Earticle

최근 빠르게 변하는 경영 환경에 적응하기 위해서는 조직구성원들의 자발적이며 변화 지향적인 행동이 필요하다. 본 연구는 조직에서 피드백 추구행동이 구성원들의 발언행동과 서비스 성과에 어 떠한 과정을 통해 영향을 미치는가를 규명하며, 그 결과를 활용하여 기업들의 경영성과를 돕는 데 목적이 있다. 본 연구의 표본 수집은 외식업에 종사하는 구성원 240명의 설문자료가 분석에 활용되었으며, 가 설검증은 SPSS 25, Smart PLS을 사용하여 검증하였다. 연구 결과는 다음과 같다. 첫째, 자기조절 이론을 바탕으로 피드백 추구행동과 발언행동에서 자기 행동을 조절하는 것을 설명하였다. 둘째, 피 드백 추구행동이 발언행동의 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 정치적 스킬은 피드백 추구행동과 발언행동 간의 관계를 약화하는 것으로 나타났다. 즉, 정치적 스킬이 높은 구성원의 경 우, 피드백 추구행동 요청 시 발언행동을 제한함으로써 피해를 줄이는 것으로 나타났다. 발언행동은 조직에서 문제 발생 시 회피하기보다는 상황을 변화시키는 행위로 볼 수 있다. 따라서 관리자는 구 성원들이 건설적인 의견, 우려, 아이디어 등을 제시할 수 있는 동기부여 및 분위기를 제공해야 할 것이다. 넷째, 구성원의 발언행동은 서비스 성과에 정(+)의 영향을 미치는 것으로 나타났다. 즉, 경 영성과를 위한 관리자의 피드백이 결과적으로 조직구성원에 직무몰입과 직무성과에 긍정적인 영향 을 미침으로 더욱 장려할 필요가 있으며, 이에 경영진과 리더들은 구성원들과의 원활한 의사소통으 로 피드백과 발언행동이 편안하게 이루어질 수 있도록 분위기를 조성함으로써 구성원들의 직무몰입 이 서비스 성과로 향상될 수 있도록 해야 할 것이다.

In order to adapt to the recently rapidly changing business environment, voluntary and change-oriented behavior by organizational members is necessary. Accordingly, the purpose of this study is to investigate how feedback-seeking behavior in an organization affects members' voice behavior and service performance, and to use the results to help companies improve their business performance. For sample collection in this study, survey data from 240 members of the restaurant industry were used for analysis. The results of the study are as follows. First, based on self-regulation theory, it expands the theoretical foundation by explaining the regulation of self-behavior in feedback-seeking behavior and voice behavior. Second, feedback-seeking behavior was found to have a positive influence on voice behavior. Third, political skills were found to weaken the relationship between feedback seeking behavior andvoice behavior. In other words, in the case of members with high political skills, damage was reduced by limiting voice behavior when feedback-seeking behavior was requested. Speaking out can be seen as an act of changing the situation rather than avoiding a problem when it occurs in an organization. Therefore, managers must provide motivation and an atmosphere in which members can present constructive opinions, concerns, and ideas. Fourth, members' voice behavior was found to have a positive influence on service performance. In summary, it is necessary to further encourage managers' feedback for management performance as it has a positive impact on the job commitment and job performance of organizational members. Accordingly, management and leaders need to provide feedback and feedback through smooth communication with members. By creating an atmosphere in which comments can be made comfortably, it is necessary to ensure that members' job immersion can be improved through service performance.

The number of SMEs taking up information systems such as Enterprise Resource Planning has been growing rapidly, and many of those organizations have stepped into the stage of ongoing use at this point. Thus, research which takes into account idiosyncratic nature of SME environment is more important than before. Through an empirical study using survey method, we tried to examine the importance of end user's feedback seeking behavior in SMEs and how environmental factors affecting such behavior reinforce and interact with the feedback seeking behavior itself. The result shows that end user's active role as a voluntary feedback seeker is important in utilizing information systems in accordance with the initial design intention in ongoing use environment. Furthermore, in order to facilitate such feedback seeking behavior in SME environment, it is essential that management's involvement and communicating to its employees the importance of effectively utilizing the information systems as well as the support of peer IT champ.

최근 코칭행동에 관한 연구는 주로 조직몰입과 조직 만족 등의 성과향상을 위한 조직 유효성에 한정되었고, 코칭행동의 결과 변인으로 개인 의 창의적 행동과 다양한 매개 변인과의 효과를 실증한 연구는 제한적이었다. 본 연구에서는 관리자의 코칭행동이 조직구성원의 창의적 행동에 미치는 영향과 심리적 임파워먼트와 피드백 추구행동의 매개효과를 실증적으로 규명하고자 하였다. 따라서 조직구성원의 주도적 문제해결 능 력과 역량향상을 지원하고 촉진하는 관리자의 코칭행동이 조직구성원의 심리적 임파워먼트와 피드백 추구행동을 강화하고 이러한 긍정적 자아 효능감과 인지적 유연성을 기반으로 조직의 혁신과 효과성에 기여하는 창의적 행동을 향상한다는 가설을 관련 이론들과 선행연구들을 통하여 도출하였다. 이를 위해, 국내 기업 직장인 335명을 대상으로 온라인 설문 조사를 하였고, 수집된 자료는 신뢰성과 타당성을 검증하였고, 가설검 증은 부트스트랩 방식을 활용한 SPSS ProcessMacro 3.0을 활용하였다. 연구결과, 첫째, 관리자의 코칭행동은 조직구성원의 창의적 행동, 심리적 임파워먼트, 피드백 추구행동에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 관리자의 코칭행동과 창의적 행동 관계에서 심리적 임파워먼트 와 피드백 추구행동은 부분매개와 다중매개 역할을 하는 것으로 나타났다. 이러한 연구결과를 통해 기업은 조직혁신을 이끄는 조직구성원의 창 의적 행동을 촉진하기 위해 관리자의 코칭행동 향상에 초점을 맞추어 효과적인 프로그램의 실행과 이를 뒷받침할 수 있는 다양한 제도와 지원이 필요하며, 조직구성원의 심리적 임파워먼트와 피드백 추구행동이 창의적 행동에 긍정적인 영향을 미치기 때문에, 이를 효과적으로 향상하기 위 한 실질적인 기회를 제공하고 관련 조직문화를 구축할 필요가 있음을 컨설팅적 관점에서 제시하고 있다.

