造船機資材벤처企業의 CEO와 人的資源管理特性이 自己效能感과 組織有效性에 미치는 影響에 관한 硏究

Abstract

본 연구는 조선기자재 벤처기업을 대상으로 최고경영자의 특성인 기업가정신과 카리스마적 리더쉽이 종업원의 자기효능감 및 조직유효성에 미치는 영향을 고찰하였으며, 인적자원관리가 종업원의 자기효능감 및 조직유효성에 미치는 영향을 고찰한 연구이다. 그리고 최고경영자의 특성 및 인적자원관리와 종업원의 자기효능감과 조직유효성의 관계에서 종업원의 자기효능감의 매개효과를 분석하였다.

The purpose of this paper is to examine the role of CEO and HRM(human resource management) which affect employees' self-efficacy and to analyze the effect of the efficacy on the organization effectiveness, in the point of view that their self-efficacy, the confidence to their ability, is mightily important to induce active motivation because the strategic use of human resources and the innovative role of CEOs are valued above everything else to strengthen the firms' competitiveness constantly in the ventures of marine equipment industry.

In order to achieve this purpose, this study has considered the existing studies concerning CEOs' entrepreneurship and charismatic leadership, the characteristics of HRM, the employees' self efficacy, and the commitment of organizations, and then empirically verified the relationship among these variables in the ventures of marine equipment industry.

This thesis established the model and hypotheses to analyze how the self-efficacy intervene between CEOs' entrepreneurship, their charismatic leadership, and the characteristics of HRM as the independences and the commitment of organizations as the dependence with the standpoint that these independent variables might increase employees' self-efficacy which induce the motivation by themselves and thus affect their organizational commitment and job satisfaction as a sort of behavioral effectiveness of organizations in the ventures of marine equipment industry.

Firstly, with hypothesis 1 to analyze the effect of CEOs' entrepreneurship in the ventures on the self-efficacy, the result of the test showed that CEOs' innovative property and risk tolerance affect employees' self-efficacy significantly.

Secondly, with hypothesis 2 to analyze the effect of CEOs' charismatic leadership in the ventures on the self-efficacy, the result of the test revealed that the normative behavior and ideology/identity emphasized behavior in that leadership affect employees' self-efficacy significantly.

Thirdly, with hypothesis 3 to analyze the effect of the characteristics of HRM in the ventures on the self-efficacy, the result of the test indicated that the reflection of employees' opinions, the stability of employment, and the development of core competence in HRM affect employees' self-efficacy significantly.

Finally, with hypothesis 4 to analyze the interventional influence of the self-efficacy in the effect of CEOs' entrepreneurship, their charismatic leadership, and the characteristics of HRM in the ventures on the commitment of organizations, the results of the test are different from variables respectively. At first, the self-efficacy has the intervention influence fully in the effect of CEOs' innovative property in CEOs' entrepreneurship on the organizational commitment and the job satisfaction, and then partly in that of their risk tolerance on the job satisfaction. Next, the self-efficacy has the intervention influence fully in the effect of normative behavior in CEOs' charismatic leadership on the organizational commitment and the job satisfaction, and then partly in that of the support behavior and ideology/identity emphasized behavior on the job satisfaction. In addition, the self-efficacy has the intervention influence fully in the effect of the stability of employment in HRM on the organizational commitment and the job satisfaction, and then partly in that of the reflection of employees' opinions and the development of core competence on the job satisfaction.

This empirical study presented the finding that employees' ability and motivation are key factors for competitive advantage in the ventures of marine equipment industry and thus the ventures need to get the self-efficacy that employees can actively motive themselves with the self-confidence. Furthermore, in order to increase this self-efficacy, it implied that the CEOs should actualize their entrepreneurship and charismatic leadership and intensify the level of HRM in terms of the employees' participation, the development of core competence, and the stability of employment.

In conclusion, it is meaningful that this research verified empirically the results, which CEOs' leadership and employee oriented HRM raise the self-efficacy and then affect employees' organizational commitment and job satisfaction and besides, in this process, the self efficacy acts as a main factor intervening the relationship between these variables.