Earticle

As SNS use becomes prevalent, its effect on performance has received much attention. The previous literature takes either positive or negative views of SNS, arguing that it either decreases performance by taking time and effort away from work or increases performance by providing social benefits for enhancing performance. Since both can be true, this study conducts an experiment to investigate how SNS use during a task simultaneously disturbs and enhances its performance. For this purpose, this research adopts distraction-conflict theory, distinguishes the types of task as simple and complex, and analyzes data including electroencephalography data. The results overall suggest that, when doing a simple task, SNS use operates positively on performance due to the positive effect of psychological arousal. However, when doing a complex task, SNS use operates neither positively nor negatively because the negative effect of psychological arousal and the positive effect of reduced stress offset each other.

As the usage of smart phones increases, the characteristic of social interaction is changing. The purpose of this research is to investigate the impact of smart phones on the performance of communication and task-performance in temporary virtual teams using Media Synchronicity Theory (MST). „ccessibility‟is added to the model since it is a unique feature of smart phones. Task complexity moderates the positive relationship between media capabilities and performance. The familiarity of the media also influences the communication performance. This project is set to empirically test MST in a university setting. Consequently, this study provides opportunities for future research about smart phone‟ usability in virtual team projects and global organizations.

With the advent of communication technologies including electronic collaborative tools and conferencing systems provided over the Internet, virtual collaboration is becoming increasingly common in organizations. Virtual collaboration refers to an environment in which the people working together are interdependent in their tasks, share responsibility for outcomes, are geographically dispersed, and rely on mediated rather than face-to face, communication to produce an outcome. Research suggests that new sets of individual skill, knowledge, and ability (SKAs) are required to perform effectively in today’s virtualized workplace, which is labeled as individual virtual competence. It is also argued that use of online social networking sites may influence not only individuals’ daily lives but also their capability to manage their work-related relationships in organizations, which in turn leads to better performance. The existing research regarding (1) the relationship between virtual competence and task performance and (2) the relationship between online networking and task performance has been conducted based on different theoretical perspectives so that little is known about how online social networking and virtual competence interplay to predict individuals’ task performance. To fill this gap, this study raises the following research questions: (1) What is the individual virtual competence required for better adjustment to the virtual collaboration environment? (2) How does online networking via diverse social network service sites influence individuals’ task performance in organizations? (3) How do the joint effects of individual virtual competence and online networking influence task performance? To address these research questions, we first draw on the prior literature and derive four dimensions of individual virtual competence that are related with an individual’s self-concept, knowledge and ability. Computer self-efficacy is defined as the extent to which an individual beliefs in his or her ability to use computer technology broadly. Remotework self-efficacy is defined as the extent to which an individual beliefs in his or her ability to work and perform joint tasks with others in virtual settings. Virtual media skill is defined as the degree of confidence of individuals to function in their work role without face-to-face interactions. Virtual social skill is an individual’s skill level in using technologies to communicate in virtual settings to their full potential. It should be noted that the concept of virtual social skill is different from the self-efficacy and captures an individual’s cognition-based ability to build social relationships with others in virtual settings. Next, we discuss how online networking influences both individual virtual competence and task performance based on the social network theory and the social learning theory. We argue that online networking may enhance individuals’ capability in expanding their social networks with low costs. We also argue that online networking may enable individuals to learn the necessary skills regarding how they use technological functions, communicate with others, and share information and make social relations using the technical functions provided by electronic media, consequently increasing individual virtual competence. To examine the relationships among online networking, virtual competence, and task performance, we developed research models (the mediation, interaction, and additive models, respectively) by integrating the social network theory and the social learning theory. Using data from 112 employees of a virtualized company, we tested the proposed research models. The results of analysis partly support the mediation model in that online social networking positively influences individuals’ computer self-efficacy, virtual social skill, and virtual media skill, which are key predictors of individuals’ task performance. Furthermore, the results of the analysis partly support the interaction model in that the level of remotework self-efficacy moderates the relationship between online social networking and task performance. The results paint a picture of people adjusting to virtual collaboration that constrains and enables their task performance. This study contributes to research and practice. First, we suggest a shift of research focus to the individual level when examining virtual phenomena and theorize that online social networking can enhance individual virtual competence in some aspects. Second, we replicate and advance the prior competence literature by linking each component of virtual competence and objective task performance. The results of this study provide useful insights into how human resource responsibilities assess employees’ weakness and strength when they organize virtualized groups or projects. Furthermore, it provides managers with insights into the kinds of development or training programs that they can engage in with their employees to advance their ability to undertake virtual work.

