Earticle

조직 내 구성원의 발언행동은 조직의 효율성 향상과 혁신을 주도하는 중요한 요소이다. 민간조직 뿐만 아니 라, 상명하복을 중요시하는 군 조직 내에서도 구성원들의 발언행동을 촉진하는 것이 부대의 업무 효율성을 증진 하고, 전투력을 향상시키기 위해 중요한 요소로 작용할 것이다. 본 연구는 사회인지이론과 사회학습이론을 바탕 으로, 조직 내에서 구성원들의 발언행동을 촉진하는 요인들과 그 메커니즘을 밝히는 데 그 목적이 있다. 특히, 군 조직 내에서 리더의 발언행동이 구성원의 발언행동에 미치는 영향과 발언 효능감의 매개효과, LMX의 조절 효과를 실증적으로 검증하고자 한다. 본 연구는 육·해·공군 및 해병대 간부를 대상으로 한 온라인 및 서면 설문조사를 통해 자료를 수집하였다. 획 득한 185부의 설문자료를 분석한 결과, 군 조직 내에서 리더의 발언행동과 구성원의 발언행동 사이에 정(+)의 관계가 있음을 확인하였으며, 리더 발언행동 및 구성원의 발언행동 간의 관계에서 발언 효능감의 매개 효과는 유의하였다. 또한, 발언 효능감과 구성원의 발언행동 사이에서 LMX의 조절효과도 유의하였다. 즉, LMX가 높은 경우 발언 효능감이 구성원의 발언행동에 미치는 영향이 감소되었으며, 이는 발언 효능감이 낮은 구성원도 LMX가 높으면 발언행동을 더 많이 한다는 해석이 가능하다. 본 연구의 결과는 그동안 많이 연구되지 않았던 ‘군(軍)’이라는 특수한 조직 내에서의 발언행동에 대해 연구 함으로써, 관련 연구의 공백을 다소나마 해소하였다. 위계질서가 강한 군 조직이지만, 리더의 적극적인 발언행동 은 구성원의 발언 효능감을 높이고, 발언행동을 촉진할 수 있음을 확인하였다. 이를 통해 발언행동과 관련한 이 론의 확장에 기여함은 물론, 실무적으로는 조직 구성원들의 발언행동을 촉진하기 위해 군 리더들이 스스로 어떠 한 노력을 기울여야 할지에 대한 방향 설정에 도움을 줄 것이다.

The voice behavior of members in the organization is an important factor that leads to the improvement of organizational efficiency and innovation. Promoting members’ voice behavior not only within private organizations but also within military organizations that place importance on top and bottom will serve as an important factor in improving the unit’s work efficiency and combat power. Based on social cognitive theory and social learning theory, this study aims to reveal the factors and mechanisms that promote members’ voice behavior within the organization. In particular, we would like to empirically verify the effect of the leader’s voice behavior on the members’ voice behavior within the military organization, the mediating effect of speech efficacy, and the moderating effect of LMX. This study collected data through online and written surveys of Army, Navy, Air Force, and Marine Corps executives. As a result of analyzing 185 survey data obtained, it was confirmed that there was a positive (+) relationship between the leader’s speech behavior and the member’s speech behavior within the military organization, and the mediating effect of speech efficacy was significant. In addition, the moderating effect of LMX between the effectiveness of speech and the member’s speech behavior was also noted. In other words, when LMX is high, the effect of speech efficacy on members’ speech behavior is reduced, which can be interpreted that members with low speech efficacy also have more speech behavior if LMX is high. The results of this study somewhat resolved the gap in related research by studying the speech behavior within a special organization called the "military," which has not been studied much. Although it is a military organization with a strong hierarchy, it has been confirmed that the leader’s active speech behavior can increase the effectiveness of members’ speech and promote speech behavior. This will not only contribute to the expansion of theories related to speech behavior, but also in practice, it will help set the direction of what efforts military leaders should make on their own to promote the speech behavior of organizational members.

Purpose: This study aimed to identify proactive personality, voice self-efficacy, and managers’ empowering leadership as factors influencing voice behavior among operating room nurses. Methods: A descriptive cross-sectional design was employed. Participants were 218 operating room nurses with more than one year of clinical experience from four university-affiliated hospitals (one tertiary and three general hospitals). Data were collected via an online survey between June 25 and September 7, 2024, using a structured self-report questionnaire that assessed demographic and job-related characteristics, proactive personality, voice self-efficacy, empowering leadership, and four types of voice behavior. Data were analyzed using descriptive statistics, independent t-tests, Mann-Whitney U tests, one-way ANOVA, Pearson correlation coefficients, and multiple linear regression with SPSS/WIN 29.0. Results: On a 5-point scale, the mean scores were 3.18±0.68 for constructive voice and 3.18±0.69 for supportive voice. Proactive personality (β=.25, p=.001), self-efficacy for voice (β=.27, p<.001), and empowering leadership (β=.13, p=.034) were identified as significant influencing factors of constructive voice with explaining 24.0% of the variance (F=23.99, p<.001). Proactive personality (β=.26, p=.002) was identified as a significant influencing factor of supportive voice with accounting for 12.0% of the variance (F=10.46, p<.001). Conclusion: OR nurses demonstrated moderate levels of constructive and supportive voice behavior. Enhancing proactive personality and self-efficacy for voice, along with promoting empowering leadership among managers, may help create a work environment that encourages positive voice behaviors and supports desirable organizational outcomes.

