to increase organizational innovation have been raised in the hotel industry, this study aims to investigate the structural relationship among inclusive leadership, psychological safety, and involvement in creative work. Based on the existing literature, it has been hypothesized that inclusive leadership influences involvement in creative work mediated through psychological safety. Focused on the hotel employees, this study surveys five star hotel employees using convenience sampling. The number of 215 cases was used for final analysis out of 250 cases surveyed. Structural equation modeling was used to analyze the study results. The results firstly indicate that inclusive leadership makes a significantly positive influence on psychological safety. Secondly, psychological safety positively influences involvement in creative work. Thirdly, inclusive leadership fails to make a significant impact on involvement in creative work. Finally, psychological safety fully mediates the relationship between inclusive leadership and involvement in creative work. This study presents the leadership delivering consistent and reliable value on diverse ideas and innovation increases the hotel employees’ generation of creative ideas.

국내 중소기업에 근무하는 종업원을 대상으로 한 본 연구는 다음과 같은 연구 목적을 구체적으로 탐구하고자 한다. 첫째, WLB가 조직몰입 및 조직시민행동에 미치는 영향을 규명하고자 한다. 둘째, WLB가 조직몰입 및 조직시민 행동에 영향을 미치는 데 있어서, 심리적 안정감의 매개효과를 검증하고자 한다. 이를 통해 심리적 안정감이 변수들과 어떤 관계를 형성하는지 밝히는 효과를 기대한다. 셋째, 조직몰입이 조직시민행동에 미치는 영향을 규명하고자 한다. 이상과 같은 연구 목적을 수행하기 위해 본 논문은 구체적인 연구 모형을 도출하고 이를 실증하였으며, 심리적 안정감의 매개효과에 대하여 더 포괄적이고 깊이 있는 이해를 도모하고자 하였다. 가설을 검증하기 위해 통계 프로그램 SPSS 25.0과 Macro Process를 사용하여 분석하였다. 실증 연구를 통한 본 연구의 연구결과는 다음과 같다. 첫째, WLB는 조직몰입 및 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 심리적 안정감은 WLB와 조직몰입 간의 관계에서 매개역할을 하는 것으로 나타났다. 셋째, 심리적 안정감은 WLB와 조직시민행동 간의 관계에서 매개역할을 하는 것으로 나타났다. 넷째, 조직몰입은 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 본 연구를 통해 WLB 와 심리적 안정감의 연구에 기여할 수 있기를 기대한다. 결론 부분에서 본 연구의 시사점에 대해 논의하였으며, 또한 본 연구의 한계점과 향후 연구 방향을 제시하였다.

The purpose of this study to investigate is as follows. First, this study examines the effects of WLB on organizational commitment and organizational citizenship behavior among domestic small and medium-sized company members. Second, this study examines the mediating effects of psychological safety on the WLB, and organizational commitment. Also, we will examine the mediating effects of psychological safety on the WLB, and organizational citizenship behavior. Third, the causal relationship between the dependent variables is verified. To test the hypothesis of this study, we analyze the statistics program using SPSS 25.0 and Macro Process. The results of this study through empirical research are as follows. First, WLB has a positive effect on organizational commitment and organizational citizenship behavior. Second, psychological safety was found to play a mediating role in the relationship between work-life balance and organizational commitment. Third, psychological safety was found to play a mediating role in the relationship between work-life balance and organizational citizenship behavior. Fourth, organizational commitment has a positive effect on organizational citizenship behavior.

The purpose of the study was to empirically investigate the impacts of formal mentoring on individual creativity and the mediating role of psychological safety in the relationship between formal mentoring and individual creativity in Chinese employees. Moreover, this study demonstrates the moderating role of affective commitment not only between formal mentoring and psychological safety but also between psychological safety and individual creativity. The results are as following: first, formal mentoring was found to have a significant relationship with individual creativity; second, there is a positive relationship between formal mentoring and psychological safety. Third, as predicted, psychological safety was positively related to individual creativity, Fourth, the mediating role of psychological safety was identified in the relationship between formal mentoring and individual creativity. Fifth, the moderating role of affective commitment between formal mentoring and psychological safety and between psychological safety and individual creativity are both significant. Finally some practical recommendations to develop the formal mentoring for Chinese managers were suggested.