SNS 사용과 성과의 관계에 관해서는 여러 연구가 있어 왔으나, 대부분의 선행 연구들은 작업 도중 SNS의 사용이 해당 작업의 성과에 미치는 영향을 연구하기 보다는 SNS 사용자와 비사용자의 평소 성과를 비교하여 긍정적, 혹은 부정적이라는 서로 상반된 결론을 내려왔었다. SNS의 사용이 공간과 시간의 제약 없이 일상화된 만큼, 본 연구에서는 이러한 기존 연구들을 보완하고자 실험 설계를 통하여 작업 도중 SNS의 사용과 해당 작업의 성과에 관한 탐색적 연구를 진행하였다. 이를 위해 휴식과 성과, 작업의 종류와 휴식의 종류에 대한 기존 문헌을 토대로 SNS의 역할을 긍정적, 혹은 부정적으로 단정 짓지 않고 다양한 상황에서 보다 구체적으로 살펴보려 하였으며, 그 방법으로 실험 참여자의 뇌파 해석, 자기 보고, 컴퓨터 기록 등 다양한 측정지표를 사용하였다. 그 결과, 간단한 작업 도중 SNS를 사용할 경우 단순 휴식을 취했을 때 보다 이후 성과가 개선되었으나, 복잡한 작업 도중 SNS를 사용한 경우에는 그 개선도가 단순 휴식과 비교했을 때 차이가 없었다. 추가 분석 결과 SNS 사용 후 성과가 개선된 참여자들의 경우, 간단한 작업을 수행한 참여자의 경우에는 SNS 사용 경험 및 몰입도가 성과에 긍정적인 영향을 미쳤으며, 복잡한 작업의 경우에는 자아 존중감 확인은 긍정적, 사회적 실재감은 부정적 영향을 미친 것을 확인할 수 있었다.

Although the relationship between social networking sites (SNS) use and performance has been widely studied, most of these studies have focused on comparing the SNS users’ overall performance with that of non-SNS users instead of examining how using SNS midway of a task affects one’s task performance. To address this research gap, an experiment was conducted to examine SNS use during a task and its influence on the performance of that task. In this experiment, the role of SNS in various situations was examined by reviewing the literature on break and performance as well as the types of breaks and tasks. Owing to its exploratory nature, this study used various types of data, such as electroencephalography interpretation data generated from a brain–computer interface, self-reported data, and data recorded by a computer. Those participants who used SNS showed an improved performance compared with those who took a short break while doing a simple task. Further analysis showed that the degree of SNS usage and engagement with SNS had positive effects on the participants’ simple task performance, while social presence and reassurance of self-worth had negative and positive effects on the participants’ complex task performance, respectively.

Objectives : In this paper, we proposed a method to comprehensively examine the roles of medical insurance review nurses’ by analyses of task importance and task performance. Methods : For the analyses, we used the responsesof 268 nurses who completed a questionnaire for members of the Medical Insurance Review Nurses Association in 2015, and analyzed task importance and task performance using the IPA method and the standard task guide. Results : There were significant differences in task importance and task performance according to task position. In the category of ‘Keep up the good work,’ ‘Calculate benefit standard’ was indicated only in administrative positions, and in the category of ‘Concentrate here,’ ‘Manage hospital resources’ and ‘Process after appeal results’ was demonstrated only in general positions. There were differences in the ‘Low priority’ and ‘Possible overkill’ categories by task performance according to task position. Conclusions : Our results indicate the necessity of a new education system and task reassignment according to task importance and task performance as perceived by medical insurance review nurses.

변화하는 경영환경 속에서 자기인식과 자기규제를 핵심으로 하는 진정성 리더십은 이제 지속가능한 성과를 창출할 수 있는 리더십으로서 중요성이 높아지고 있다. 이에 본 연구는 진정성 리더십이 조직 내 구성원의 성과에 미치는 긍정적인 영향을 검증하고 나아가 양자 사이에 직무열의의 매개효과와 진정성 리더십과 직무열의 간에 어떠한 상황이 조절역할을 하는지를 확인하는 것을 연구목적으로 한다. 국내 15개 기업, 401명의 구성원을 대상으로 오프라인 설문을 진행하여 실증 분석한 결과는 다음과 같다. 첫째, 진정성 리더십이 구성 원의 성과, 즉 과업성과 및 맥락성과에 정(+)의 관계가 있었다. 둘째, 진정성 리더십은 구성원의 직무열의에 정(+)의 관계가 있었다. 셋째, 직무열의는 과업성과와 맥락성과에 정(+)의 관계가 있었다. 넷째, 진정성 리더십과 과업성과 및 맥락성과 간에 직무열의의 매개효과가 확인되었다. 마지막으로 진정성 리더십과 직무열의 간에 미치는 영향력은 구성원이 높은 수준으로 자기효능감을 인지하였을 때 더욱 강화되는 것을 입증하였다. 이와 같은 내용으로 제시한 5개의 모든 가설은 채택되었다. 본 연구는 급변하는 경영환경 속에서 새로운 리더십에 대한 대안으로서 진정성 리더십이 구성원의 성과에 미치는 영향 을 검증하였으며, 그 간에 직무열의의 매개효과를 확인하였다. 나아가 진정성 리더십과 직무열의 간에 구성원의 자기효능감이라는 상황요인을 발견하였다. 이러한 연구결과를 토대로 조직에서 진정성 리더십 이론을 확대 적용할 수 있도록 다양한 이론적, 실무적 시사점 및 미래 연구방향을 제시하였다.