Recent research on coaching behavior was mainly limited to organizational effectiveness to improve performance, such as organizational engagement and organizational satisfaction, and the research that demonstrated the effects of individual creative behavior and various parameters as a result of coaching behavior was limited. In this study, we tried to empirically identify the effect of managerial coaching behavior on the creative behavior of the members of the organization and the mediating effect of psychological empowerment and feedback-seeking behavior. Therefore, the hypothesis that the coaching behavior of managers supporting and promoting the leading problem-solving skills and capacity improvement of the members of the organization is enhanced by the psychological empowerment and feedback-seeking behavior of the members of the organization, and that the creative behavior that contributes to the innovation and effectiveness of the organization based on this positive self-efficacy and cognitive flexibility, was derived through related theories and prior studies. To this end, an online survey was conducted on 335 employees of domestic companies, and the collected data were verified for reliability and validity, and the hypothesis test utilized the SPSS Process Macro 3.0 using the bootstrap method. Studies show that, firstly, the managerial coaching behavior has a positive influence on the creative behavior, psychological empowerment and feedback-seeking behavior of the members of the organization. Second, in the managerial coaching behavior and the relationship of creative behavior, the psychological empowerment and feedback-seeking behavior were found to serve as partial and multiple mediating effects. These findings suggest from a consulting perspective that companies need to focus on improving the coaching behavior of managers to promote the creative behavior of the members of the organization that lead to organizational innovation and to provide practical opportunities to improve and build relevant organizational culture because the effective implementation of the programand the pursuit of psychological empowerment and feedback have a positive impact on creative behavior.

[연구목적] 본 연구는 코로나-19 팬데믹 시대에 기업의 불확실성을 해소하기 위한 이슈 리더십이 구성원의 혁신 행동에 미치는 영향을 살펴보고, 이를 위해 피드백 추구 행동과 흡수 역량이 다중매개 역할을 하는지 실증 하고자 한다. [연구방법] 본 연구에서는 국내 제조업, IT, 서비스 등 다양한 업종의 기업 구성원 597명을 대상으로 설문조 사를 실시하고, 응답한 327명의 데이터를 분석하였다. 이슈 리더십, 피드백 추구 행동, 흡수 역량, 혁신 행동과 관련된 이론과 선행 연구를 기반으로 가설을 설정하고, 연구모형의 신뢰도와 타당도를 확인하기 위해 확인적 요인분석을 시행하였다. 가설검증은 SPSS 25.0과 AMOS 25.0을 사용하여 인과관계를 분석하였으며, 다중 매 개효과를 검증하기 위해 Process Macro 3.0을 활용하였다. [연구결과] 본 연구의 가설검증 결과, 이슈 리더십은 피드백 추구 행동, 흡수 역량, 혁신 행동에 모두 긍정적 인 영향을 미치는 것으로 나타났다. 또한, 피드백 추구 행동과 흡수 역량은 이슈 리더십과 혁신 행동 사이에서 매개 역할을 하는 것으로 나타났다. 리더로부터 적극적인 피드백을 받고 새로운 지식과 기술을 습득하는 과정 은 구성원의 혁신 역량을 강화하고 혁신 활동 참여를 높인다. 마지막으로 이슈 리더십과 혁신 행동 사이에 피드 백 추구 행동과 흡수 역량은 다중매개 효과가 나타나는 것으로 의의가 있다. 이는 기업이 혁신 문화를 조성하기 위해 이슈 리더십 개발과 더불어 구성원의 피드백 문화 및 학습 기회 제공이 중요하다. [연구의 시사점] 이러한 연구 결과는 이슈 리더십이 피드백 추구 행동과 흡수 역량을 통해 구성원의 혁신 행동을 향상할 수 있다는 것을 시사한다. 이는 코로나-19 팬데믹 등과 같은 급변하는 환경에서 이슈 리더십을 강화하고 구성원의 혁신 역량을 증진시키는 노력은 기업의 지속 가능한 성장을 위해 중요한 시사점을 제공 한다.

[Purpose] This study aims to examine the impact of issue leadership to resolve corporate uncertainty on members' innovative behavior in the era of the COVID-19 pandemic, and to demonstrate whether feedback-seeking behavior and absorption capabilities play multiple mediating roles. In this study, the data of 327 respondents were analyzed by conducting a survey of 597 members of companies working in various industries such as domestic manufacturing, IT, and service industries. [Methodology] Hypotheses were established based on theories and previous studies related to issue leadership, feedback-seeking behavior, absorption capability, and innovative behavior, and confirmatory factor analysis was conducted to confirm the reliability and validity of the research model. For hypothesis verification, the causal relationship was analyzed using SPSS 25.0 and AMOS 25.0, and the multi-mediated effect was verified using Process Macro 3.0. [Findings] As a result of hypothesis verification of this study, it was found that issue leadership had a positive effect on feedback-seeking behavior, absorption capacity, and innovation behavior. In addition, it was found that feedback-seeking behavior and absorption capacity play a mediating role between issue leadership and innovation behavior. The process of receiving active feedback from leaders and acquiring new knowledge and skills strengthens members' innovation capabilities and increases participation in innovation activities. Finally, it is meaningful that the feedback-seeking behavior and absorption capacity between issue leadership and innovation behavior have multiple mediating effects. It is important for companies to develop issue leadership and provide feedback culture and learning opportunities to their members in order to foster an innovation culture. [Implications] These findings suggest that issue leadership can improve members' innovative behavior through feedback-seeking behavior and absorption capabilities. This means that efforts to strengthen issue leadership and enhance members' innovation capabilities in rapidly changing environments such as the COVID-19 pandemic provide important implications for the sustainable growth of companies.

