Does Mentoring Program have Impact on The Structural Relationship regarding Job Satisfaction in HRD field?

Young Ju Joo; Hyeon Woo Lee; Sun Hee Kim

서지반출

영문초록

The purpose of this study was to identify the causal relationships among team support, organizational communication and organizational commitment with job satisfaction. Structural equation modeling (SEM), latent means analysis, and multi-group analysis were conducted with the Human Capital Corporate Panel Survey data of Korea, providing a total of 2,486 responses for analysis. The results were as follows: first, team support, organizational communication, and organizational commitment all had significant impacts on job satisfaction; second, the group participating in mentoring programs showed higher latent mean values for team support, organizational communication, organizational commitment, and job satisfaction. However, the analysis of the influential differences in latent variables showed no significant differences between the two groups. This study identified the effects of mentoring programs by comparing those who participated with those who did not.

키워드

mentoring program job satisfaction structural equation modeling

참고문헌 (52건)

Ahn, G. N. (2006). Study on the job satisfaction and turnover intension of the employees in hotel. Institute of Social Sciences, 12, 245-263.
Allen, D. G., Weeks, K. P. & Moffitt, K. R.(2005). Turnover Intentions and Voluntary Turnover: The Moderating Roles of Self-Monitoring, Locus of Control, Proactive Personality, and Risk Aversion. Journal of Applied Psychology, 90, pp.980-990.
Bagozzi, R. P., & Yi, Y. (1989). On the use of structural equation models in experimental designs. Journal of Marketing Research, 26, pp.271-284.
Bateman, T. S., & Strasser, S. (1984). A Longitudinal Analysis of the Antecedents of Organizational Commitment. Academy of Management Journal, 27(1),95-112.
Blau, P. (1964). Exchange and Power in Social Life. NewYork: Wiley&Sons
Blau, G. J., & Boal, K. B. (1987). Conceptualizing how job involvement and organizational commitment affect turnover and absenteeism. Academy of Management Review, 12(2), pp.288-300.
Byrne, B. M. (2001). Structural equation modeling with AMOS: Basic concepts, applications, and programming. Mahwah, NJ: Lawrence Erlbaum.
Chao. G. T., Walz. P. M., & Gardner, P. D. (1992). Formal and informal mentorship: A comparison on mentoring functions and contrast with mentored counterparts. Personnel Psychology. 45(3), pp.619-635.
Cho, D. K., Yang, J. S., & Lee, M. K. (2004). A study on the job satisfaction and organizational involvement of organizational members. Korean Academy of Human Resource Management, 10, 37-54.
Cho, Y. H. & Moon, D. J. (1994). Perception of communication satisfaction and organizational performance. Korean Academy of Organization and Management, 18, 135-150.
Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of Management, 23, pp.239-290.
Cole, M. S., Schaninger, W. S. & Harris, S. G. (2002). The workplace social exchange network. Group & Organizational Management, 27, pp.142-167.
Connor, M., & Pokora, J. (2007). Coaching & Mentoring at work: Developing effective practice. Maidenhead: Open University Press.
Crino, M. D. & White, M. V. (1981). Satisfaction in communication: An examination of the down-hazen measure, Psychological report, 49, pp.831-838.
Dickinson, T. L. & McIntyre, R. M. (1997). A conceptual framework for teamwork measurement, in M. T. Brannick,, E. Salas, & C. Prince(Eds.), Team Performance Assessment and Measurement: Theory, Methods, and Applications, Mahwah, N.J.: Erlbaum.
Fagenson, E. A. (1989). The mentor advantage: Perceived career/job experiences of proteges versus non-proteges. Journal of Organizational Behavior,10,309-320.
Hegstad, C. D., & Wentling, R. M. (2004). The development & maintenance of formal mentoring programs in fortune 500 companies. Human Resource Development Quarterly, 15(4), pp.421-448.
Kim, M. O., & Lee, M. S. (2013). A Study on the Effects of Communication Using Facebook on Organization Culture and Emotional Labor: Focusing on K Quasi Non-Governmental Organization. Journal of Society for e-Business Studies, 18(2).
Kram, K. E. (1985). Mentoring at work. Glenview, IL: Scott, Foresman & Company.
Lee, G. H. (2005). Corporate substantiality and the value of corporations. Seoul: Pakyoungsa.
Lee, D. R. & Kim, C. J. (2006). A study on the relationship between job satisfaction and turnover intention: Moderating effect of employment types. Korean Academy of Human Resource Management, 13(1), 123-144.
Levine, D.W., Kaplan, R. M., Kripke, D. F., Bowen, D. J., Naughton, M.J., & Shumaker, S. A.(2003). Factor structure and measurement invariance of the women’s health initiative insomnia rating scale, Psychological Assessment, 15, pp.123–136.
