CAJ | 학술논문

本文探索了授权氛围、心理授权与知识员工个人主动性的关系，为知识员工的管理提供了新的视角。通过对28家企业308名知识员工进行调查，采用结构方程对数据进行分析，研究结果表明，授权氛围和心理授权对知识员工主动性的三个维度：自发性、克服困难和前瞻性均有正向预测作用，同时授权氛围对知识员工的心理授权有正向预测，并且心理授权是授权氛围与个人主动性之间关系的中介变量，这一中介效用主要是通过胜任力和工作意义两个维度来实现的。
본문탐색료수권분위、심리수권여지식원공개인주동성적관계，위지식원공적관리제공료신적시각。통과대28가기업308명지식원공진행조사，채용결구방정대수거진행분석，연구결과표명，수권분위화심리수권대지식원공주동성적삼개유도：자발성、극복곤난화전첨성균유정향예측작용，동시수권분위대지식원공적심리수권유정향예측，병차심리수권시수권분위여개인주동성지간관계적중개변량，저일중개효용주요시통과성임력화공작의의량개유도래실현적。
This paper explores the relationship among empowerment atmosphere, psychological empowerment and the personal initiative of knowledge workers, and provides a new perspective for the management of knowledge workers. Structural equation is used to analyze the data collected from employees of companies. The results show that empower-ment atmosphere and psychological empowerment have a positive prediction effect on the personal initiative of knowledge workers, meanwhile empowerment atmosphere also has a positive prediction effect on psychological empowerment of knowledge workers, and psychological empowerment is the intermediate variable, and the intermediate effect is realized through the two facets of psychological empowerment:competency and work meaning.