본 연구의 목적은 조절초점 조직문화가 긍정적 및 부정적 피드백 추구행동과 혁신적 업무행동에 미치는 영향을 확인하고, 조절초점 조직문화가 피드백 추구행동을 매개로 혁신적 업무행동에 미치는 영향 과정을 확인하는 것이다. 이를 위해 국내 기업의 직장인을 대상으로 온라인 설문을 실시하여 총 245명의 자료를 분석하였다. 주요 연구결과는 다음과 같다. 첫째, 조직문화와 혁신적 업무행동의 관계에서 향상초점 조직문화는 혁신적 업무행동을 증가시켰으나 예방초점 조직문화는 혁신적 업무행동에 영향을 미치지 않았다. 둘째, 조직문화와 피드백 추구행동의 관계에서 향상초점 조직문화는 긍정적 및 부정적 피드백 추구행동 모두를 증가시켰으나 예방초점 조직문화는 긍정적 피드백 추구행동만 증가시켰다. 셋째, 피드백 추구행동과 혁신적 업무행동의 관계에서 부정적 피드백 추구행동은 혁신적 업무행동에 정적인 영향을 미쳤으나 긍정적 피드백 추구행동은 혁신적 업무행동에 영향을 미치지 않았다. 넷째, 조절초점 조직문화 중 향상초점 조직문화만이 부정적 피드백 추구행동을 매개로 혁신적 업무행동에 간접효과를 미치고 있었다. 본 연구결과는 혁신을 추구하는 기업일수록 향상초점 조직문화를 형성하여 종업원들로 하여금 부정적 피드백을 경계하지 않고 적극적으로 수용하여 활용하도록 할 필요성이 있음을 시사한다. 마지막으로 본 연구의 일부 가설이 지지되지 않은 이유와 함께 연구의 제한점과 향후 연구를 위한 제언을 논의하였다.

The aims of this study were to identify the effects of regulatory focus organizational culture and feedback seeking behavior on innovative work behavior and to confirm the mediating effect of feedback seeking behavior. For this purpose, an online survey was conducted on employees of domestic companies and a total of 245 data were analyzed. The main results of this study are as follows. First, in the relationship between organizational culture and innovative work behavior, the promotion focus organizational culture increased innovative work behavior, but the prevention focus organizational culture did not affect innovative work behavior. Second, in the relationship between organizational culture and feedback seeking behavior, the promotion focus organizational culture increased both positive and negative feedback seeking behavior, but the prevention focus organizational culture increased only positive feedback seeking behavior. Third, in the relationship between feedback seeking behavior and innovative work behavior, negative feedback seeking behavior had a positive effect on innovative work behavior, but positive feedback seeking behavior did not affect innovative work behavior. Fourth, the promotion focus organizational culture had indirect effects on innovative work behavior through negative feedback seeking behavior. The results of this study suggest that the more companies that pursue innovation, the more they need to form a promotion focus organizational culture, so that employees can actively accept and utilize negative feedback without being wary of negative feedback.

Small-and-medium sized enterprises (SMEs) represent quite a large proportion of the industry as a whole in terms of the number of enterprises or employees. However researches on information system so far have focused on large companies, probably because SMEs were not so active in introducing information systems as larger enterprises. SMEs are now increasingly bringing in information systems such as ERP (Enterprise Resource Planning Systems) and some of the companies already entered the stage of ongoing use. Accordingly, researches should deal with the use of information systems by SMEs operating under different conditions from large companies. This study examined factors and mechanism inducing faithful appropriation of information systems, in particular integrative systems such as ERP, in view of individuals’ active feedback-seeking behavior. There are three factors expected to affect end users’ feedback-seeking behavior for faithful appropriation of information systems. They are management support, peer IT champ support, and IT staff support. The main focus of the study is on how these factors affect feedback-seeking behavior and whether the feedback-seeking behavior plays the role of mediator for realizing faithful appropriation of information systems by end users.To examine the research model and the hypotheses, this study employed an empirical method based on a field survey. The survey used measurements mostly employed and verified by previous researches, while some of the measurements had gone through minor modifications for the purpose of the study. The survey respondents are individual employees of SMEs that have been using ERP for one year or longer. To prevent common method bias, Task-Technology Fit items used as the control variable were made to be answered by different respondents. In total, 127 pairs of valid questionnaires were collected and used for the analysis. The PLS (Partial Least Squares) approach to structural equation modeling (PLS-Graph v. 3.0) was used as our data analysis strategy because of its ability to model both formative and reflective latent constructs under small-and medium-size samples. The analysis shows Reliability, Construct Validity and Discriminant Validity are appropriate. The path analysis results are as follows; first, the more there is peer IT champ support, the more the end user is likely to show feedback-seeking behavior (path-coefficient=0.230, t=2.28, p<0.05). In other words, if colleagues proficient in information system use recognize the importance of their help, pass on what they have found to be an effective way of using the system or correct others’ misuse, ordinary end users will be able to seek feedback on the faithfulness of their appropriation of information system without hesitation, because they know the convenience of getting help. Second, management support encourages ordinary end users to seek more feedback (path-coefficient=0.271, t=3.06, p<0.01) by affecting the end users’ perceived value of feedback (path-coefficient=0.401, t=6.01, p<0.01). Management support is far more influential than other factors that when the management of an SME well understands the benefit of ERP, promotes its faithful appropriation and pays attention to employees’ satisfaction with the system, employees will make deliberate efforts for faithful appropriation of the system. However, the third factor, IT staff support was found not to be conducive to feedback-seeking behavior from end users (path-coefficient=0.174, t=1.83). This is partly attributable to the fundamental reason that there is little support for end users from IT staff in SMEs. Even when IT staff provides support, end users may find it less important than that from coworkers more familiar with the end users’ job. Meanwhile, the more end users seek feedback and attempt to find ways of faithful appropriation of information systems, the more likely the users will be able to deploy the system according to the purpose the system was originally meant for (path-coefficient=0.35, t=2.88, p<0.01). Finally, the mediation effect analysis confirmed the mediation effect of feedback-seeking behavior. By confirming the mediation effect of feedback-seeking behavior, this study draws attention to the im-portance of feedback-seeking behavior that has long been overlooked in research about information system use. This study also explores the factors that promote feedback-seeking behavior which in result could affect end user’s faithful appropriation of information systems. In addition, this study provides insight about which inducements or resources SMEs should offer to promote individual users’feedback-seeking behavior when formal and sufficient support from IT staff or an outside information system provider is hardly expected. As the study results show, under the business environment of SMEs, help from skilled colleagues and the management plays a critical role. Therefore, SMEs should seriously consider how to utilize skilled peer in-formation system users, while the management should pay keen attention to end users and support them to make the most of information systems.