The purpose of this study was to investigate the effects of Sea Dong-Il's technique on voice quality in patients with vocal nodules and phonasthenia (vocal fatigue). Ten patients (4 nodules and 6 vocal fatigue) participated in the study. Each subject was assessed acoustically (Fo, Jitter, Shimmer, NNE) in the first and last session. Dr. Speech (version 3.4, Tiger-DRS) was used to compare acoustic parameters of pre-and post-treatment. Sea Dong-Il's technique consisted of breathing exercise, relaxation exercise, and phonation exercise. The results were as follows: First, Sea Dong- Il's technique tended to be effective on improving voice quality in patients with phonasthenia and vocal nodules. Second, the nature of improvements were as follows: there was a significant difference between pre-and post-treatment in shimmer (p < .01) and NNE (p < .001), while there was no significant difference between pre-and post-treatment in Fo and Jitter. Finally, given the fact that the number of subjects was only 10, the jitter might have shown a significant difference if more subjects participated in the experiment.

The purpose of this study was to investigate the effects of the Bel canto singing technique on voice quality in patients with vocal bowing and sulcus vocalis. Five patients with vocal bowing, and five patients with sulcus vocalis participated in the study. Each subject was assessed acoustically (Jitter, Shimmer, NNE) in the first and last session. Dr. Speech (version 4.0, Tiger-DRS) was used to compare acoustic parameters of pre- and post-treatment. The Bel canto singing technique consisted of breathing exercises, relaxation exercises, and phonation exercises. The results showed that the Bel canto singing technique tended to be effective on improving voice quality in patients with organic voice disorders.

Most common cause of vocal dysfunction after thyroidectomy is nerve injury, but an understanding of the anatomy and surgical techniques associated with such voice problems reduces the risk of damage to these nerves. Despite these efforts, many patients still suffer from voice-related problems without obvious accidental nerve injury or vocal-cord palsy. The possible causes of vocal dysfunction without nerve injury are a strap muscle contraction due to surgery, impairment of laryngeal movement, laryngeal trauma after endotracheal intubation, modification of the vascular supply, and psychological problem. However, multiple means of assessing vocal function are time-consuming, require specific instruments and specialists, and increase costs. Thus, the authors developed the Perioperative Voice-Screening Protocol for Thyroid Surgery using the Thyroidectomy-Related Voice Questionnaire (TVQ). This questionnaire was developed at our institution and is a self-assessment tool that measures quality of voice. It consists of 20 questions; responses to each are scored from a minimum of 0 (no voice alterations or symptoms) to a maximum of 80 (highest voice impairment and multiple vocal symptoms). This questionnaire was developed based on the voice handicap index and it concern general voice complaints, representative symptoms related to LPR and vocal cord palsy, and swallowing-related symptoms associated with thyroidectomy. Based on the results of the study, we recommend that a preoperative voice work-up should be performed in patients with a high preoperative TVQ score (≥5). We also recommend that a postoperative voice work-up should be performed in patients with a high postoperative TVQ score (≥25). Korean J Otorhinolaryngol-Head Neck Surg 2016;59(11):759-63

본 연구는 발언이 시도되는 관계적 맥락을 고려하여 구성원의 사회적 공감 역량이 발언행동에 미치는 효과와 그 과정을 고찰하였다. 선행연구는 리더와 구성원의 역학관계에 주목하여 구성원의 발언을 촉진할 수 있는 리더십 효과에 우선적으로 주목하여 왔다. 본 연구는 이러한 리더의 역할을 넘어 구성원의 사회적 역량과 발언의 관계를 고찰함으로써 선행연구의 부족한 이해를 메우고자 한다. 본 연구는 구성원의 조망수용과 감성지능이 리더의 생각과 감정에 대한 이해와 공감을 통해 발언시도에 영향을 미칠 수 있는지를 고찰하였다. 아울러, 이러한 대화 상대에 대한 인지적 및 정서적 공감에 기반을 둔 사회적 역량이 발언에 대한 자기효능감이라는 심리적 역량의 강화를 통해 발언으로 이어질 수 있는지를 고찰하였다. 국내 교육콘텐츠 제작 및 설계 IT 기업에 근무하는 246명의 구성원들을 대상으로 리더에 대한 조망수용과 감성지능이 발언행동에 미치는 직접적인 영향과 발언에 대한 자기효능감의 심리적 매개 역할을 검증하였다. 구체적인 분석결과는 다음과 같다. 먼저, 조망수용과 감성지능은 모두 발언행동을 유의하게 예측하는 것으로 나타났다. 특히, 발언을 촉진하는 대표적인 리더 행동으로 알려진 리더의 소통행동을 통제하고도 조망수용과 감성지능이 발언에 미치는 효과가 유의하게 나타났다는 점에서 발언결정에 있어 구성원의 사회적 역량의 고유한 역할을 확인할 수 있었다. 둘째, 발언에 대한 자기효능감은 조망수용 및 감성지능과 발언행동의 관계를 유의하게 매개하는 것으로 나타났다. 이러한 결과는 리더에 대한 조망수용과 감성지능이 발언에 기여하는 구체적 과정을 설명했다는 점에서 의의가 있다. 종합하면, 본 연구 결과는 리더에 대한 사회적 정보를 확보할 수 있는 리더에 대한 조망수용과 감성지능은 발언에 대한 자기효능감이라는 심리적 역량을 결집시킴으로써 직간접적으로 발언행동에 기여할 수 있음을 시사한다. 이러한 결과를 바탕으로 이론적, 실무적 시사점을 논의하고 한계점과 추후 연구방향을 제시하였다.

