earticle

영어

As it has been proven that coaching within an organization is an important factor influencing in various dimensions, the need for more extensive research is being raised, but empirical studies on coaching are relatively lacking. In particular, considering the situation in which organizations are demanding more creative behavior due to the recent transition to the 4th revolution era, it is judged that it is very timely to study the effect of coaching on creative behavior. Therefore, in this study, based on various studies on coaching within the organization that have been previously studied, if we explore the mechanism by which coaching of the superior affects the creative behavior of subordinates, it is possible to verify the influence of coaching on creative behavior. It is expected that it will be able to present a methodology for coaching to be conducted more effectively by identifying the paths leading to successful creative behavior. On the other hand, this study focused on factors such as self-efficacy, resilience, and job satisfaction as a path through which coaching can influence creative behavior. The purpose of this study was to analyze the influence relationship of coaching within the organization on the creative behavior of employees, and to explore specific mechanisms from coaching to creative behavior. Through this, it is intended to clearly show whether coaching within an organization can be extended to creative behavior as an area that can have an impact, and to suggest implications for areas that should be paid attention to so that coaching can be used more effectively. In this study, the mechanism of supervisor's coaching on employees' creative behavior was explored and empirically investigated. To this end, a review of the related literature was conducted, and based on this, research hypotheses and models were presented. For the empirical analysis, data obtained through a questionnaire conducted on employees in the company was used, and structural equation analysis was used to analyze the relationship between the research variables. Looking at the results of the study, coaching by the superior had a significant effect on the enhancement of self-efficacy and resilience of employees, and in turn, self-efficacy and resilience increased job satisfaction, and job satisfaction was found to improve creative behavior. Through this, it was confirmed that coaching affects creative behavior through self-efficacy, resilience, and job satisfaction. On the other hand, coaching by the boss directly had a significant effect on the creative behavior of the members. These research results empirically demonstrated that coaching by superiors not only positively affects members' self-efficacy, resilience, and job satisfaction, but also can play an important role in members' creative behavior. Based on the results of the study, the following implications for corporate management can be presented. First, it was confirmed that the coaching of the superior is not only an effective method for improving task performance, but a useful intervention that can be applied to the improvement of various aspects of subordinates. Summarizing the results of this study, it suggests that boss coaching can be actively used to induce creative behavior and can be an important tool that can be usefully used to improve self-efficacy and resilience. Next, it shows that coaching in the workplace can be an important factor worthy of being professional. There is still a lack of understanding of coaching in the business field, and there is a tendency to think that coaching is something that can be done naturally without much effort. Considering that it is an important means and can be a means that can also contribute to the enhancement of organizational effectiveness, it is necessary to introduce an education program and utilize an operating system to enable systematic coaching of managers in the workplace. It is also judged that it is desirable to include this coaching competency as an important factor in establishing the manager's evaluation and promotion system and to make institutional efforts to actively utilize it.

한국어

본 연구에서는 상사의 코칭이 구성원들의 창의적 행동에 미치는 영향메커니즘을 탐색하고 구체적인 경로를 규명해내고자 하였다. 이를 위하여 관련된 문헌에 대한 고찰을 진행하였으며 이를 바탕으로 연구가설과 모형을 제시하였다. 실증분석은 기업에 재직하고 있는 직원들을 대상으로 하여 진행된 설문을 통해 획득된 데이터를 활용하였으며 연구변수들 간의 관계를 분석하기 위하여 구조방정식분석을 활용하였다. 연구결과를 살펴보면, 상사의 코칭은 구성원들의 자기효능감과 회복탄력성의 제고에 유의한 영향을 미쳤으며, 순차적으로 자기효능 감과 회복탄력성은 직무만족을 높여줬으며, 직무만족은 창의적 행동을 향상시키는 것으로 나타났다. 이를 통해 코칭은 자기효능감과 회복탄력성 그리고 직무만족을 거쳐서 간접적으로 유의하게 창의적 행동에 영향을 미침 을 확인할 수 있었다. 한편, 상사의 코칭은 구성원들의 창의적 행동에 직접적으로도 유의한 영향을 미쳤다. 이러한 연구결과들은 상사의 코칭은 구성원들의 자기효능감, 회복탄력성, 직무만족에 긍정적인 영향을 미칠 뿐만 아니라 구성원들이 창의적 행동을 하는데 있어서 중요한 역할을 할 수 있음을 실증적으로 보여주었다.