Levinson, D. J., Darrow, C. N., Klein, E. B., Levinson, M. A. & Mckee, B. (1978). Seasons of a Man's Life. NewYork: Knoff.
Liden, R. C., Wayne, S. J., & Sparrowe, R. T. (2000). An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes. Journal of Applied Psychology, 85, pp.407-416.
Jang, J. H. (2008). Analysis of antecedents and consequence of mentor ownership and commitment in formal mentoring within corporate settings (Unpublished doctoral dissertation). Ewha Womans’ University, Seoul.
Locke, E. A. (1976). The nature and causes of job satisfaction. In Dunnette, M.D. (ed.), Handbook industrial and organizational psychology. Chicago:Rand McNally College Publishing.
Major, D. A., Kozlowski, S. W., Chao, G. T., & Gardner, P. D. (1995). A longitudinal investigation of newcomer expectations, early socialization outcomes, and moderating effects of role development factors. Journal of Applied Psychology, 80, pp.418-431.
Mathieu, J. E., & Zajac, D. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, pp.171-194.
Mclntyre, R. M., & Salas, E. (1995). Measuring and managing for team performance: Emerging principles from complex environments. In R. A. Guzzo, & E. Salas (Eds.), Team effectiveness and decision making in organizations. San Francisco: Jossey-Bass.
Meredith, W. (1993). Measurement invariance, factor analysis and factorial invariance, Psychometrika, 58, pp.525–543.
Meyer, J. P. Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, Continuance and Normative Commitment to Organization: A Meta-Analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior. 61(1), pp.20-52.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-Organization Linkage: The Psychology of Commitment, Absenteeism and Turnover. Academic Press.
Na, J. S. (2008). A study on determinants of job satisfaction in accordance with different organizational types (Unpublished doctoral dissertation). Gyeongsang National University, Jinju.
Price, J. L. & Mueller, C. W. (1986). Handbook of organizational measurement. New York: Pitman Publishing Inc.
Porter, C. O., Hollenbeck, J. R., Illgen, D. R., Ellis, A. P. J., West, B. J., & Moon, H. (2003). Backing up behaviors in teams: The role of personality and legitimacy of need. Journal of Applied Psychology, 88, pp.391-403.
Ragins, B. R. (1997). Antecedents of diversified mentoring relationships. Journal of Vocational Behavior, 46, pp.17-39.
Riley, S. & Wrench, D. (1985). Mentoring among women lawyers. Journal of Applied Social Psychology, 15, pp.374-386.
Roberts, K. H., & O' Reilly, C. A. (1974). Measuring organizational communication. Experimental Social Psychology, 1, pp.321-236.
Roche, G. R. (1979). Much ado about mentors. Harvard Business Review, 59, pp.17-28.
Rousseau, V., C. Aubé, & Savoie, A. (2006). Teamwork behaviors: A review and an integration of frameworks. Small Group Research, 37, pp.540-570.
Samsung Economic Research Institute (2009). 2009 Prospect report of world economy and domestic economy.
Scott, T. H. & Mitchell, T. R., & Birnbaum (1981). Organizational theory: A structural and behavioral analysis (4th ed). Homewood, Ill.: R. D. Irwin.
Seers, A. (1989). Team-member exchange quality: A new construct for role-making research, Organizational Behavior and Human Decision Processes, 43, pp.118-135.
Shockley-Zalabak, P. (2011). Fundamentals of organizational communication (8th ed.). Allyn & Bacon.
Thoms, P., Dose, J. J. & Scott, K. S. (2002). Relationships between accountability, job satisfaction, and trust. Human Resource Development Quarterly, 13(3), pp.307-323.
Wanberg, C. R., Kammeyer-Mueller, J., & Marchese, M. (2006). Mentor and protégé predictors & outcomes of mentoring in a formal mentoring program. Journal of Vocational Behavior, 69(3), pp.410-423.
Weinberg, F. J., & Lankau, M. J. (2011). Formal mentoring programs: A mentor-centric and longitudinal analysis. Journal of Management, 37(6), pp.1527-1557.
Wexley, K. N., & Baldwin, T. T. (1986). Post training strategies for facilitating positive transfer: An empirical exploration. Academy of Management Journal, 29(3), pp.503-520.
Wheeless, V., Wheeless, L., & Howard, R. (1983). An analysis of the contribution of participative decision making and communication with supervisor as predictors of job satisfaction. Research in Higher Education, 18, pp.145-160.
Widman, K. F., & Reise, S. P. (1997). Exploring the measurement invariance of psychological instruments: Applications in the substance use domain. In K. J. Bryant, M. Windle, & S. G. West (Eds.), The Science of Prevention: Methodological Advances from Alco
Wright, C. A. & Wright, S. D. (1987). The role of mentors in the career development of young professionals. Family Relations, 36, pp.204-208.
Wunder, S. S. (2007). Mentoring: Value for the IT pro. Certification Magazine, August, 34-37. Zey, M. (1984). The mentor connection, Homewood, IL: DowJones-Irwin.

구매하기 (5,000)

장바구니

영문초록

목차

키워드

참고문헌 (52건)