인공지능과 디지털 전환이 빠르게 진행되는 환경에서, 이번 연구는 HRM과 HRD의 핵심 환경요인이 구성원의 디지털 리터러시 역량을 매개로 혁신행동에 어떤 영향을 미치는지 실증적으로 분석했다. 본 연구를 위해 전국 산업현 장에 근무하는 직장인 247명 대상으로 설문 조사를 실시해 구조방정식 모형과 부트스트래핑으로 매개효과를 분석하였 다. 그 결과로 심리적 안전감이나 포용적인 분위기, 직무에 적합한 교육훈련과 자율성 모두가 구성원의 디지털 리터러 시를 높이는 데 중요한 역할을 하였으며, 매개변수인 디지털 리터러시가 높아질수록 종속변수인 혁신 행동이 더 활발 해졌다. 독립변수인 심리적 안전감은 디지털 리터러시를 매개로 혁신 행동에 완전한 영향을 미치는 것으로 나타났으 며, 나머지 요인들도 부분적으로 매개효과를 보이며 혁신 행동에 긍정적인 영향을 준 것으로 분석됐다. 이런 결과는 기업이 HR 시스템과 교육 정책을 디지털 리터러시 중심으로 다시 고민해볼 필요가 있음을 보여주며 앞 으로는 다양한 산업과 국가를 포함한 장기적 연구, 질적 접근, 그리고 조직문화나 리더십 등 여러 요인을 통합적으로 들여다보는 노력이 더 중요해질 것으로 보인다.

In a rapidly developing environment of AI and digital transformation, this study empirically examines how key HRM and HRD environmental factors influence innovative behavior through employees' digital literacy. A survey of 247 employees working in industrial sites nationwide was conducted, and the mediating role of digital literacy was analyzed using structural equation modeling and bootstrapping. The results revealed that psychological safety, an inclusive environment, job-appropriate training, and autonomy played key roles in enhancing employees' digital literacy. Higher digital literacy, the mediating variable, was associated with greater innovation behavior. Psychological safety, the independent variable, was found to have a full impact on innovative behavior through digital literacy. The remaining factors also partially mediated this relationship, demonstrating a positive impact on innovative behavior. These results highlight the need for companies to reconsider their HR systems and training policies with a focus on digital literacy. Going forward, long-term research across various industries and countries, along with qualitative approaches and an integrated examination of factors such as organizational culture and leadership, will be increasingly important.

Considering that extant studies on safety behavior have paid insufficient attention to the impact of corporate social responsibility(CSR) on employee’s safety behavior. This paper delves into the influence of CSR on safety behavior and its intermediating mechanism such as mediator and moderator. To be specific, the current paper examines the mediating effect of employee’s psychological safety in the CSR-safety behavior link, also investigating the moderating effect of ethical leadership in the relationship between CSR and psychological safety. As expected in the hypotheses, the results showed that that CSR has a positive (+) influence on psychological safety, which has a positive (+) impact on safety behavior. Also, employee’s psychological safety mediated the association between CSR and safety behavior. Lastly, ethical leadership moderated the CSR-psychological safety link.

[연구목적] 본 연구의 목적은 부정적인 결과에 대한 두려움 없이 수용되고, 존중 받으며, 자신을 표현할 수 있다고 믿는 심리적 안전감이 학생들의 학 습 참여와 학습 몰입에 유의미하다는 인식에서 비롯하여 교사의 리더 십과 학급 풍토가 심리적 안전감에 어떤 영향을 미치는지 알아보기 위한 연구이다. [연구방법] 이를 위해서 교사 리더십 행동 척도, 초등학교 학급 풍토 척도, 심리 적 안전감 척도를 재구성하여 설문지로 제작하였으며 온라인으로 설 문지를 투입하였다. 광주, 서울, 전남 소재의 초등학교 5-6학년 학생 364명을 대상으로 설문을 실시하고 결과는 SPSS statistics 22.0 통계 프로그램을 활용하여 분석하였다. [연구결과] 연구 결과 첫째, 초등학교 학생들은 교사의 리더십, 학급 풍토, 심리 적 안전감 순으로 긍정적인 인식을 하고 있었다. 둘째, 각 요인에 대 한 학년별 인식 차이는 유일하게 학급 풍토 요인에 있었다. 특히 5학 년이 6학년보다 학급 풍토를 긍정적으로 인식하고 있음을 알 수 있었 다. 셋째, 상관분석과 회귀분석 결과 심리적 안전감에 가장 영향을 많이 미치는 요인은 학급 풍토였으며, 교사의 인화 리더십, 과업 리 더십 순으로 부차적으로 영향을 미친다는 것을 확인할 수 있었다. [결 론] 이상의 결과를 통해서 초등학생이 교실에서 느끼는 심리적 안전감에 대한 시사점과 학급 내 심리적 안전감을 확대할 수 있는 후속 연구에 대한 제안점을 제공하고자 하였다.