The purpose of this study is to examine the effect of authentic leadership on job performance and the mediation effect of work engagement on the relationships between authentic leadership and job performance. Moreover, we attempt to verify the moderating effect of employees’ self-efficacy on the relationships between authentic leadership and work engagement. To test the proposed hypotheses in our study, we collected data via a survey with a sample of 401 employees in 15 firms. Major findings are as follows: First, authentic leadership was positively associated with task performance and contextual performance. Second, authentic leadership was positively associated with work engagement. Third, work engagement also was positively associated with task performance and contextual performance. Fourth, work engagement mediated the relation between authentic leadership and task performance and contextual performance. Fifth, employees’ self-efficacy positively moderated the relation between authentic leadership and work engagement. Finally, based on the empirical results we suggested several theoretical and practical implications.

본 연구의 목적은 서번트 리더십과 직원들의 과업성과 간의 관계에서 지식공유와 심리적 임파워 먼트의 매개역할을 평가함으로써 서번트 리더들이 직원들의 과업성과에 어떻게 중요한 역할을 하는 지를 살펴보는 것이다. 연구목적에 따른 가설을 검증한 결과는 다음과 같다. 첫째, 서번트 리더십은 직원들의 지식공유 와 심리적 임파워먼트에 긍정적인(+) 유의한 영향을 미치며, 직원들 간 지식공유도 심리적 임파워먼 트에 긍정적인(+) 유의한 영향을 미치는 것이 확인되었다. 둘째, 서번트 리더십은 직원들의 과업성 과에 긍정적인(+) 유의한 영향을 미치고 있다. 셋째, 직원들의 지식공유와 심리적 임파워먼트는 과 업성과에 긍정적인(+) 유의한 영향관계가 실증되었으며, 이러한 결과는 직원들의 과업성과 향상에 서번트리더십, 지식공유 및 심리적 임파워먼트 활성화가 선행요인으로 작용한다는 점을 알 수 있다. 넷째, 직원들의 지식공유와 심리적 임파워먼트가 서번트 리더십과 과업성과 간의 관계를 매개하고 있으며, 마지막으로 서번트 리더십과 과업성과 간의 긍정적인(+) 관계에서 직원들의 지식공유와 심 리적 임파워먼트가 순차적으로 매개하는 것으로 나타났다. 본 연구의 결과에서 최근 주목받고 있는 구성원들의 과업성과의 개선에 서번트 리더십이 선행요 인으로 작용하여 성공적인 조직운영에 그 필요성을 확인시켜 주었다. 그리고 지식공유행동과 심리 적 임파워먼트의 결정요인으로 서번트 리더십을 파악함으로써 과업성과를 위한 직원들의 개별적인 행동과 동기부여를 이끌어내는 데 있어 서번트 리더십이 미치는 영향과정에 대한 연구에 크게 기여 할 것이다.

The purpose of this study is to assess the effect of servant leadership on employee’s task performance through the mediation of knowledge sharing and psychological empowerment. This study obtained 455 valid samples through a survey of employees in manufacturing, service, and public institutions. Statistical techniques such as exploratory and confirmatory factor analysis, multiple regression analysis, and bootstrapping by Process Macro model 6 were used to analyze these data. The results of the study revealed that servant leadership was positively related to knowledge sharing, psychological empowerment and task performance. In addition, the bootstrapping analysis showed that knowledge sharing and psychological empowerment mediated the effect of servant leadership on task performance individually and sequentially. This study confirmed the necessity for successful organizational operation as servant leadership acted as a leading factor in improving the task performance of members, which has recently been attracting attention. And it is necessary to recognize knowledge sharing behavior and psychological empowerment as important so that servant leadership can be represented as task performance of members. These results will greatly contribute to the research on the impact process of servant leadership in eliciting individual behaviors and motivations of employees for task performance by identifying servant leadership as determinants of knowledge sharing behavior and psychological empowerment.

