Title Page

SUMMARY

ABSTRACT

Contents

CHAPTER 1. INTRODUCTION 16

A. Statement of the problem and objectives of research 16

B. Necessity of the Study 20

C. Problems 27

D. Scope and Method 28

E. Structure of the Study 29

CHAPTER 2. THEORETICAL BACKGROUND 31

A. Theoretical considerations of Coaching 31

1. Concept of Coaching 31

B. Theoretical Consideration of Coaching Behavior 51

1. Concept of Coaching Behavior 51

2. Components of Coaching Behavior 62

3. Previous Studies on Coaching Behavior 65

C. Theoretical Consideration of High Commitment Human Resource Management 69

1. Concept of High Commitment Human Resource Management 69

2. Component of High Commitment Human Resource Management 71

3. Previous Study on High Commitment Human Resource Management 76

D. Theoretical Consideration of Team Effectiveness 81

1. Concept of Team Effectiveness 81

2. Component of Team Effectiveness 84

3. Previous Study on Team Effectiveness 88

E. Theoretical Consideration of Organizational Citizenship Behavior 90

1. Concept of Organizational Citizenship Behavior 90

2. Component of Organizational Citizenship Behavior 96

3. Previous Study on Organizational Citizenship Behavior 99

F. Theoretical Consideration of Emotional Organizational Commitment 102

1. Concept of Emotional Organizational Commitment 102

2. Component of Emotional Organizational Commitment 107

3. Previous Study on Emotional Organizational Commitment 113

CHAPTER 3. RESEARCH METHOD 117

A. Research model 117

B. Hypothesis Establishment 118

1. The Relationship between Coaching Behavior and Organizational Citizenship Behavior 118

2. The Relationship between Coaching Behavior and Emotional Organizational Commitment 120

3. The Relationship between High Commitment Human Resource Management and Organizational Citizenship Behavior 122

4. The Relationship between High Commitment Human Resource Management and Affective Organizational Commitment 124

5. The Relationship between Organizational Citizenship Behavior and Team Effectiveness 127

6. The Relationship among Emotional Organizational Commitment, High Commitment to Human Resource Management, Coaching and Team Effectiveness. 128

7. The Relationship among Coaching Behavior, High Commitment Human Resource Management, Organizational Citizenship Behavior, Affective Organizational Commitment and Team Effectiveness 131

C. Operational Definition of Variables 136

1. Leader 136

2. Coaching Behavior of the Leader 136

3. High Commitment Human Resource Management 137

4. Team Effectiveness 137

5. Organizational Citizenship Behavior 137

6. Affective Organizational Commitment and Team Effectiveness 138

D. Data Collection and Analysis Subject 138

1. Data Collection and Research Target 138

2. Questionnaire Configuration 139

CHAPTER 4. ANALYSIS RESULT 142

A. Characteristics of Sample 142

B. Assessment Scale Evaluation 144

1. Factor Analysis and Reliability Analysis 144

2. Descriptive Statistical Analysis and Correlation Analysis between variables 149

3. Confirmatory Factor Analysis and Observed Model Fitness 153

4. Validity Analysis 154

5. Path Analysis 159

6. Mediating Effect Analysis 162

C. Discussion of Result 166

1. Summary of Hypothesis Testing Result 166

2. Discussion of Hypothesis Testing Result 169

CHAPTER 5. CONCLUSIONS 179

A. Summary of Result 179

B. Significance and Implication of Study 181

C. Limitations of Study and Future Study 182

BIBLIOGRAPHY 185

APPENDICES_QUESTIONNAIRE 212

〈Table 1-1〉 Components of Coaching Behavior 63

〈Table 1-2〉 The relationship between high commitment human resource management... 78

〈Table 2-1〉 Questionnaire Configuration 140

〈Table 3-1〉 Frequency Analysis on the General Characteristics of the Research Targets... 142

〈Table 3-2〉 Factor Analysis: Coaching Behavior 144

〈Table 3-3〉 Factor Analysis: Human Resources 146

〈Table 3-4〉 Reliability Analysis 148

〈Table 3-5〉 Descriptive Statistic Analysis 149

〈Table 3-6〉 Correlation Analysis between Variables 150

〈Table 3-7〉 Fitness of Confirmatory Factor Analysis 154

〈Table 3-8〉 Concept Validity Test 155

〈Table 3-9〉 Convergent Validity Test 156

〈Table 3-10〉 Discriminant Validity Verification 157

〈Table 3-11〉 Discriminant Validity Model 158

〈Table 3-12〉 Path Analysis 159

〈Table 3-13〉 Direct·Indirect·Total Effect (Non-standardized Coefficient) 163

〈Table 3-14〉 Direct·Indirect·Total Effect (Non-standardized Coefficient) 164

〈Table 3-15〉 Direct·Indirect·Total Effect (Non-standardized Coefficient) 165

〈Table 3-16〉 Direct·Indirect·Total Effect (Non-standardized Coefficient) 166

〈Table 3-17〉 Hypothesis Testing Result 167

The purpose of this study is to examine the mediating effects of organizational citizenship behavior and emotional organizational commitment through the experiment on the relationship between leader Coaching Behavior, high commitment human resource management and team effectiveness.