Purpose: The purpose of this study is to find out how the teacher's leadership and class climate affect psychological safety, including the recognition that the psychological safety of believing that students can be accepted, respected, and express themselves without fear of negative consequences is meaningful to students' participation and learning commitment. Methods: For this purpose, the teacher leadership behavior scale, the elementary school class climate scale, and the psychological safety scale were created as questionnaires and administered online. A survey was conducted on 364 elementary school students in the 5th and 6th grades in Gwangju, Seoul, and Jeonnam. Results: The results of the study showed that elementary school students had positive perceptions in the order of teacher leadership, class climate, and psychological safety. Second, there was the difference in perception of each factor by grade was the only factor in the class climate. In particular, it was found that the 5th grade perceived the class climate more positively than the 6th grade. Third, as a result of correlation and regression analysis, it was confirmed that the factor that most influenced the psychological safety was the class climate, and that it had a secondary effect in the order of teacher print leadership and task leadership. Conclusion: Through the above results, it was intended to provide implications for the psychological safety that elementary school students feel in the classroom and suggestions for follow-up studies that can expand the psychological safety in the classroom.

리더십 유형과 리더가 지닌 역량은 경영환경의 급속한 변화와 불확실한 상황에서 중요한 역할을 한다. 특히 급속한 변화로 인해 조직 혁신의 중요성이 날로 강조되고 있는 실정이며 적절한 혁신은 조직의 경쟁우위와 지속가능성에 직접적인 영 향을 미칠 수 있다. 이와 관련하여 본 연구는 구성원의 혁신행동을 향상시킬 수 있는 요소로 변혁적 리더십에 초점을 맞추었다. 또한 변혁적 리더십이 혁신행동을 이끌어 내는 과정에서 자기효능감의 매개효과를 검증하였다. 더 나아가 심리적 안정성의 조 절된 매개효과를 검증하였다. 이를 검증하기 위해 본 연구는 중국 공공기관에 종사하는 공무원 307명을 대상으로 설문을 진행 하였으며 수집된 데이터를 실증분석에 활용하였다. 연구 결과에서 변혁적 리더십은 공무원들의 자기효능감을 매개로 혁신행동 에 긍정적인 영향을 미치는 것으로 나타났다. 그러나 본 연구의 예상과 다르게 심리적 안정성의 조절된 매개효과는 유의하지 않은 것으로 나타났다. 심리적 안정성의 유의하지 않은 조절효과는 선행연구와의 다른 결과를 보여주었다. 이러한 결과를 통해 본 연구에서 이론적 시사점과 실무적 시사점을 제시하였다. 총체적으로 본 연구는 혁신행위를 증가시키는 방안을 제시하고 이 에 관련된 연구모형을 검증하였으며 혁신행위에 대한 향후 연구 방향을 제시하는데 연구의 의의와 목적을 두었다.

The style of leadership and leader’s competence are expected to be an important role in the rapidly changing and uncertain circumstances of the business environment. In particular, rapid change of business environment requires organizations to innovate, and appropriate innovation can have a direct impact on an organization’s competitive advantage and sustainability. In this regard, this study focused on transformational leadership as a factor that improves innovative behavior. In addition, the mediating effect of self-efficacy was verified in the process of transformational leadership leading to innovative behavior. Furthermore, the moderated mediating effect of psychological safety was also verified. To verify hypotheses, this study conducted a survey on 307 public officials who work in Chinese public institutions. The result was found that transformational leadership had a positive effect on innovative behavior by mediating effect of self-efficacy. However, contrary to the expectations of this study, the moderated mediation effect of psychological safety was found to be insignificant. The moderating effect of psychological safety showed an insignificant effect. It showed showed the different results from previous studies. In relation to these results, theoretical and practical implications were presented in this study. Overall, this study presented a plan to increase innovative behavior and verified the research model. In addition, the directions of future research for innovative behavior were presented.