본 연구는 리더와 조직에 대한 구성원들의 인지가 어떻게 그들의 행동과 성과 향상에 영향을 미치게 되는지를 설명한다. 리더-구성원 교환관계(LMX)의 질은 구성원의 역할 외 행동인 조직시민행동 중 개인지향 조직시민행동(OCBI)과 조직지향 조직시민행동(OCBO)을 증가시키고, 역할 내 행동인 과업성과를 향상시킨다. 또한 LMX와 같이 리더에 대한 긍정적 인지뿐만 아니라, 조직지원인식과 같이 조직에 대한 긍정적 인지 역시 구성원들이 조직과 다른 구성원들을 위해 추가적인 노력을 하도록 만들어 조직의 성과 향상에 영향을 미치게 된다. 금융기업을 대상으로 한 실증연구의 결과로 LMX는 구성원의 과업성과에 정(+)의 영향을 미치고, 그 과정에서 OCBI, OCBO의 완전매개효과가 나타났다. 그리고 LMX와 OCBI, OCBO의 관계에서 조직지원인식의 정(+)적 조절효과가 나타났다. 이러한 결과는 기업의 CEO에게 구성원들의 역할 내, 역할 외 긍정적 행동과 성과를 이끌어 내기 위해 필요한 바가 무엇인지를 시사한다. CEO와 같은 기업의 리더는 구성원들과 좋은 관계를 형성하고 유지하기 위해 노력해야 하며, 그들에게 존경과 신뢰받기 위해 힘써야 한다. 또한 기업의 지원시스템을 공정하게 운영하여, 구성원들이 조직에 대해 만족하고 높은 성과를 창출해가며 서로 돕고 팀과 조직의 발전을 위해 노력하도록 만들어야 할 것이다.

The purpose of this study is to explain how perception about a leader and an organization influences members’ behavior and performance. LMX has positive effect on members’ extra role behavior such as organizational citizenship behavior (OCB) which includes OCB-individual(OCBI) and OCB-organization(OCBO); and enhances intra role behavior such as task performance (TP). In addition, both LMX which is positive perception about a leader and perceived organizational support (POS) which is positive perception about an organization enhances organizational performance. In financial companies, study shows LMX has positive effect on members’ TP; and OCBI/OCBO have mediate effect between LMX and TP. Furthermore POS has moderate effect between LMX and OCBI/OCBO. This result implicates how CEOs could lead members’ positive behavior and performance. CEO as a leader should tries to maintain positive relationship with members. Furthermore, CEO should equally supports members, since it would influence their satisfaction and performance.

In the field of knowledge work, there is little previous research about knowledge hiding. In this study, the participants comprised 187 employees from a large Internet company in Shenzhen in China. The relationships among their playing dumb, rationalized hiding, evasive hiding, knowledge self-efficacy, task performance, and creativity were examined using SPSS, AMOS, and Bootstrapping. The purpose of the study is to empirically investigate the impacts of knowledge hiding on creativity and task performance. At the same time, according to the antecedent research, we think it is necessary to measure the effect from all of the factors of knowledge hiding (including playing dumb, rationalized hiding and evasive hiding) on creativity and task performance. Moreover, the mediating role of knowledge self-efficacy in the relationship between knowledge hiding and creativity is also measured in present research. The results show that first, rationalized hiding has a significant relationship with knowledge self-efficacy as well as evasive hiding behavior. Second, the relationship between knowledge self-efficacy to creativity is positive significantly as well as the relationship between knowledge self-efficacy to task performance. Third, as predicted, knowledge self-efficacy mediates the relationship between rationalized hiding to creativity, the relationship between rationalized hiding to task performance, the relationship between evasive hiding to creativity and the relationship between evasive hiding to task performance significantly. Finally some practical recommendations to develop the knowledge self-efficacy for Chinese employees were suggested.

When an organization adopts new technology, performance through the technology is expected to be decided depending on attitudes of the members, in that technology produces performance only if the members zealously use it. Therefore, the members need to devote themselves to acquire and use the new technology. This attitude of members is called “IT acceptance will" (Ranarajan et al., 2005), and this research is to examine the 'effect of an individual ’s “IT acceptance will" on performance. Thus, this research analyzes what increases IT acceptance will and what effect IT acceptance will has on stress due to uncertainty of an organization-job complexity and role conflict- through new IT adoption. This research conducted a survey from JulY to September in 2009, targeting employees of government offices and public institutions in Kyunggi and Kyungnam provinces. Then, a total of 370 was collected and the final 344 was selected for our research analysis. As a resul t, this research found out that personal innovation and client orientation improved an individual's IT acceptance will, which improved performance through new IT adoption. However, the new IT adoption also increased job complexity and role conflict, but negative effects of stress on performance was not found as IT adoption will diminished the stress. Based on this resul t, this research discussed practical and academic implications and the limitations.

The purpose of this study is to investigate how job competency has an impact on job efficacy and task performance. To perform this study, total 302 questionnaire were distributed to regular hotel employees in Jeju dated from May 1st to 31st. Unworkable data were excluded, 270 usable responses were obtained for an empirical analysis. Frequency analysis, exploratory factor analysis, reliability analysis, and regression analysis were measured by using SPSS 18.0 accordingly. For the study structure, job competency was divided with relation/skill/personality/expertise competencies. Job efficacy and task performance were a single factor. The result has shown as follows: Hypothesis 1, among job competencies, relation/skill/personality/expertise competencies have a positive effect on job efficacy. Hypothesis 2, skill/personality/expertise competencies have a positive effect on task performance. Hypothesis 3, job efficacy has a positive effect on task performance. This study result has found that human resource development is a source of competitive advantage in hotel business. This study has given to the hotel's human resource development for the practical implication and academical use.