This study contributes to the research field of voice behavior by investigating the social competence of employees with regard to voice behavior. Employee voice is defined as a social interaction with his or her leader. The existing literature has highlighted the antecedents of voice behavior mainly from a leader-centered perspective, emphasizing the role of leaders as a facilitator for employee voice. As a result, not much is known about why certain employees are able to be more proactive in social communication with their leaders. The present study attempts to fill this research gap by focusing on an employee-centered perspective. We suggest that it is necessary for employees to recognize leader-relevant social factors, such as their viewpoint and emotions, in order to favorably interact with them. Thus, we propose that two core competencies in social interaction contribute to the ability of employees to actively share their opinions and ideas with leaders: leader perspective taking and emotional intelligence. Furthermore, we propose that self-efficacy for voice could link leader perspective taking and emotional intelligence to voice behavior. Using a sample of 246 employees working for an IT company producing educational materials, the results are as follows. First, leader perspective taking and emotional intelligence of employees were both positively related to voice behavior when controlling for perceived managerial openness, proactive personality, and demographic variables. Thus, their unique influences were identified. Second, self-efficacy for voice mediated the relationships between leader perspective taking and emotional intelligence and voice behavior, respectively. Based on these empirical findings, we discuss meaningful theoretical and managerial implications.

Background and Objectives：Vocal nodules occur with a 12-22% prevalence in pediatric populations. Most otolaryngologists recommend voice therapy as the primary treatment. The aim of this study is to evaluate patient compliance with voice therapy and its effect on vocal nodules in children. Materials and Methods：We retrospectively reviewed 44 pediatric patients between 3 and 11 years old diagnosed with vocal nodules between March 2015 and December 2017. We evaluated the treatment adoption rate, dropout rate during voice therapy, and reasons for dropout. For patients who completed voice therapy, we measured the changes in nodule size, perceptual parameters, and acoustic parameters. We evaluated patient satisfaction using the pediatric voice handicap index (P-VHI). Results：Of the 44 pediatric patients diagnosed with vocal nodules, 22 (50%) agreed to voice therapy. Of the 22 patients who started voice therapy, 5 (22.7%) dropped out during therapy because they were unsatisfied with their treatment. Another 4 patients discontinued therapy for reasons unrelated to treatment effectiveness. Vocal nodule disappeared or decreased in all 13 patients who completed voice therapy. All voice parameters were improved and statistically significant changes were observed in perceptual, acoustic, and P-VHI parameters. Conclusions：Although compliance to voice therapy among the pediatric patients with vocal nodules was low, there were significant improvements in voice parameters for those who completed voice therapy. A change toward a positive perception of voice therapy is necessary and a multidisciplinary approach is needed to improve the effect of voice therapy on pediatric patients with vocal nodules.

Background and Objectives : Bowing of the vocal fold, a bowed edge of the vocal fold results from various disorder causes glottic incompetence resulting in voice disorders. The results of treatment were not satisfactory even though a variety of methods of treatment were applied. The goal of this study is to evaluate of efficacy of the non-surgical, voice therapy in patients with vocal fold bowing. Materials and Method : Twenty two patients of vocal fold bowing not resulting from vocal fold palsy and sulcus vocalis were analyzed. After voice therapy and medical treatment, parameters of perceptual, acoustic, aerodynamic analysis and stroboscopic findings were compared those of pretreatment results. Results and Conclusion : Jitter, shimmer and maximal phonation time were significantly improved and subjective satisfaction was improved in 73% of patients. In the videostroboscopic examination, vocal fold gap was decreased in 27% of patents. The result of this study indicates that voice therapy alone has effect in treatment of vocal fold bowing. Voice therapy is one of the mainstay of treatment of vocal fold bowing.

본 연구는 자기효능감이 발언행동으로 이어지는 메커니즘과, 이들 변수들 사이의 관계를 강화하는 변수들을 연구하고자 한다. 좀 더 구체적으로 살펴보면, 자기효능감이 정서적 조직몰입을 증가시키고, 정서적 조직몰입이 발언행동을 촉진할 것으로 예측한다. 한편으로는 직원들의 조직지원인식과 성취욕구가 이 변수들 사이의 관계를 강화하는 조절변수로 설정되었다. 이 모형을 검증하기 위하여 2024년에 중국의 한 대기업에서 실시된 설문조사를 분석하였다. 다중회귀분석으로 분석한 결과들에 따르면, 자기효능감이 높은 직원일수록 정서적 조직몰입 수준이 높았고, 정서적 조직몰입이 높은 직원들이 발언행동을 많이 하는 것으로 나타났다. 또한 직원들의 조직지원인식이 높을수록 자기효능감과 정서적 조직몰입 사이의 관계가 강화되었고, 성취욕구가 강한 직원일수록 정서적 조직몰입과 발언행동 사이의 관계가 강화되었다. 이러한 연구 결과들은 자기효능감과 관련된 연구에 많은 시사점을 제공한다. 사회인지이론에 따르면 자기효능감이 성과를 향상시키고 성과향상이 직무만족을 증가시킨다고 주장하였으나, 본연구는 사회적 교환의 정서이론(affect theory of social exchange)의 정서적 유대라는 개념을 활용하여 자기효능감이 정서적 조직몰입을 증가시키고, 이것이 발언행동을 유발한다는 메커니즘을 제시하고 있다. 또한 기존연구에서는 자기효능감과 조직몰입 사이의 관계, 조직몰입과 발언행동 사이의 관계를 변화시킬 수 있는 조절변수에 대한 연구가 거의 이루어지지 않았으나, 본 연구에서는 조직지원인식과 성취욕구가 그러한 조절변수로서 역할할 수 있다는 것을 검증함으로써 자기효능감과 관련된 연구에 기여하고 있다.