지혜 개념을 리더십에 적용한 지혜리더십에 대해 Hassi와 Storti(2023)는 정량적으로 측정가능한 지혜리더십 척도(Wise Leadership Questionnaire: WLQ)를 개발하였다. 본 연구는 WLQ를 국내 타당화한 K-WLQ에 대한 일종의 예측타당도 검증의 맥락에서 지혜리더십이 심리적 안전감에 영향을 미치는 과정을 살펴보았다. 지혜리더십이 심리적 안전감에 영향을 미치는 경로에서 직장인 기본심리욕구와 리더신뢰의 순차적매개효과를 종단 자료를 이용하여 검증하였다. 이를 위해 전국 직장인 1500명을 대상으로 3개월 간격으로 세 차례 조사하여 총 6개월 간 회사와 직속상사가 동일한 최종 667명의 자료가 분석에 사용되었다. 독립변수인 지혜리더십은 T1에서 측정된 자료를, 매개변수인 기본심리욕구와 리더신뢰는 T2에서 측정된자료를, 그리고 종속변수인 심리적 안전감은 T3에서 측정된 자료를 사용하여 분석하였다. 자료분석은 구조방정식을 적용하여 순차적 매개효과를 검증하였고 분석에는 Mplus 8.10이 사용되었다. 검증 결과, 지혜리더십은 기본심리욕구를 매개하여 심리적 안전감에 영향을 미치는 간접효과가 확인되었고, 리더신뢰를매개하여 심리적 안전감에 영향을 미치는 간접효과도 확인되었다. 그리고 지혜리더십이 기본심리욕구와리더신뢰를 순차매개하여 심리적 안전감에 미치는 간접효과도 확인되었다. 기본심리욕구의 하위 요인인자율성, 유능성, 관계성에 대해 실시한 개별적인 분석도 유사한 결과를 나타냈다. 이러한 결과는 지혜리더십을 가진 리더가 부하직원의 기본심리욕구를 충족시켜 신뢰를 얻고, 이러한 신뢰를 통해 심리적 안전감을 확보할 수 있음을 시사한다. 또한 종단자료를 활용하여 보다 인과적 추론에 유리한 조건을 형성하였다고 볼 수 있다.

Hassi & Storti (2023) developed the Wise Leadership Questionnaire (WLQ), a quantitatively measurable scale for wise leadership, which applies the concept of wisdom to leadership. This study examined the process by which wise leadership influences psychological safety in the context of predictive validity verification of the Korean adaptation of WLQ (K-WLQ). Specifically, the sequential mediating effects of employees’ basic psychological needs and leader trust the relationship between wise leadership and psychological safety were tested using longitudinal data. To this end, data were collected from 1,500 employees in South Korea through three survey waves at three-month intervals. After ensuring that participants remained with the same organization and leader over six months, the final dataset consisted of 667 employees. Wise leadership, the independent variable, was measured at T1; basic psychological needs and leader trust, the mediating variables, were measured at T2; and psychological safety, the dependent variable, was measured at T3. Structural equation modeling (SEM) was employed to test the sequential mediation effects, and the analyses were conducted using Mplus 8.10. The results confirmed that wise leadership indirectly influenced psychological safety through the mediation of basic psychological needs. Additionally, an indirect effect was observed through the mediation of leader trust. Furthermore, wise leadership had an indirect effect on psychological safety through the sequential mediation of basic psychological needs and leader trust. Separate analyses of the sub-factors of basic psychological needs-autonomy, competence, and relatedness-yielded similar results. These findings suggest that leaders who exhibit wise leadership fulfill employees’ basic psychological needs, thereby fostering trust, which in turn enhances psychological safety. Moreover, the use of longitudinal data provides a stronger foundation for causal inference.

Employee well-being, along with its associated barriers and improvement strategies, has become an escalating concern for researchers and organizations worldwide. This study examined the mechanism behind workplace bullying and depression, exploring the role of psychological safety as a mediating factor. Additionally, we investigated the potential impact of organizational compassion, distinguishing between supervisor and co-worker compassion, as a means of supporting employees subjected to workplace bullying. Based on an analysis of 392 online survey responses from full-time employees in South Korea, our findings demonstrate that workplace bullying undermines psychological safety, resulting in increased depression rates among employees. As anticipated, supervisor compassion mitigated the adverse effect of workplace bullying, whereas co-worker compassion did not exhibit the same moderating effect. These results emphasize the importance of fostering a supportive and compassionate work environment led by supervisors to lessen the strain on employee well-being. Theoretical and practical implications, along with directions for future research, are discussed.