본 연구는 구성원들의 인지된 자율성이 마음챙김, 내재적 동기부여, 그리고 업무성과에 미치는 영향을 실증적으로 규명하고자 하였다. 이를 위해 선행연구를 검토하고 연구가설과 연구모형을 제시한 후, 구조 방정식모형 분석을 통해 가설을 검증하였다. 분석 결과를 살펴보면, 인지된 자율성은 마음챙김에 긍정적 인 영향을 미쳤으며, 마음챙김은 내재적 동기부여와 업무성과에 유의미한 영향을 미치는 것으로 확인되었 다. 뿐만 아니라 인지된 자율성이 마음챙김을 통해 내재적 동기부여와 업무성과로 이어짐을 보여주었는 데, 구체적으로 마음챙김은 인지된 자율성과 내재적 동기부여 간의 관계에서 완전매개를 하고, 인지된 자 율성과 업무성과 간의 관계에서는 부분매개를 하는 것으로 나타났다. 이러한 결과는 인지된 자율성과 내 재적 동기부여 간의 관계와 인지된 자율성과 업무성과 간의 관계에서 마음챙김이 중요한 심리적 메커니 즘으로 작용함을 실증적으로 보여주었다.

This study aimed to empirically examine the effects of perceived autonomy on mindfulness, intrinsic motivation, and task performance among organizational members. To achieve this, prior research was reviewed, and research hypotheses and models were proposed. The hypotheses were then tested using structural equation modeling (SEM). The results showed that perceived autonomy had a positive effect on mindfulness, and mindfulness significantly influenced intrinsic motivation and task performance. Furthermore, it was demonstrated that perceived autonomy leads to intrinsic motivation and task performance through mindfulness. Specifically, mindfulness fully mediated the relationship between perceived autonomy and intrinsic motivation, and partially mediated the relationship between perceived autonomy and task performance, with the influence on task performance being greater than that on intrinsic motivation. These findings suggest that mindfulness serves as an important psychological mechanism in the relationship between perceived autonomy and both intrinsic motivation and task performance.

Tourism industry increasingly rely on information technology (IT) to improve the task performance. Many studies suggested that the evidence of IT showed not only task performance improvement but also organizational performance. Drawing from the resource-based view, technology and task fitness, and marketing orientation theories, this study proposes that IT use influences directly the task performance and proved the effectiveness of IT in the organizations of tourism industry. Further, the innovativeness, resources, and marketing orientation are identified as main determinants of IT use. The use of IT can serve as a catalyst in improving task performance for organizations in tourism industry. Based on data collected from surveying people who work in the tourism industry, the present study shed light on these issues. The findings provide a new perspective of IT effectiveness in the tourism industry. Then, we discussed the theoretical and practical implications.

Growth in the device field is driven by various emerging devices, tablet PC are among the most recognizable. Tablet PC are mobile computing devices enabled with touch screens or pen inputs and provide the functions of various other devices. Firms are interested in utilization of tablet PC on task. Many of firms is considering accepting of tablet PC and is looking forward to performance of tablet PC. Thus, this study propose to discuss strategies for the usage of tablet PC from organizational needs perspective. The goal of this study is to identify factors influencing use of tablet PC and task performance. The results of this study showed that the proposed factors of organizational needs with a exception of Service Flexibility had a positive impact on perceived usefulness that then positively affected Usage of Tablet PC and Task Performance. In addition, perceived task-technology fit had a positive impact on perceived usefulness and Usage of Tablet PC. Finally, Innovative Culture of Organization as a moderating effect significantly influenced the relationship between perceived usefulness, perceived Task-Technology Fit and Usage of Tablet PC. This study is expected to be a reference for a subsequent study about the spread of Tablet PC in organizations and firms. The finding of this study is also meaningful since in order to help support directions of firms related on tablet PC.