This study aims to investigate the mechanisms linking self-efficacy to voice behavior and the conditions that may strengthen these relationships. More specifically, it posits that affective organizational commitment mediates the relationship between self-efficacy and voice behavior. In addition, we propose a model in which employees’ perceived organizational support and needs for achievement serve as moderating variables. Data from a survey conducted in 2024 at a large company in China was analyzed to examine this model. The results from multiple regression analyses revealed that employees with higher self-efficacy exhibited increased levels of affective commitment, which in turn led to greater voice behavior. Furthermore, the relationship between self-efficacy and affective commitment was stronger when perceived organizational support was higher, and the relationship between affective commitment and voice behavior was more pronounced when the needs for achievement was greater. These findings provide valuable insights into the research on self-efficacy. Social cognitive theory suggests that self-efficacy improves performance, subsequently increasing job satisfaction. However, this study highlights mechanisms by which self-efficacy enhances employee behavior through their attitudes. By incorpoating the concept of the affective bonds from the affect theory of social exchange, it elucidates how self-efficacy can elevate affective commitment. Furthermore, while previous research has seldom examined moderating variables that could influence the relationships between self-efficacy and organizational commitment, as well as between organizational commitment and voice behavior, this study contributes to the field by proposing that perceived organizational support and needs for achievement may serve as significant moderating variables.

The purpose of this study was to evaluate the efficacy of a multiple voice therapy technique ($SKMVTT^{(R)}$) using laughter for the treatment of various benign vocal fold lesions. To achieve this, 23 female patients diagnosed with vocal nodules, vocal polyp, and muscle tension dysphonia through videostroboscopy were enrolled in vocal hygiene and $SKMVTT^{(R)}$. All of the patients were treated once a week for 4 to 12 sessions. The GRBAS scale was used to confirm the changes in voice quality before and after the treatment. Acoustic analysis was performed to evaluate jitter, shimmer, NHR, fundamental frequency variation, amplitude variation, PFR, and dB range. Videostroboscopy was performed to confirm the changes in the laryngeal features before and after the treatment. After the $SKMVTT^{(R)}$, the results of the perceptual evaluation demonstrated that the G, R, and B scales significantly improved. An acoustic evaluation also demonstrated that jitter, shimmer, NHR, vAm, vFo, PFR, and dB range also significantly improved after the $SKMVTT^{(R)}$. In comparison to the videostroboscopic findings, the size of the vocal nodules and vocal polyp decreased or disappeared after the treatment. In addition, the size of the cuneiform tubercles decreased, the length of the aryepiglottic folds became longer, and the laryngeal findings of the supraglottic compressions improved after the $SKMVTT^{(R)}$. These results suggest that the $SKMVTT^{(R)}$ is effective in improving the vocal quality of patients with benign vocal fold lesions. In conclusion, it seems that laughter and inspiratory phonation suppressed abnormal laryngeal elevation and lowered laryngeal height, which seems to have the effect of improving hyperfunctional phonation.

본 연구의 목적은 일측 성대마비(UVFP)의 치료에 적용된 웃음을 이용한 후두보정기법(SKLCT®)의 효능을 평가하는 것이다. 41명의 환자(남자 14명, 여자 27명)가 비디오스트로보스코피를 통해 UVFP로 진단되어 SKLCT® 치료가 시행되었다. 모든 환자는 4-17 세션 동안 일주일에 한 번 치료를 받았다. GRBAS 척도와 VHI를 이용하여 치료 전후의 음질 변화를 확인하였다. Fo, Jitter, Shimmer, NHR, SFF를 평가하기 위해 음향학적 분석을 수행하였고 MPT, MFR, Psub, Efficiency를 평가하기 위해 공기역학적 분석을 수행하였다. 치료 전후 후두 소견의 변화를 확인하기 위해 비디오스트로보스코피를 시행하였다. SKLCT® 사용 후 청지각적 평가 결과, G, B, A 척도가 유의하게 개선되었으며 VHI 점수가 개선되었다. 무엇보다 SKLCT® 이후 음향학적 및 공기역학적 평가를 통해 크게 개선되었음을 확인하였다. 비디오스트로보스코피 소견과 비교하여 성문 간격의 크기는 치료 후 감소하거나 사라졌다. 또한, 성문상부 압축 소견은 SKLCT® 후에 개선되었다. 이러한 결과는 SKLCT®가 UVFP 환자의 음질 개선에 효과적임을 시사한다. 결론적으로 웃음 음성치료는 비정상적인 성문상부 압축을 억제하고 후두 높이를 낮추어 과소기능을 동반한 발성의 회복에 효과가 있는 것으로 보인다.

The purpose of this study was to evaluate the efficacy of laryngeal calibration technique (SKLCT®) using laughter for the treatment of unilateral vocal fold paralysis(UVFP). 41 patients(14 male, 27 female) diagnosed with UVFP through videostroboscopy were enrolled in SKLCT®. All patients were treated once a week for 4 to 17 sessions. The GRBAS scale and VHI were used to confirm the change of voice quality before and after the treatment. Acoustic analysis was performed to evaluate Fo, Jitter, Shimmer, NHR, SFF and aerodynamic analysis was performed to evaluate MPT, MFR, Psub, Efficiency. Videostroboscopy was performed to confirm changes of laryngeal features before and after treatment. After SKLCT®, the results of the perceptual evaluation showed that G, B, and A scales were significantly improved, and VHI score was improved. Most of all were significantly improved by acoustic and aerodynamic evaluation after SKLCT®. In comparison of videostroboscopic findings, the size of the glottal gap decreased or disappeared after treatment. In addition, the laryngeal findings of supraglottic compressions were improved after SKLCT®. These results suggest that SKLCT® is effective in improving the vocal quality of patients with UVFP. In conclusion, it seems that laughing voice treatment suppressed abnormal supraglottic compression and lowered laryngeal height, which seems to have the effect of improving hypofunctional phonation.