본 연구는 코칭리더십이 긍정적 및 부정적 피드백 추구행동을 매개하여 잡크래프팅에 미치는 영향과 코칭리더십과 피드백 추구행동 간 관계에서 조직 구성원의 조절초점 성향의 조절효과를 확인하기 위해 진행되었다. 이를 위해 국내 조직에 재직 중인 직장인을 대상으로 자료를 수집하였고, 300명의 데이터를 SPSS Process macro 4.2를 이용하여 분석하였다. 분석결과는 다음과 같다. 첫째, 코칭리더십이 잡크래프팅에 미치는 직접효과가 나타났다. 둘째, 긍정적 및 부정적 피드백 추구행동이 코칭리더십과 잡크래프팅의 관계를 부분매개하는 것으로 나타났다. 셋째, 구성원의 조절초점 성향이 코칭리더십과 구성원의 긍정적 및 부정적 피드백 추구행동의 관계를 조절하는지 검증하였다. 그 결과, 긍정적 피드백 추구행동에 미치는 조절초점의 조절효과만 통계적으로 유의하게 나타났다. 마지막으로, 구성원의 조절초점 성향의 조절된 매개효과는 코칭리더십, 긍정적 피드백 추구행동, 잡크래프팅 간의 관계에서만 유의한 것으로 확인돠었다. 구체적으로 향상초점 성향보다 예방초점 성향이 우세한 구성원일수록 코칭리더십이 긍정적 피드백 추구행동에 미치는 효과가 더 크게 나타났다.

The purpose of this study was to investigate the effect of coaching leadership on job crafting, focusing on the mediating effects of positive and negative feedback-seeking behavior, and the moderating effect of regulatory focus in the effect of coaching leadership on feedback-seeking behavior. For this purpose, data were collected from 300 Korean office workers employed in various domestic organizations through an online survey, and the data were analyzed using SPSS 29.0 and Process Macro 4.2. The results of this study are as follows. First, the positive and negative feedback-seeking behavior both had significant partial mediating effects on the relationship between coaching leadership and job crafting. Second, regulatory focus significantly moderated the relationship between coaching leadership and positive feedback-seeking behavior, but not with negative feedback-seeking behavior. Finally, the moderated mediating effect of regulatory focus was found to be significant only in the relationship involving coaching leadership, positive feedback-seeking behavior, and job crafting. Specifically, the effect of coaching leadership on positive feedback-seeking behavior was stronger among employees with a stronger prevention focus than those with a promotion focus.

본 연구는 목표지향성과 개인 창의성 및 직무성과 간의 관계를 밝히고자 하는 목적으로 수행되었다. 구체적 으로 종업원의 학습목표지향성과 성과목표지향성이 창의성 및 직무성과에 미치는 영향을 검증하고, 이 관계에 있어 피드백 추구행동의 매개 매커니즘에 대해 확인하고자 하였다. 또한 심리적 자본이 피드백추구행동과 결과 변수 간의 관계에서 어떤 조절 효과를 미치는지를 탐색하였다. 본 연구에서는 중국의 296 명 회사원을 대상으 로 온라인 설문조사를 실시하였다. 분석 결과 학습 목표지향성이 높을수록 부정 피드백 추구행동을 많이 함으 로써 직무성과 및 창의성이 증진되었으며, 성과 목표지향성이 높을수록 긍정 피드백 추구행동을 많이 함으로서 직무성과 및 창의성이 향상되었다. 이 과정에서 손실지향적 심리적 자본이 높을 경우에는 부정 피드백추구행동 이 직무성과 및 창의성에 미치는 영향이 더 강하게 나타났고, 이득지향적 심리적 자본이 높을 경우에는 긍정 피드백추구행동이 창의성에 미치는 영향이 더 강한 것으로 나타났다. 마지막으로 본 연구의 결과를 통해 연구 의 시사점, 한계점 등을 논의하였다.

The purpose of this study is to demonstrate the relationship between goal orientation, employees’ creativity and job performance. We examined the effect of employee's learning goal orientation and performance goal orientation on creativity and job performance, and then to see how the parameters of feedback seeking behavior played a mediating role in this relationship. In addition, it was intended to verify how the psychological capital performs the moderating effect on the relationship between feedback seeking behavior and outcome variables. In this study, 296 office workers in China participated in an on-line survey. According to the analysis, employees with learning goal orientation actively sought negative feedback from their coworkers, which increased their job performance and creativity. In addition, employees with performance goal orientation actively sought positive feedback from their coworkers, which led to the increase in their job performance. In this process, it was found that high levels of loss-oriented psychological capital strengthened the relationship between negative feedback-seeking behaviors and two outcome variables(job performance and creativity), while high gain-oriented psychological capital increased the relationship between positive feedback-seeking behaviors and creativity. Finally, we discussed the implications and limitations of this study.

본 연구의 목적은 코칭리더십이 인사평가효과성에 미치는 영향과 코칭리더십이 인사평가효과성의 관계에서 부정피드백 추구행동의 매개효과와 코칭리더십이 부정피드백 추구행동에 영향을 미치는 데 있어서 심리적 안전감의 조절효과를 밝히는 데 있다. 이를 위해 국내 다양한 기업에서 종사하는 직장인 300명을 대상으로 온라인 설문조사를 통해 자료를 수집하였다. 본 연구의 결과는 다음과 같다. 첫째, 코칭리더십과 인사평가효과성의 관계에서 부정피드백 추구행동의 매개효과를 확인하였다. 둘째, 코칭리더십과 부정피드백 추구행동의 관계에서 심리적 안전감은 조절효과가 있는 것으로 검증되었다. 셋째, 조절된 매개효과는 유의미하지 않은 것으로 나타났다. 마지막으로, 본 연구에서는 연구결과를 토대로 학문적 의의와 시사점, 한계점 및 향후 미래 연구과제를 위한 제언을 논의하였다.

The purpose of this study was to determine the mediating effect of negative feedback-seeking behavior in the relationship between the effect of coaching leadership on performance appraisal effectiveness and coaching leadership’s performance appraisal effectiveness, and the moderating effect of psychological safety in the effect of coaching leadership on negative feedback-seeking behavior. is to reveal For this purpose, data from 300 office workers in various domestic companies were collected through an online survey, and the data were analyzed using SPSS 25.0 and Macro. The results of this study are as follows. First, the mediating effect of negative feedback seeking behavior was confirmed in the relationship between coaching leadership and performance appraisal effectiveness. Second, it was verified that psychological safety had a moderating effect in the relationship between coaching leadership and negative feedback-seeking behavior. Third, the moderated mediating effect was found to be insignificant. Finally, in this study, the academic significance, implications, limitations, and suggestions for future research were discussed.