To meet this purpose, the study is conducted to suggest important implications on recruitment and management of human resources, which is an essential factor in organizational operation of a dental clinic, based on the effectiveness of leaders' actions of coaching.

In order to achieve the purpose of this study, the following procedures were carried out.

First, the theoretical considerations of each variable were studied through documentary study on variables related to the research subject.

Second, the research hypothesis based on the causal relationship between the research model and the variables derived from the theoretical background obtained through the previous research analysis was presented, and the operational definition of each variable was made. And questionnaires were extracted to measure these contents quantitatively.

Third, the questionnaire consisting of the extracted questionnaire was distributed to the sample subjects to conduct the survey.

Fourth, the statistical analysis of questionnaire survey data using SPSS 20.0 was conducted according to the following procedure. First of all, percentages and frequencies were calculated to analyze general characteristics of the research subjects. Second, reliability analysis was performed to calculate the reliability of the sample. Third, correlation analysis was conducted to see the relationship between each variable. Fourth, convergence validity and discriminant validity analysis were executed to verify the validity of each variable. Fifth, research results were derived through path analysis to test the research hypothesis.

The results of the research are summarized as follows.

First, there was no direct causal relationship between independent variable coaching behavior and team effectiveness, but the partial mediating effect of organizational citizenship behavior on these causal relationships is confirmed.

Second, the causal relationship between team effectiveness was not established through coaching behavior and emotional organizational commitment.

Third, the relationship between high immersion human resource management and team effectiveness had a direct influence, and the relationship with organizational citizenship behavior showed a partial mediating effect.

Fourth, there was no direct causal relationship between human resource management and team effectiveness. It was confirmed that there was no mediating effect when mediated by organizational commitment.

In conclusion, this study suggests that continuous Coaching Behavior of the leader and strategic execution of human resources are very important for the construction of human resources as a means of securing competitiveness of the hospitals. In particular, organizational citizenship behavior has a mediating effect in the relationship between two independent variables and team effectiveness which implies that it is a factor of management direction to preoccupy the competitive advantage by securing and developing talented human resources in the field.

본 연구는 치과 리더의 코칭 행동과 고몰입 인적 자원관리가 팀 유효성과의 관계에서 조직시민행동과 정서적 조직몰입의 매개효과에 대해 실험연구를 통해 검증하는 것을 목적으로 하였다. 본 연구는 이러한 연구목적을 배경으로 리더들의 코칭행동의 유효성을 근간으로 치과 조직운영에 필수적인 인재관리와 확보에 중요한 시사점을 제시하기 위하여 연구를 수행하고자 한다. 이를 통하여 코칭행동으로 현장에서 이익과 사람(직원, 환자)간의 올바른 관계 형성과 건강한 경영에 기여하고자 한다. 연구의 목적을 달성하기 위하여 다음과 같은 연구 절차를 거쳤다.

첫째, 연구주제 관련 변인들에 대한 문헌 연구를 통해 각각의 변수들에 대하여 이론적으로 고찰하였다.

둘째, 선행연구 분석을 통하여 얻은 이론적 배경을 근거로 도출된 연구 모형과 변수 간 인과관계에 따른 연구 가설을 제시하고, 각각의 변수의 조작적 정의를 내렸다. 그리고 이들 내용을 계량적으로 측정할 수 있는 설문 문항을 추출하였다.

셋째, 추출된 설문 문항으로 구성한 설문지를 표본 대상자에게 배포하여 설문조사를 실시하였다.

넷째, 조사된 설문지 자료에 대한 데이터 통계적 분석을 SPSS 20.0을 활용하여 다음과 절차를 따라 분석하였다. 먼저, 연구대상에 대한 일반적인 특성을 분석하기 위해 백분율과 빈도를 산출하였다. 두 번째로, 표본의 신뢰도를 산출을 위해 신뢰도 분석을 하였다. 세 번째로, 각 변수 간의 관계를 보기 위해 상관관계 분석을 하였다. 네 번째로, 각 변수에 대한 타당도를 검증하기 위해 수렴 타당도와 판별 타당도 분석을 하였다. 다섯 번째로, 연구 가설을 검증하기 위하여 경로 분석을 통하여 연구 결과를 도출하였다.

도출된 연구 결과를 요약하면 다음과 같다.

첫째, 독립변수 코칭 행동과 팀 유효성의 관계는 직접적 인과관계는 성립되지 않았으나 조직시민행동은 이들 인과관계에서 부분 매개효과를 확인하였다.

둘째, 코칭 행동과 정서적 조직몰입을 매개로 하였을 때 팀 유효성과의 인과관계는 성립이 되지 않았다.

셋째, 고몰입 인적 자원관리와 팀 유효성과의 관계는 직접적 영향력이 있었고 또한 조직시민행동과의 관계는 부분 매개효과를 나타내었다.

넷째, 인적 자원관리와 팀 유효성과의 관계에서 직접적 인과관계 성립이 없었고. 조직몰입을 매개로 하였을 때 매개효과가 없음으로 확인되었다.