The purpose of this study was to explore the criterion-related concurrent validity of two standardized auditory-perceptual assessments and the Acoustic Voice Quality Index (AVQI) for measuring dysphonia severity in aging voice population. Materials and Methods：292 subjects with aging voice and 121 normal voice subjects were asked to sustain the vowel [a:] and to read aloud the Korean text ‘‘Walk’’. A 2second mid-vowel portion of the sustained vowel and two sentences (with 26 syllables) were edited, concatenated, and analyzed according to Praat script. And then auditory-perceptual assessment was performed by three raters. Results：The aging voice group showed higher AVQI, G and OS values than normal voice group. And the correlation among AVQI, G, and OS ranged from 0.827 to 0.902. In ROC curve analysis, cutoff values of AVQI, G, and OS were ＜4.22, ＜0.00, and ＜30.00, respectively, and the AUC of each analysis was over .90. Conclusions：AVQI and auditory evaluation can improve the early screening ability of aging voice and help to establish effective diagnosis and treatment plan for age-related dysphonia.

Background and Objectives High-speed videolaryngoscopy (HSV) is the most effective tool for visualizing vocal fold vibrations, offering superior image quality compared to laryn- geal videostroboscopy (LVS). Digital kymography (DKG), derived from HSV, allows objec- tive analysis of vibratory patterns, but lacks audio feedback, limiting its diagnostic utility. In contrast, LVS enables simultaneous audio-visual feedback, aiding in the diagnosis of func- tional voice disorders. To address this limitation, we developed an automated DKG system with synchronized voice playback and evaluated its diagnostic value. Subjects and Method We enrolled 102 patients with various voice disorders, including muscle tension dysphonia (n=16), spasmodic dysphonia (n=15), vocal tremor (n=14), vocal fold palsy (n=12), presbyphonia (n=12), and others. We compared diagnostic accuracy among three conditions: conventional DKG, DKG with non-synchronized voice playback, and DKG with synchronized voice playback. Two otolaryngologists and one speech-language pathologist as- sessed intra- and inter-rater reliability. Results Diagnostic accuracy was highest for DKG with synchronized voice playback (76.1%), compared to non-synchronized voice playback (58.1%) and conventional DKG (41.5%). The synchronized system showed significantly improved accuracy and reliability. Conclusion This is the first study to validate automated DKG with synchronized voice feed- back. It presents a promising tool for diagnosing voice disorders, complementing HSV by in- corporating auditory cues. Further clinical validation is needed.

본 연구는 발언행동이 직무성과에 미치는 영향을 규명하고, 이 관계에서 자기효능감의 매개효과와 개인–직무 적합성(P–J fit)의 조절효과를 통합적으로 검증하였다. 사회적 인지이론과 적합성이론을 기반으로, 구성원의 발언이 어떠한 심리적 과정을 통해 성과로 전환되며, 직무 환경과의 적합성이 이 전환 과정의 강도를 어떻게 조절하는지를 이론적으로 조명하였다. 실증 분석을 위해 근로자와 직접 상사의 응답을 매칭하여 자료를 수집하였으며, 위계적 회귀분석과 부트스트래핑 기반의 매개·조절 효과 분석을 통해 가설을 검증하였다. 분석 결과, 첫째, 발언행동은 직무성과에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 자기효능감은 발언행동과 직무성과 간의 관계를 부분 매개하는 것으로 확인되어, 구성원이 발언을 통해 형성한 자신감과 문제해결 기대가 성과 향상으로 연결됨을 보여주었다. 셋째, 개인–직무 적합성은 자기효능감이 직무성과에 미치는 영향을 조절하였으며, 직무가 개인의 능력·가치와 잘 부합할수록 효능감이 성과로 이어지는 힘이 더욱 강화되는 것으로 나타났다. 넷째, 발언행동이 자기효능감을 거쳐 직무성과로 이어지는 간접효과 또한 P–J fit 수준에 따라 달라지는 조절된 매개효과로 유의하게 검증되었다. 이러한 결과는 구성원의 발언행동이 단순한 의견 제시를 넘어, 심리적 자원과 직무 적합성이 결합될 때 조직 성과로 연결되는 복합적 작동 메커니즘을 지닌다는 점을 시사한다.

This study examines the effect of employees’ voice behavior on job performance and investigates the mediating role of self-efficacy as well as the moderating role of person?job fit (P?J fit). Drawing on social cognitive theory and fit theory, voice behavior is conceptualized as a proactive action through which employees develop psychological resources that may translate into performance outcomes under specific job contexts. Matched survey data collected from employees and their immediate supervisors were analyzed using hierarchical regression analyses and bootstrapping techniques. The results show that voice behavior has a significant positive effect on job performance. Self-efficacy partially mediates this relationship, indicating that employees who actively express ideas and concerns develop stronger beliefs in their capability, which in turn enhances performance. Moreover, P?J fit moderates the relationship between self-efficacy and job performance in a negative direction, such that the positive effect of self-efficacy on performance is weaker when P?J fit is high. Consistent with this pattern, the moderated mediation analysis reveals that the indirect effect of voice behavior on job performance through self-efficacy is stronger when P?J fit is relatively low. These findings suggest that the performance implications of voice behavior depend not only on employees’ psychological resources but also on the contextual alignment between individuals and their jobs.

