인문학
사회과학
자연과학
공학
의약학
농수해양학
예술체육학
복합학
DBpia AI
AI 에이전트
AI 아이디어
AI 리더
AI 뷰어
Citeasy
크롬 서지관리 다운로드
지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
피인용 0
초록·키워드
Purpose: The purpose of this study is to investigate the relationship among self-leadership, positive psychological capital, organizational commitment, and job performance among employees of sports organizations.
Method: This study extrated members of sports organizations as the sample and analyzed a total of 210 participants, excluding 30 responses deemed unreliable. Data analysis was conducted using structural equation model analysis.
Results: The results of this study are as follows. 1) Self-leadership had a positive effect on positive psychological capital. 2) Self-leadership had a positive effect on continuous, emotional, and normative commitment. 3) Positive psychological capital had a positive effect on continuous, emotional, and normative commitment. 4) Emotional commitment and normative commitment had a positive effect on job performance. 5) Positive psychological capital had a positive effect on job performance.
Conclusion: First, managers should develop employees’ psychological capital through self-leadership training. Second, continuous self-leadership education and improved work environments can strengthen organizational commitment. Third, open communication enables managers to understand employees’ psychology and encourage positive thinking. Fourth, emotional attachment and a sense of responsibility should be fostered through supportive management practices. Fifth, managers must integrate psychological factors into work systems to enhance organizational performance.
Method: This study extrated members of sports organizations as the sample and analyzed a total of 210 participants, excluding 30 responses deemed unreliable. Data analysis was conducted using structural equation model analysis.
Results: The results of this study are as follows. 1) Self-leadership had a positive effect on positive psychological capital. 2) Self-leadership had a positive effect on continuous, emotional, and normative commitment. 3) Positive psychological capital had a positive effect on continuous, emotional, and normative commitment. 4) Emotional commitment and normative commitment had a positive effect on job performance. 5) Positive psychological capital had a positive effect on job performance.
Conclusion: First, managers should develop employees’ psychological capital through self-leadership training. Second, continuous self-leadership education and improved work environments can strengthen organizational commitment. Third, open communication enables managers to understand employees’ psychology and encourage positive thinking. Fourth, emotional attachment and a sense of responsibility should be fostered through supportive management practices. Fifth, managers must integrate psychological factors into work systems to enhance organizational performance.
본문·목차
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