본 연구는 사설 신입경호원과 선임경호원이 업무수행 전에 업무영향에 미치는 요인 중 학력, 경력, 성별, 운동능력에 따르는 경쟁상태불안의 3가지 하위요소인 인지적 상태불안, 신체적 상태불안, 상태자신감이 경호업무수행에 어떠한 영향을 미치는 지를 분석하였다. 첫째, 신입경 호원과 선임경호원의 업무수행 전 상태불안을 살펴보면, 인지적 상태 불안은 선임 경호원이 신입 경호원보다 많이 느꼈으나 통계적으로는 유의한 차이를 보이지 않는 것으로 보아 경력이 부족한 신입 경호원과 선임 경호원간의 인지적 불안정도는 차이가 거의 없는 것으로 판단된다. 둘째, 신체적 상태 불안은 선임 경호원이 신입 경호원보다 더 많이 느꼈으며, 통계적으로도 유의미한 차이를 보였지만 이것은 신체적인 면으로 볼 때 발달의 정도가 심한 시기이므로 이와 같은 결과가 나온 것으로 판단된다. 셋째, 선임 경호원과 신입 경호원이 느끼는 상태불안 수준 에서 신체적 상태 불안은 신입 경호원이 선임 경호원보다 많이 느꼈지만 통계적으로는 유의미 한 차이를 보이지 않았다. 넷째, 상태자신감은 선임 경호원이 신입 경호원보다 높았으며, 통계 적으로도 유의미한 차이를 보였다. 다섯째, 남, 여 경호원의 인지적 상태 불안과 신체적 상태 불안, 상태자신감에 있어서 남자 경호원과 여자 경호원은 많은 차이를 보이지 않았다. 여섯째, 전체적으로 상태 불안은 경호무도 능력이 1-2단인 경호원이 가장 많이 느꼈으며, 경호무도 능력이 2~3단인 경호원과 7단 이상인 경호원이 경호무도 능력 5~6단인 경호원보다 상태불안을 덜 느꼈고 통계적으로 유의미한 차이를 보였다. 신입경호원과 선임경호원의 관리자들 은 경호원 스스로 자신감을 갖도록 하는 신체적, 정신적 교육과 현장실습과 다양한 사건의 원인분석을 통한 심리적 훈련을 함으로써 불안을 해소하고 마음의 평정을 갖도록 해야 한다. 또한 본인 정신과 신체적인 교육을 받고자 경력자의 경험을 통해 파지 화시켜 최고의 업무능력 을 발휘 하도록 스스로 정진하는 학습을 해야 할 것이다.

This research analyzed how the new and senior security guards employed privately are influenced on their task performance by the factors operated before task performance: cognitive state anxiety, physical state anxiety and state confidence which are the sub-factors of the Competitive State Anxiety(CSAI-Ⅱ) according to the educational background, career, gender and athletic capacity. First, as for the new and senior security guards’ state anxiety before task performance, the senior guards felt the cognitive anxiety more than the new guards, but there was not a distinct difference statistically. Therefore, it is estimated that there is little difference in the level of cognitive anxiety between the new security guards with insufficient career and the seniors. Second, the level of the physical state anxiety was shown higher from the senior guards than from the new ones and had a distinct difference. However, it seems to be derived from the extent of physical development as the seniors are at the time of vigorous physical development. Third, the level of state anxiety had no distinct difference between them statistically though the new security guards felt it higher than the seniors. Fourth, the state confidence was shown higher from the seniors than from the new and had a distinct difference statistically, also. Fifth, as for gender, the male and female guards did not have a difference so much in the cognitive and physical state anxiety, and state confidence. Sixth, as a whole, the state anxiety was highest as for the security guards with athletic capacity level 1 and 2. Those with the level 2, and 3 and the level above 7 felt it less than those with the level 5-6, which had a distinct difference in statistics. The manager of the new and senior security guards should make them dispel anxiety in piece of mind through physical and mental education encouraging them to have self-confidence, practical training, and psychological training based on the analysis of causes of various cases.

본 연구는 집중력 훈련 방법과 제공시간이 뇌영역 활성과 과제수행에 미치는 영향을 검증하는 것이다. 본 연구에 서의 연구 참여자는 2015년 경상북도 A대학교 남학생 20명과 여학생 20명을 선정하였다. 본 연구의 조사도구로는 QEEG-8, 신체적 과제수행, 인지적 과제수행을 사용하였으며, 수집한 자료는 빈도분석, 이원변량분석, 상관분석, 다중 회귀분석을 실시하여 다음과 같은 결과를 도출하였다. 첫째, 집중력 훈련 방법과 제공시간에 따라 뇌의 SMR파 활성은 차이가 있었다. 또한 뇌파 활성은 훈련방법과 제공시간에 의한 상호효과에 영향을 받는 것으로 나타났다. 둘째, 뇌영역 별 SMR파와 신체적 과제수행, 인지적 과제수행 간 유의한 정적인 상관관계가 있는 것으로 나타났다. 셋째, 전전두엽과 후두엽에서의 SMR파 활성은 신체적 과제수행과 인지적 과제수행에 정적인 영향을 미치는 것으로 나타났다. 이상의 연 구결과를 종합해 볼 때, 본 연구에서는 약 10분에서 15분 정도의 시각적 훈련과 청각적 훈련이 가장 효과적인 것으로 사료된다.