불확실성이 높아진 조직환경에서 조직구성원들의 발언행동은 중요성을 갖는다. 본 연구는 발언행동에 대한 상호작용공정성(대인관계, 정보적)의 영향력의 경우 사회적인지이론(Bandura, 1989, 1997)을 토대로 변화자기효능감, 창의자기효능감이 매개하는지를 살펴보았다. 광주광역시 중소기업 조직구성원들을 대상으로 설문을 통해 연구가설을 검증하였다. 동일방법편의의 문제를 해결하기 위해 응답원을 달리 하였으며 총 257부의 설문지를 최종분석에 활용하였다. 분석결과는 다음과 같다. 첫째, 대인관계공정성은 발언행동에 정(+)의 영향력을 미치는 것으로 나타났다. 정보적공정성은 영향력이 나타나지 않았다. 둘째, 대인관계공정성은 변화자기효능감에 정(+)의 영향력을 미치고 있었다. 창의자기효능감에는 영향력이 나타나지 않았다. 반면에 정보적공정성은 변화자기효능감, 창의자기효능감 모두에 정(+)의 영향력을 보이고 있었다. 셋째, 변화자기효능감과 창의자기효능감 모두 발언행동에 정(+)의 영향력이 나타나고 있었다. 마지막으로 대인관계공정성이 발언행동에 미치는 영향력을 변화자기효능감이 매개하고 있었다. 정보적공정성이 발언행동에 미치는 영향력에 있어서는 변화자기효능감, 창의자기효능감 모두 매개효과가 나타나고 있었다. 연구결과를 토대로 조직구성원들의 발언행동이 대인관계 공정성은 변화자기효능감을 매개로 영향력이 나타나고 있으며, 정보적 공정성은 변화자기효능감, 창의자기효능감을 매개로 영향력이 나타나고 있다는 것을 제시함으로써 상호작용공정성의 의미 뿐만 아니라 사회적인지이론의 적용측면에서 의의를 가질 수 있다.

Based on interactional justice(interpersonal, informational) theory(Colquitt, 2001), interpersonal justice reflect the degree to which employee are treated with politeness, dignity and respect by authorities and informational justice focus on the explanation provided to employee that convey information about why procedures were used in a certain way or why outcomes were distributed in a certain fashion. This study focus on social cognitive theory(Bandura, 1997), we set the domain specific self-efficacy reflect the change and creative, such as change self-efficacy, creative self-efficacy mediate relationship between interactional justice and voice behavior. After literature review, we build up theoretical variables relationship and proposed mediating effect hypothesis. To test hypothesis, survey method were performed. To overcome common method bias problem, we conduct multi-source respond by employees and supervisor and total 257 questionnaires are used for analysis. The major finding are as follows. First, interpersonal justice positive impact on voice behavior. Second, interpersonal justice positive impact on change self-efficacy however, informational justice have positive impact on both of change self-efficacy and creative self-efficacy. Third, change self-efficacy and creative self-efficacy have positive impact on voice behavior. Finally, change self-efficacy mediate relationship between interpersonal justice and voice behavior, and change self-efficacy and creative self-efficacy mediate relationship between informational justice and voice behavior. Our results show that the theoretical and practical implication which amplify the employees voice behavior, interactional justice is more important and clarify the justice-voice behavior connection. Specially, change and creative self-efficacy was mediate of the informational justice and voice behavior.

본 연구는 혁신행동을 높일 수 있는 조직환경 관점에서의 선행요인으로서 제언행동을 제안하고, 그러한 관계에서 역할확장 자기효능감(RBSE)의 매개효과를 통한 메커니즘을 규명하고자 하였다. 관련 선행연구 고찰을 통하여 연구가설을 설정하였으며, 국내 공공 및 민간 기업체를 대상으로 수집된 189개의 설문조사를 바탕으로 실증분석을 실시하였다. 연구결과 첫째, 조직구성원의 제언행동은 혁신행동에 유의한 정(+)의 영향을 미치는 것으로 확인됐다. 둘째, RBSE는 제언행동과 혁신행동 간의 관계에서 정(+)의 매개효과가 있는 것을 확인하였다. 이는 조직구성원의 제언행동이 많을수록 혁신행동이 강화되며, 제언행동이 강한 조직구성원은 높은 RBSE를 경험하게 되어 이러한 개인의 역할 행동이 직무에 대한 능동적이고 긍정적인 역할태도에 영향을 미쳐 혁신행동이 강화되는 것으로 해석할 수 있다. 본 연구는 국내 경영학 분야에서 실증연구가 부족했던 제언행동에 대한 RBSE와 혁신행동 등과 같은 긍정적 과업행동과의 관련성을 규명함으로써 기존의 연구를 확장하는 데 시사점이 있다. 이와 관련하여 이론적, 실무적 시사점을 제시하고 향후 연구방향에 대해 논의하였다.

Although voice has frequently been considered as a proactive extra-role behavior that employees take to make constructive improvements, the understanding of the effect of voice on employee innovative behavior is insufficient. The purpose of the current study is (a) to provide thorough understanding of the relationship between employees’ voice behavior and innovative behavior and (b) to provide a empirical validation of the relationship by identifying role-breadth self-efficacy as a mediating mechanism. Results of the field study (N=189) from Korean public and private organizations demonstrate the positive association of voice and innovative behavior of employees. The results also show that role-breadth self-efficacy(RBSE) positively mediates the relationship between voice and innovative behavior. The current study broadened the scope of voice studies in relation to innovative behaviors and elaborated the mediating mechanism. The theoretical and practical implications are discussed.