본 연구의 목적은 개인의 다양한 측면의 동기가 지속학습 활동에 미치는 영향을 알아보기 위해, 첫째, 조직 구성원의 자기계발 동기와 인상관리 동기가 지속학습활동에 미치는 영향을 검증하고, 둘째, 두 동기와 지속학습활동 간 관계를 피드백 추구 행동이 매개하는지 알아보고, 마지막으로 두 동기와 피드백 추구 행동 간 관계를 상사-부하 교환관계(LMX)가 조절하는지를 검증하는 데 있다. 이를 검증하기 위해 국내 기업의 다양한 직종에서 근무하는 239명의 종업원들을 대상으로 설문조사를 실시하여 자료를 수집하였다. 연구결과, 자기계발 동기는 지속학습활동과 정적인 관련이 있는 것으로 나타났으나 인상관리 동기는 지속학습활동과 직접적인 관련이 없는 것으로 나타났다. 피드백 추구 행동은 자기계발 동기와 지속학습활동 간 관계를 부분 매개하였고, 인상관리 동기와 지속학습활동 간 관계를 완전 매개하는 것으로 나타났다. 마지막으로 상사-부하 교환관계(LMX)의 질은 인상관리 동기와 피드백 추구 행동 간 관계를 조절하는 것으로 나타났다. 구체적으로, 인상관리 동기와 피드백 추구 행동 간 정적 관계는 상사-부하 교환관계(LMX)의 질이 낮을 때보다 높을 때 더 강하게 나타났다. 이러한 연구결과를 토대로 본 연구의 학문적 의의와 실무적 시사점, 그리고 제한점 및 향후 연구과제에 대해 논의하였다.

The first purpose of this study was to investigate the effects of self-development motive and impression management motive on continuous learning activity. The second purpose was to examine the mediating effects of feedback seeking behavior on the relationship between two motives(self-development motive, impression management motive) and continuous learning activity. The third purpose was to testify the moderating effects of the leader-member exchange quality on the two motives(self-development motive, impression management motive) and feedback seeking behavior. Using the survey research method, data were collected from 239 employees who were working in a variety of organizations in Korea. The results of this study showed that self- development motive was positively related to continuous learning activity, whereas impression management motive was not positively related to continuous learning activity. The self-development motive and impression management motive were positively related to feedback seeking behavior and feedback seeking behavior was positively related to continuous learning activity. Therefore, feedback seeking behavior had partial mediation effect on the relationship between self-development motive and continuous learning activity, and feedback seeking behavior had full mediation effect on the relationship between impression management motive and continuous learning activity. Finally, leader-member exchange(LMX) quality had moderation effect on the relationship between impression management motive and feedback seeking behavior. Specifically, the positive relationship between impression management motive and feedback seeking behavior was stronger when LMX quality was high than low. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

본 연구의 첫 번째 목적은 경험에 대한 개방성과 창의성에 대한 조직지원인식이 창의적 수행에 미치는 영향에서 피드백 추구 행동의 매개효과를 확인하는데 있다. 두 번째 목적은 경험에 대한 개방성과 창의성에 대한 조직지원인식이 피드백 추구 행동에 미치는 영향을 자기효능감 수준에 따라 달라지는지를 확인하는데 있다. 이를 위해 국내 기업의 남녀 직장인을 대상으로 온라인 설문을 실시하였고 총 284명의 자료가 분석에 이용되었다. 구조방정식과 다중회귀분석 결과는 다음과 같다. 첫째, 경험에 대한 개방성과 창의성에 대한 조직지원인식은 창의적 수행에 정적으로 영향을 미치는 것으로 나타났다. 둘째, 경험에 대한 개방성과 창의성에 대한 조직지원 인식이 창의적 수행에 영향을 주는 과정에서 피드백 추구 행동의 매개효과가 유의하게 나타났다. 셋째, 창의성에 대한 조직지원인식과 피드백 추구 행동 간의 관계를 자기효능감이 조절하는 것으로 나타났는데, 창의성에 대한 조직지원인식이 피드백 추구 행동에 미치는 정적 영향을 자기효능감이 강화시키는 것으로 나타났다. 이 결과를 바탕으로 연구의 시사점과 제한점의 논의되었다.

The first purpose of this study was to investigate the mediating effect of feedback seeking behavior in the process of openness to experience and perceived organizational support for creativity on creative performance. The second purpose was to examine whether self-efficacy moderates the effects of openness to experience and perceived organizational support for creativity on feedback seeking behavior. An online survey was conducted on employees from domestic companies and a total of 284 data were analyzed. The structural equation modeling and multiple regression analysis results are as follows. First, the effects of openness to experience and perceived organizational support for creativity on creative performance was statistically significant. Second, the mediating effect of feedback-seeking behavior was significant in the openness to experience and perceived organizational support for creativity on creative performance. Third, the moderating effect of self-efficacy was significant in the relationship between perceived organizational support for creativity and feedback-seeking behavior. Specifically, the positive relationship between perceived organizational support for creativity and feedback-seeking behavior was stronger when the self-efficacy was high rather than low. The implications and limitations of this study are discussed.

본 연구는 겸손리더십이 직장웰빙에 미치는 영향을 분석하였고, 이들 관계에서 관점수용행동과 피드백추구행동의 매개효과를 분석하였다. 국내기업에 종사하는 종업원 588명의 설문데이터를 바탕으로 실증 분석한 결과, 첫째, 겸손 리더십이 종업원의 직장웰빙에 긍정적 영향을 미치는 것으로 나타났다. 둘째, 겸손리더십은 관점수용행동에 긍정적 인 영향을 미치고, 관점수용행동은 겸손리더십과 종업원의 직장웰빙 간의 관계를 매개하는 것으로 나타났다. 셋째, 겸손리더십은 피드백추구행동에 긍정적인 영향을 미치고, 겸손리더십과 종업원의 직장웰빙 간의 관계를 피드백추구 행동이 긍정적으로 매개하는 것으로 나타났다. 본 연구는 종업원이 직장생활에서 느끼는 직장웰빙을 촉진하는 선행 변수로서 겸손리더십의 중요성을 재확인하였다. 또한, 관점수용행동과 피드백추구행동의 매개역할을 확인함으로써 겸손리더십이 종업원의 직장웰빙에 이르는 다양한 과정에 대한 이해를 향상시킬 수 있었다.