The purpose of this study is to examine the effect of concentration training method and training time on brain area activation and task performance. In this study, 20 male students and 20 female students were chosen from A university in 2015 in Gyeongsangbuk - do. This study used QEEG-8, physical task performance, and cognitive task performance. The collected data were analyzed by frequency analysis, two-way ANOVA, correlation analysis and multiple regression analysis. As a result: First, there was a difference between brain SMR wave activity according to concentration training method and training time. In addition, EEG activity was influenced by the interaction between training method and training time. Second, there was a statistically significant correlation between SMR physical task performance and cognitive task performance. Third, SMR wave activity in the prefrontal and occipital lobes has a statistically significant effect on physical task performance and cognitive task performance. Based on the above results, visual training and auditory training of about 10 to 15 minutes are considered to be most effective in this study.

본 연구는 선행변수로 리더유형(변화/관계지향 리더, 과업지향리더), 매개변수로 임파워먼트, 결과변수로 직무스트레스, 과업수행을 선정하여 이들 변수간의 최적구조모형을 분석하였다. 연구방법은 공분산구조분석을 이용하여 단계적 χ2검증을 실시하였다. 연구모형과 연구모형보다 미지수를 많게 설정한 1개의 완화모형, 미지수를 적게 설정한 3개의 제약모형을 비교분석한 결과 제약모형1이 가장 우수한 모형으로 판명되었다. 제약모형1에서 변화/관계지향리더유형은 결과변수(직무스트레스, 과업수행)에 직접적 영향을 미치기도 하지만, 임파워먼트를 매개로 간접적 영향을 미치는 것으로 나타났다. 반면 과업지향적 리더유형은 결과변수(직무스트레스, 과업수행)에 직접적 영향을 미치지 않고, 임파워먼트를 매개로 결과변수에 영향을 미치는 것으로 나타났다. 연구결과가 제시하는 시사점으로 리더의 행동범주를 3차원으로 간명화함으로써 실무에 유용한 정보를 제공하고, 과업지향적 리더유형도 통제적 행동만을 제외하면 부하의 정서적 반응에 긍정적 영향을 미칠 수 있음을 발견하였으며, 변화/관계지향적 리더유형이 과업수행에 미치는 부정적 영향을 감소시키기 위해 리더십 유형이 임파워먼트와 같은 부하의 정서적 반응에 미치는 영향을 모니터링 할 필요성이 있음을 제기하였다.

This study endeavors to find out the best model in the constructional relationship between several factors. The constructional relationship composed of the three types of leadership styles (i.e., change-oriented leadership, relations-oriented leadership and task-oriented leadership)and empowerment, job stress, task performance Based on the five competitive models, several Chi-square difference tests on each model are implemented. As a result, this study shows the following optimal model; change-oriented and relations-oriented leadership styles give the indirect impact on the job stress and task performance through the empowerment. Task-riented leadership style give not direct impact on the job stress and task performance but task-riented leadership style give the indirect impact on the job stress and task performance through the empowerment. The fitness of the model is found to be χ2=584.422, df=259, p<.001, GFI=0.937, NFI=.946, CFI=0.969, RMSEA=0.043. The main points of this study are; first, the two factors are selected for the study. Of the three factors, the former is the task performance through which the important efficiency in the leadership measurement is measured. The latter is the empowerment emotional responses of subordinates and job stress. Finally, this paper provides the useful information for the application toward the real world by categorizing the leader behaviors as the three types through the previous literature survey.

본 연구에서는 구성원들의 인지적 유연성, 학습목표지향성, 창의적 행동 및 업무성과 간의 구조 적 관계를 탐색하고 실증분석을 통해서 규명하고자 하였다. 관련된 문헌들에 대한 검토와 이론적 논의를 통해서 연구모형과 연구가설을 도출하였으며 AMOS를 활용한 구조방정식 분석을 통해 실 증 분석을 실시하였다. 본 연구에 사용된 데이터는 기업에 재직중인 308명으로부터 수집하였다. 측 정의 객관성을 높이기 위해서 창의적 행동과 업무성과의 측정은 해당 직원의 직속 상사가 직접 응 답하는 방식으로 진행하여, 부하직원과 상사의 응답을 한 쌍으로 한 데이터로 연구를 진행하였다. 연구결과를 살펴보면, 인지적 유연성은 학습목표지향성, 창의적 행동 및 업무성과와 유의미한 긍정 적 관계가 있음이 확인되었으며, 인지적 유연성이 창의적 행동과 업무성과에 이르는 경로에서 학습 목표지향성이 유의미한 부분매개역할을 하였다.

This study aimed to explore and empirically examine the structural relationships between members' cognitive flexibility, learning goal orientation, creative behavior, and task performance. Through a review of relevant literature and theoretical discussions, the research model and hypotheses were derived, and empirical analysis was conducted using structural equation modeling with AMOS. The data used in this study were collected from a total of 308 employees currently working for companies. To increase the objectivity of the measurements, the measurement of creative behavior and task performance was conducted using a method in which the immediate supervisor of the employee responded directly, and the data were collected in pairs between subordinates and supervisors. The results of the study revealed a significant positive relationship between cognitive flexibility and learning goal orientation, creative behavior, and task performance. Cognitive flexibility played a significant mediating role in the path from learning goal orientation to creative behavior.