겸손은 동서고금을 막론하고 인간 사회에서 가장 중요한 덕목 중 하나로 강조되어 왔다. 동서양 철학에서부터 사회과학, 종교에 이르기까지 정의나 접근방법은 다소 다를지라도 겸손의 가치는 높이 부여되어 왔다. 최근 서양에서는 겸손에 대한 다양한 논의를 고찰하여 겸손의 구성개념을 이론적으로 정립하고, 이를 바탕으로 조직 및 리더십 연구에서 겸손이 가지는 의의를 살펴보는 연구가 확대되고 있다. 특히, 최근 리더의 비윤리적인 행위로 인한 부정적 효과가 확인되면서, 윤리적 측면에서의 리더 겸손에 대한 논의가 더욱 활발해지고 있으며, 리더가 갖추어야 할 덕목으로 겸손이 강조되고 있는 추세이다. 우리나라를 비롯한 동아시아 지역에서도 겸손이 인간으로서 갖추어야할 가장 중요한 덕목으로 강조되어 왔으나, 대부분의 겸손에 대한 논의는 교양서적, 윤리서적 등에서 논의되는 수준이며, 조직에서 겸손이 가지는 역할에 대한 논의는 부재한 상황이다. 이러한 상황에서 본 연구는 최근 서양에서 정립된 구성개념인 겸손의 이론적 논거를 바탕으로 리더의 겸손이 부하의 발언행동에 미치는 영향을 확인하였다. 나아가 리더 겸손과 발언행동의 관계에서 부하의 자기효능감의 매개효과와 리더 발언요청의 조절효과를 확인함으로써 리더 겸손의 영향력 발휘과정을 확인하였다. 81명의 리더와 251명의 부하를 대상으로 수집된 자료를 다층분석을 이용하여 분석한 결과 리더의 겸손은 부하 발언행동에 대하여 정적인 영향을 미치는 것으로 나타났다. 또한 리더 겸손은 부하의 자기효능감에 정적인 영향을 미치고, 부하의 자기효능감은 부하의 발언행동에 정적인 영향을 미침을 확인함으로써 부하의 자기효능감이 리더 겸손과 부하 발언행동의 관계를 매개함을 확인하였다. 나아가 리더 겸손과 부하의 자기효능감의 관계는 리더가 부하에게 행하는 발언요청에 의해서 조절됨을 확인하였다. 보다 구체적으로 리더가 부하에 대해서 발언요청을 많이 할수록 리더 겸손이 부하의 자기효능감에 미치는 정적 효과가 더 강하게 나타남이 확인되었다. 마지막으로, 본 연구결과의 이론적, 실무적 시사점에 대하여 논의하였다.

Across history and in all corners of the world, humility has been recognized as an important human virtue. Recently, scholars from western countries have conceptualized humility in organizations and examined the role and effect it has on these organizations. Even though it has been emphasized as an important virtue in East Asia, as well, there have not been any studies to this point to explore the role of humility in leadership and organization in Korea. This study examined the effects of leader humility on followers’ voice behaviors. In addition, it explored the mediating role of follower self-efficacy on the relationship between leader humility and followers’ voice behaviors, along with the moderating effects of leader solicitation of voice on the relationship between leader humility, follower self-efficacy, and voice behaviors. Gathering samples from 81 leaders and 251 followers from the Korean Army and using multi-level analyses, this study found that leader humility is positively and significantly associated with followers’ voice behaviors and the relationship is mediated through follower self-efficacy. These findings indicate that leader humility is positively related to follower self-efficacy, which in turn is supposed to enhance followers’ voice behaviors. Moreover, this study found the moderating effects of leader solicitation of voice on the relationship between leader humility and follower self-efficacy. The positive effects of leader humility on follower self-efficacy were stronger for those whose leaders solicited voice more often than for those whose leaders solicited voice less often. The results of this study indicate that leader humility plays a significant role in organizations, and this may be beneficial to organizational performance.

배경 및 목적: 노화로 인한 음성 기능의 저하는 의사소통과 일상생활을 방해하며 삶의 질에 부정적 영향을 미치므로 노인성 음성장애에 대한 중재가 필요하다. 치료 효과를 최대화하기 위해서는 치료 순응이 필수적이며 모바일 헬스케어는 순응도를 높이는 데 효과적일 수 있다. 이 연구에서는 애플리케이션을 이용한 구강 및 인후두 근력 강화 훈련이 노년층의 음성에 미치는 효과를 확인하고자 한다. 방법: 11명의 노인을 대상으로 8주 동안 가정에서 애플리케이션을 이용하여 ASSET (A Successful Swallowing with Effortful Training)을 실시하게 하였다. 이 중 프로토콜을 적합하게 수행한 7명(여성 7명, 평균 연령 74.6±5.7세)을 대상으로 치료 효과를 확인하였으며 효과성 측정은 음성 기능 평가와 음성 관련 설문평가를 통해 이루어졌다. 결과: 음성 기능 평가 결과, 훈련 직후 MPT, F0, CPPs가 유의하게 증가하였고 Jitter, Shimmer, NHR이 유의하게 감소하였으며 NHR의 개선이 훈련 종료 12주 후에도 유지되고 있었다. 음성 관련 설문평가 결과, 훈련 직후 VHI-10 총점이 유의하게 감소하였다. 논의 및 결론: 애플리케이션을 이용한 구강 및 인후두 근력 강화 훈련 후 노년 여성의 음성 기능 및 음성 관련 삶의 질이 개선되었으며 음성 기능의 개선이 장기적으로 유지되었다. 본 훈련 프로토콜은 노인성 음성장애의 효과적인 음성치료로 사용될 수 있을 것이다.

Objectives: A decline in vocal function due to aging interferes with successful communication in daily life, and negatively affects the quality of life. As part of an appropriate intervention for presbyphonia, adherence to regular voice exercise benefits and improves therapeutic effectiveness. The purpose of this study was to investigate the efficacy of oral and pharyngolaryngeal strength training on voice using a mobile healthcare application in elderly women. Methods: Eleven participants performed ‘A Successful Swallowing with Effortful Training (ASSET)’ at home for eight weeks using a mobile health application. A significant training effect was identified in seven participants (7 women, mean age=74.6±5.7 years) who performed the protocol appropriately. The effects of the training were measured by voice function evaluation and voice-related questionnaire assessment. Results: The post-training results showed significant increases in maximum phonation time, average fundamental frequency, and cepstral peak prominence smoothed, and significant decreases in jitter local, shimmer local, and noise to harmonic ratio (NHR) (p<.05). Furthermore, a significant improvement was observed in the participants’ voice-related quality of life. The long-term post-intervention evaluation showed that the improvement of NHR observed in the short-term efficacy was maintained for 12-weeks post-intervention (p<.05). Conclusion: After the oral and pharyngolaryngeal strengthening training using a mobile application, voice function and voice-related quality of life in elderly women were improved and the improvement of voice function was maintained in the long term follow-up. This training protocol can be of use as an effective voice therapy for presbyphonia.