This study investigated the effects of a humble leadership on the workplace well-being, and the mediating effects of perspective-taking behavior and feedback- seeking behavior in the above relationship. To test the analytical model with the hypotheses, survey data were collected from 588 Korean employees. The results of our empirical analysis are as follows. First, it was found that humble leadership positively influenced the workplace well-being, perspective-taking behavior and feedback-seeking behavior. Second, perspective-taking behavior and feedback-seeking behavior were confirmed to have a positive mediating effect between the humble leadership and the workplace well-being. This study indicates the importance of humble leadership as a critical variable that promotes workplace well-being. In addition, by confirming the mediating role of perspective-taking behavior and feedback- seeking behavior, it was possible to improve the understanding of various conditions and situations in which humble leadership leads to workplace well-being.

This study examined the effects of goal orientation on learning transfer and the mediated effects of feedback-seeking behaviors in these relationships. The study surveyed 430 trainees participating in 27 training programs conducted by a local distributor with more than 1,000 employees, and out of these, 354 respondents(82.3 percent), were surveyed. This study has theoretical and empirical implications in that it is a dynamic phenomenon resulting from feedback seeking behavior that is part of the trainer‘s proactive efforts, rather than a static phenomenon that occurs naturally for learning transfer. Research has shown that learning goal orientation and prove performance goal orientation have a positive effect on the learning transfer and avoid goal orientation have a negative effect on the learning transfer. The results of the survey on the mediation effects of feedback seeking behavior show that only positive feedback seeking behavior mediate the relationship between learning goal orientation and learning transfer. Based on these findings, the following points are discussed. First, this study has a theoretical significance in that many prior studies that examined the effect of goal orientation on learning transfer have examined the efforts of the trainee on active learning transfer, focusing on the dynamic characteristics of feedback-seeking behavior, whereas they have focused on psychological and static characteristics. In order for the effective learning transfer, the intention and effort to utilize the knowledge and skills acquired through the training program in real life work are necessary, especially feedback is critical in obtaining additional information that is not covered by the training program. In the knowledge-based industry, the deepening expertise of individuals has made it very difficult for bosses and colleagues to evaluate individuals and feedback knowledge and skills that would help them improve performance or learn from them in the past. Therefore, individuals within an organization are actively pursuing feedback rather than simply waiting for feedback because they require a variety of information for identification of their work or behavior and career management. Thus, the feedback-seeking behaviors discussed in this study have important implications for knowledge-based industries. The distribution industry discussed in this study is also currently a leading knowledge-based industry. Competition among distribution companies is getting fiercer due to the recent changes in distribution environment, such as a decrease in consumers‘ income and a change in lifestyle with family members. As a result, distribution companies are investing heavily in hardware, as well as developing new products and services that consumers’ needs. Among these investments, human resources such as training are also becoming more active. The relationship between the variables discussed in this study is significant as none has been studied in the domestic distribution industry so far. First, we want to suggest that, even if companies are actively investing in training, leadership and organizational culture must be in place to give positive feedback on their efforts before learning can be achieved. Second, the previous studies that examined the effect of goal orientation on learning transfer discussed in this study were mainly conducted on the manufacturing industry. This study is meaningful in that it has improved the possibility of more generalization in terms of examining the effect of goal orientation. In addition, distribution companies, which were relatively passive in training compared to manufacturing, have recently begun to actively invest in human resources such as training due to increased competition among distribution companies, and in order to improve the learning transfer, a substantial result of the investment in these training programs, we suggest that companies need to select trainees for training programs based on goal orientation.

우리는 학습 민첩성이 피드백 추구 행동에 미치는 영향을 분석하고, 이 관계에서 내적 동기의 조절 효과를 검 증하고자 하였다. 이론적 기반으로는 직무요구–자원(JD-R) 이론과 자기결정성(SDT)이론을 활용하였으며, 베트남 근 로자 303명을 대상으로 설문조사를 실시하고 SPSS를 통해 분석하였다. 분석 결과, 학습 민첩성의 하위요인 중 변화 민감성이 피드백 탐색과 피드백 모니터링 모두에 가장 강력하고 일관된 영향을 미쳤으며, 결과민첩성은 피드백 탐색 에 부(-)의 영향을 미쳤으나 피드백 모니터링과는 유의한 관계를 보이지 않았다. 사고민첩성은 피드백 모니터링에만 유의미한 영향을 보였고, 대인민첩성은 두 피드백 행동 모두에서 유의미한 예측력을 보이지 않았다. 내적동기는 피드 백 추구 행동에 대해 독립적인 영향 요인으로 유의미한 예측력을 보였으나, 학습 민첩성과 피드백 추구 행동 간의 관 계에서 조절 변수로서의 기능은 통계적으로 유의하지 않았다. 우리는 본 연구를 통해 학습 민첩성의 작동 메커니즘을 이론적으로 구체화하고, 피드백 중심의 조직문화 정착을 위한 실질적인 시사점을 제공한다. 또한, 베트남 근로자를 대 상으로 한 실증분석을 통해 동남아시아 지역 조직행동 연구의 범위를 확장하였다.

We aimed to examine the impact of learning agility on feedback-seeking behavior and to verify the moderating role of intrinsic motivation in this relationship. Based on the theoretical frameworks of the Job Demands –Resources (JD-R) model and Self-Determination Theory (SDT), this study conducted a survey with 303 Vietnamese employees and analyzed the data using SPSS. The analysis revealed that among the subdimensions of learning agility, change agility had the most significant and consistent positive effect on both feedback seeking and feedback monitoring. In contrast, results agility showed a negative influence on feedback seeking but had no statistically significant relationship with feedback monitoring. Mental agility had a significant positive effect only on feedback monitoring, while interpersonal agility did not significantly predict either type of feedback-seeking behavior. Intrinsic motivation was found to be a significant independent predictor of feedback-seeking behavior; however, its moderating effect on the relationship between learning agility and feedback-seeking behavior was not statistically significant. Through this study, we clarified the mechanism of learning agility and provided practical implications for designing learning- and feedback-oriented organizational cultures. We also expanded the scope of organizational behavior research in Southeast Asia by conducting an empirical analysis focused on Vietnamese workers.