본 연구에서는 자원기반이론에서 강조하는 조직내 무형자원의 중요성과 자기결정이론에서 제시 하고 있는 내재적 동기부여의 필요성의 관점에서, 조직내 구성원들의 학습지향성과 내재적 동기부 여가 직무몰입과 업무성과에 미치는 영향관계를 규명하고자 하였다. 이를 위하여 선행연구를 조사 하고 이를 토대로 하여 연구모형과 연구가설을 제시하였으며, 설문조사를 통해서 수집된 335명의 데이터를 연구에 사용하였으며, 구조방정식모형 분석을 통해서 연구모형과 연구가설을 검증하였다. 연구결과를 살펴보면 다음과 같다. 학습지향성과 내재적 동기부여는 직무몰입에 대해서 유의한 영 향관계가 있었으며, 순차적으로 직무몰입은 업무성과에 대해 유의한 영향관계가 있었다. 학습지향성 은 업무성과에 대해서 직접적으로도 유의한 영향관계가 있을 뿐만 아니라 직무몰입을 매개로 하여 간접적으로도 유의한 영향관계가 있었다. 한편, 내재적 동기부여는 업무성과에 대해서 유의한 영향 관계가 없는 것으로 나타났다. 이러한 연구결과를 통해 학습지향성과 내재적 동기부여 모두 직무몰 입에 대해서는 중요한 선행요인으로서 역할을 하지만, 업무성과에 대해서는 학습지향성만이 유의한 영향요인임을 확인할 수 있었으며, 직무몰입이 학습지향성이 업무성과로 연계되는데 있어서 중요한 매개요인임을 밝혀냈다.

In this study, from the viewpoint of the importance of intangible resources within an organization emphasized by the resource-based theory and the necessity of intrinsic motivation suggested by the self-determination theory, we tried to investigate the effects of learning orientation and intrinsic motivation on job involvement and task performance. To this end, a research model and a research hypothesis were suggested based on the previous research, and the data of 335 people collected through the survey were used for the study, and the research model and research hypothesis were verified through structural equation model analysis. The research results are as follows. Learning orientation and intrinsic motivation had a significant influence on job involvement, and sequentially job involvement had a significant influence on task performance. Learning orientation not only had a direct and significant influence on task performance, but also indirectly had a significant influence through job involvement as a mediator. On the other hand, it was found that intrinsic motivation had no significant influence on task performance. Through these research results, both learning orientation and intrinsic motivation act as important antecedent factors for job involvement, but it was confirmed that only learning orientation was a significant influencing factor for task performance. In addition, it was found that job involvement is an important mediating factor in linking learning orientation to task performance.

Amid growing economic uncertainty and the expansion of cross-border business activities, leadership effectiveness in multinational enterprises has become a central issue in international management research. Korean firms operating in China encounter distinctive managerial challenges shaped by cultural differences, power distance, and employees’ heterogeneous learning capabilities. Although transformational leadership and paternalistic leadership have both been extensively discussed in prior studies, limited research has comparatively examined their effects within the same multinational organizational context. In addition, the boundary conditions under which these leadership styles differentially influence employee outcomes remain underexplored. Drawing on leadership theory and absorptive capacity theory, this study develops an integrative research model to examine the effects of transformational leadership and paternalistic leadership on Chinese employees’ job satisfaction and task performance in Korean firms operating in China. Absorptive capacity is incorporated as a key moderating mechanism that shapes employees’ cognitive interpretation and behavioral responses to leadership behaviors. Survey data were collected from 250 Chinese employees working in Korean enterprises in China, and empirical analyses were conducted using SPSS 26.0 and Stata 18. Transformational leadership and paternalistic leadership were measured with validated multi-item scales, with paternalistic leadership further decomposed into benevolence, morality, and authoritarianism to reflect its multidimensional structure. The results indicate that transformational leadership has significant positive effects on both job satisfaction and task performance. Paternalistic leadership exhibits differentiated effects: benevolence and morality are positively associated with task performance, whereas authoritarianism is negatively related to job satisfaction. Furthermore, absorptive capacity significantly moderates these relationships. Higher absorptive capacity strengthens the positive effects of transformational leadership as well as the benevolence and morality dimensions of paternalistic leadership, while amplifying the negative effects of authoritarian leadership. This study contributes to the literature by comparatively examining leadership styles within a multinational and culturally hybrid context and by identifying absorptive capacity as an important boundary condition of leadership effectiveness. Practically, the findings suggest that Korean firms operating in China should adopt context-appropriate leadership styles while enhancing employees’ learning and knowledge-utilization capabilities to improve organizational performance.