본 연구는 진성리더십과 발언행동 간에 심리적 안전감의 매개효과, 그리고 심리적 안전감을 통한 진성리더십과발언행동 사이의 관계에서 자기효능감의 조절매개효과를 실증적으로 검증하였다. 시중은행을 대상으로 설문조사의 방법으로 2차에 걸쳐 자료를 수집하고 가설을 검증하였다. 총 327부를 회수하여 응답이 부적절하다고 판단되는 3부를 제외한 324부를 분석에 활용하였다. 연구의 결과는 다음과 같다. 첫째, 진성리더십은 발언행동에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 진성리더십은 심리적 안전감을 높이고 심리적 안전감은 조직 구성원의 발언행동을 유발시킨다는 점을 확인하였다. 셋째, 심리적 안전감과 발언행동 간 자기효능감의 조절효과와 진성리더십이 심리적 안전감을 통하여 발언행동에 미치는 영향은 자기효능감의 수준에 의존하는 것으로 확인되었다. 진성리더십이 심리적 안전감을 통하여 발언행동에 미치는 영향에서 심리적 안전감의 간접효과와 자기효능감의 조절효과를 통합하여 조건부간접효과를 검증하였다는 점이 기존 연구와의 차별성을 갖는다.

This study has empirically verified the psychological safety mediation effect between authentic leadership and voice behaviors and the moderated mediation effect of self efficacy in the authentic leadership and voice behaviors through the psychological safety. This study targeted workers in the Private Banker and collected data in two times of questionnaire survey and verified hypotheses. A total of 327 response copies were collected and 324 copies of them except three copies, whose responses were inadequate, were used for an analysis. The study results are as follows: First, authentic leadership has a direct effect on voice behaviors. Second, it was confirmed that authentic leadership enhances psychological safety and the psychological safety induces organizational members’ voice behaviors. Third, the self efficacy moderate effect was ascertained between psychological safety and voice behaviors. That the conditional indirect effect was verified by integrating the indirect effect of psycho- logical safety and the moderate effect of self efficacy in the effects of authentic leadership on voice behaviors through psychological safety in terms of the controlled mediation effect has differentiation from the existing stud- ies.

최근 머신러닝, 빅데이터 및 센서 등 정보기술의 발전은 새로운 데이터 수집과 실시간 분석을 가능하게 하였다. 이러한 기술은 경영학 및 인사조직연구 분야에 있어 기존의 이론을 새로운 관점에서 실증하고 확장시키는 기회가 되고 있다. 본 연구는 테블릿을 통해 음성 패턴을 수집/분석하는 앱을 제작하고 활용하였다. 구체적으로 본 연구에서는 창의적인 업무에서 개인 발언의 패턴(발언의 비율)이 팀내영향력에 미치는 효과를 살펴보았다. 지위 특성 이론(status characteristic theory)을 바탕으로 개인의 상대적 발언의 양이 팀원의 외향적 성격과 영향력의 관계를 매개한다고 주장하였다. 나아가 본 연구에서는 창의적 자기효능감이 팀 대화의 패턴과 영향력의 관계를 조절한다고 주장하였다. 본 연구의 이론적 모형을 검증하기 위해 경남지역 대학생 117명 39팀을 대상으로 설문과 테블릿의음성앱을 활용한 창의적 업무 실험을 수행하였다. 분석결과, 창의적인 업무를 수행하는 팀에서 외향적성격과 팀의 영향력은 유의미한 정(+)의 관계가 나타났다. 또한, 개인의 상대적 발언 비율은 외향성과영향력의 관계를 정(+)적으로 매개하였다. 또한 조건부 간접효과에 있어서 ‘외향성→상대적 발언의 비율→ 영향력’의 간접적인 영향(매개효과)은 창의적 자기효능감이 유의미하게 약화시키는 것으로 나타났다. 본 연구에서는 창의적인 업무를 수행하는 팀에서 어떤 구성원이 어떻게 영향력을 가지는지 그리고팀내 상호작용에서 어떠한 개인의 특성이 영향을 미치는지를 확인함으로써 팀 상호작용에 대한 이론적확장과 함께 음성 센서를 활용하여 역동적인 팀내 상호작용을 객관적으로 파악하였다는 점에서 의의가있을 것이다.

The advancement of information technology (e.g., machine learning, big data, and sensors) enables us to collect granular data for analysis. The usage of such technology has provided an opportunity to expand the current understanding in organizational behavior research. We developed and validated the voice detection algorithm to examine member influence in creative team tasks. In particular, we tested the effect of extravert personality as social cues on the team member influence via a mediating mechanism of individual speech patterns using the voice detection technology. We further hypothesized that creative self-efficacy moderates the mediation effect of the speech patterns between extravert personality and member influence. To test our theoretical model, we conducted a creative task experiment using voice detection sensors with a sample of 117 student members in 39 work teams. The major findings are as follows: First, extravert personality was positively related to the members’influence in teams. In addition, members’relative ratio of speaking time positively mediated the relationship between extravert personality and member influence. Finally, we found the moderated mediation effect of members’creative self-efficacy, that weakened the mediation relationship of the relative speaking time extravert personality and member influence. This study contributes to a more nuanced understanding of team dynamics by capturing real-time conversation patterns. We discussed theoretical and practical implications and limitations were discussed.