본 연구는 애자일 조직의 등장, 디지털 트랜스포메이션 등으로 기업들의 혁신이 절박한 상황에서 구성원들의 혁신행동을 유도할 수 있는 이론적·실무적 시사점을 도출하고자 수행되었다. 이를 위해 부정피드백 추구행동과 혁신행동의 상관관계 및 이 두 변인의 사이에서 학습목표지향성이 코칭리더십에 의해 조절된 매개효과를 갖는지 검증하고자 하였다. 국내 기업에 근무하는 381명의 구성원으로부터 회수한 설문지를 분석하였으며, SPSS 25.0, AMOS 25.0, Process Macro 3.0를 사용하였다. 분석 결과 부정피드백 추구행동은 학습목표지향성에 긍정적인 영향을 미쳤으며, 리더의 코칭리더십은 구성원의 부정피드백 추구행동과 학습목표지향성의 사이에서 조절효과를 갖는 것으로 나타났고, 학습목표지향성은 부정피드백 추구행동과 혁신행동 사이에서 조절된 매개효과를 가지는 것으로 확인되었다. 본 연구는 기업에서 부정피드백을 원하는 구성원들이 어떻게 혁신행동에 이르게 할 것인지에 대한 과정을 밝히고, 혁신행동의 활성화를 위해 코칭리더십에 대한 조직적 지원이 필요함을 밝혔다는 점에서 의의를 가진다고 본다.

This study was conducted to derive theoretical and practical implications in situations where innovation of the business is desperate in the face of the emergence of agile organizations and digital transformation. To do so, we tried to verify the correlation between negative feedback-seeking behavior and innovative behavior and whether the learning goal orientation of these two variables has a moderated mediating effect by coaching leadership. It analyzed the collected questionnaire from 381 members working in domestic companies; SPSS 25.0, AMOS 25.0, and Process Macro 3.0 were used. The analysis result showed that the negative feedback seeking behavior had a positive effect on the learning goal orientation, and the leader's coaching leadership found to have a moderating effect between the negative feedback seeking behavior and the learning goal orientation. Learning goal orientation has been found to have a moderated mediating effect between negative feedback seeking behavior and innovative behavior. This study is significant in the sense that it reveals the process of how members seeking negative feedback in the organization could be led to innovative behavior and shows the necessity of organizational support for coaching leadership for the vitalization of innovative behavior.

Psychological safety has garnered sustained attention in both organizational practice and academia as a pivotal factor that can foster upward voice, team learning, and organizational learning. The field of organizational behavior has also witnessed a burgeoning body of research on the role and utility of psychological safety. This study contributes to the ongoing discourse on two fronts. First, to further enhance the understanding of the intrinsic value of psychological safety, this research investigates whether psychological safety not only facilitates constructive suggestions for improving the organization but also encourages individuals to seek feedback for their personal growth and development. Second, this study considers career growth opportunities as a moderating variable to understand when psychological safety plays a more meaningful and pivotal role in facilitating the challenging behaviors. By examining the moderating role of career growth opportunities in the relationship between psychological safety and voice behavior as well as negative feedback-seeking behavior, this study aims to deepen our understanding of cognitive processes and psychological conditions. It is suggested that career growth opportunities serve as a promotive context that enables psychological safety to positively influence voice behavior and negative feedback-seeking behavior. The results, derived from an analysis of data collected from 220 employees within a domestic IT service company, revealed the following key findings: First, psychological safety significantly predicts employee voice and their propensity for seeking negative feedback. Second, the perception of career growth opportunities enhances the relationship between psychological safety and both voice behavior and negative feedback-seeking behavior. This study, grounded in empirical findings, discusses its theoretical and practical implications while acknowledging its limitations and proposing future research directions.

[Purpose] Feedback－seeking behavior is a kind of proactive behavior that has a significant impact on employees’ subjective career success. This study aims to verify how feedback－seeking behavior affects subjective career success, and the mediating effect of self－efficacy and the moderating effect of positive framing. [Methodology] Based on theoretical researches, this study established a research model and made 4 key research hypotheses. Data were collected from employees of Chinese companies via survey. Programs SPSS 24.0 & Amos 23.0 were used to test the research model and the hypotheses. [Findings] Through research analysis, feedback－seeking behavior is positively related to subjective career success. Self－efficacy as the mediating variable and positive framing as the moderating variable affect feedback－seeking behavior and subjective career success. [Implications] This study provides a new research direction and theoretical study model for employees to achieve subjective career success. At the same time, it is suggested that companies could encourage organizational members to stay motivated, improve employees’ self－efficacy, and create a good feedback environment to help employees achieve subjective career success.

The increasing use of generative AI (Gen-AI) tools in education is attracting scholarly attention, particularly regarding their impact on second language (L2) writing development. While Gen-AI provides cognitive and motivational support, concerns persist about overreliance and diminished learner autonomy. This study examines how prompt design affects the quality of AI-assisted writing revisions and learners’ feedback seeking behavior (FSB), which serves as an indicator of learner agency. Forty-three undergraduate EFL students were randomly assigned to one of two conditions: a direct feedback model prompt (DMP) or an indirect feedback model prompt (IMP). After writing initial drafts independently, participants revised their work using ChatGPT. The results indicated significant improvement within-group, especially in language use and vocabulary. Although there were no statistically significant differences in revised-draft scores between the groups, the DMP group performed better in mechanics and language use, with small to moderate effect sizes. Regarding FSB, while group differences were not statistically significant, effect size analysis showed that the DMP group was more engaged in seeking feedback. These findings suggest that prompt design can influence learner-AI interactions and enhance learner agency, providing valuable insights for integrating Gen-AI tools into L2 writing instruction.

상사의 관점에서 부하의 피드백 추구행동이 어떻게 보여질 것인가에 대한 답은 구성원들의 피드백추구행동을 결정하는 중요한 동기요인이며, 조직의 입장에서는 구성원들에게 피드백 추구행동을 장려하기 위한 정책을 정비하기 위해 반드시 필요하다. 그럼에도 선행연구들은 이 질문에 대해 상반된 관점을 제공하고 있어 구성원의 피드백 추구행동이 상사에게 어떻게 해석되고 그들의 성과평가에 어떤 영향을 미칠 것인지는 명확하지 않다. 이에 본 연구는 이 질문에 답함으로써 이러한 모호함을 해결하고나아가 개인과 조직에 의미있는 시사점을 제공하고자 한다. 유사성-유인 이론, 사회 범주화 이론, 그리고 사회 정체성 이론에 근거하여 상사의 주체 지향성의 높고 낮음에 따라 구성원의 피드백 추구행동은상사가 견지하는 구성원들에 대한 유능함 인식에 긍정적 또는 부정적인 영향을 줄 것임을 제안하며, 이를 토대로 피드백 추구행동과 주체 지향성의 상호작용 효과가 유능함 인식을 경유하여 성과평가에까지 영향을 미칠 것임을 주장한다. 육군 간부로 구성된 210쌍의 자료를 토대로 가설검증을 위해 Mplus 8을 사용하여 경로분석을 실시하였다. 분석 결과, 첫째, 피드백 추구행동과 유능함 인식의 관계는 주체 지향성에 의해 조절되었다. 구체적으로 상사의 주체 지향성이 높을 경우, 피드백 추구행동과유능함 인식은 유의한 정적 관계가 있는 것으로 나타났으나, 낮을 경우는 유의한 관계가 없는 것으로나타났다. 둘째, 유능함 인식은 피드백 추구행동과 주체 지향성의 상호작용 효과를 매개하였다. 본 연구는 전통적인 구성원의 관점에서 벗어나 상사의 관점에서 피드백 추구행동이 어떻게 해석될 것인지를살펴봄으로써 관련 문헌에 기여하며 보다 균형적인 관점을 제공한다. 아울러, 구성원의 주도적인 피드백 추구행동의 가치를 인정해줄 수 있는 리더의 성향은 무엇이며, 어떠한 판단과정을 거치는지를 조명함으로써 조직관리자들을 위한 실무적 시사점을 제공한다.

The answer to how a subordinate's feedback seeking behavior will be deemed by supervisor is a significant motivational factor that influence employees' feedback seeking. It is also essential for organizations to organize policies that encourage feedback seeking behavior. Based on the theories of similarity-attraction, social categorization, and social identity, this study argues whether supervisor's agentic orientation is high or low, feed seeking behavior will positively or negatively influence perception of subordinate's competence. Furthermore, this study suggests the interaction effect of feedback seeking behavior and agentic orientation will influence performance evaluation via perceived competence. To test the hypotheses, path analysis using Mplus 8 was conducted based on data from 210 pairs of supervisorsemployees in military settings. The result revealed that the relationship between feedback seeking behavior and perceived competence was moderated by agentic orientation. Specifically, when supervisors had high agentic orientation, there was a significant positive relationship between two variables. However, when supervisors had low agentic orientation, there was no significant relationship. Perceived competence mediated the interaction effect of feedback seeking behavior and agentic orientation. This study contributes to the literature by examining how feedback seeking behavior is interpreted from a supervisor's perspective, going beyond the traditional employee-focused perspective. Additionally, it offers practical implications for organizational managers in terms of human resource management.

본 연구의 목적은 대학생의 피드백 추구 행동과 학업성취와의 관계에서 피드백 추구 동기와자기성찰의 역할을 탐색하는 것이다. 피드백 추구 행동은 간접적으로 정보를 획득하는 모니터링과타인에게 직접적으로 정보를 얻는 질문으로 정의하였고, 이러한 피드백 추구 행동을 중심으로선행되는 피드백 추구 동기와 후속되는 자기성찰이 피드백 추구 행동과 학업성취와의 관계에서어떠한 역할을 하는지 살펴보았다. 연구대상은 D지역에 소재하는 A대학교에 재학 중인 총 303명의대학생이며 구조방정식모형 분석을 통하여 변인들 간의 구조적 관계를 살펴보았다. 분석 결과, 첫째피드백 추구 동기 유형에 따라 피드백 추구 행동은 차별적인 양상을 보였다. 즉, 자신의 이미지를강화하려는 이미지 관리 동기 보다는 자신의 능력을 향상하고자 하는 도구적 동기가 강할수록 더빈번한 피드백 추구 행동을 하는 것으로 나타났다. 둘째, 피드백 추구 행동은 자기성찰을 통해학업성취에 간접적인 영향을 주었으며 피드백 추구 행동과 학업성취의 직접경로는 통계적으로유의하지 않았다. 셋째, 피드백 추구 동기가 도구적 동기 일 때, 피드백 추구 행동과 자기성찰을매개로 학업성취에 유의한 간접효과를 보였다. 이를 통해 피드백 추구 행동이 학업성취에 미치는효과가 피드백 추구 동기 및 자기성찰에 따라서 차별성을 갖는 것을 확인하였으며 대학생들의피드백 활용 과정에 이들의 중요성 및 필요성을 논의하였다.

The purpose of this study is to explore the role of college students’ feedback-seeking motives and self-reflection in the relationship between their feedback-seeking behavior and academic achievement. Feedback-seeking behavior was defined as monitoring information in indirect ways or directly asking for information from others. In the feedback-seeking behavior process, the roles of the preceding feedback-seeking motives and subsequent self-reflection were examined in the relationship between feedback-seeking behavior and academic achievement. This research was conducted on a total of 303 undergraduates in one college located in D city, Korea. A structural equation modeling analysis was used to investigate the structural relationships among the variables. According to the results, the types of motives for seeking feedback had discriminating effects on feedback-seeking behavior. It was found that learners with the instrumental motive for seeking feedback to improve their abilities were more frequently involved in feedback-seeking behavior than ones with the image management motive for enhancing their image. Second, the feedback-seeking behavior influenced academic achievement through self-reflection, but its direct effects were not statistically significant. Third, the instrumental feedback-seeking motive showed a more positive effect on academic achievement through feedback seeking behavior and self-reflection, compared to the image management motive. Finally, the importance and necessity of feedback seeking behavior for college students’ learning was discussed in terms of the students' feedback utilization process.