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HRD기업 구성원의 자기주도학습능력 측정도구 개발 연구

The Development of the Self-Directed Learning Ability Inventory for Employees in HRD Companies

이민영|배을규
한국인력개발학회 (The Korean Society For Human Resource Development)|2010.08|HRD연구 (The Korean Journal of Human Resource Development Quarterly)|제12권 제3호|pp. 1-26|DOI 10.18211/kjhrdq.2010.12.3.001

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키워드

자기주도학습Self-Directed LearningSelf-Directed Learning Ability자기주도학습능력자기주도학습능력 측정도구Self-Directed Learning Ability Inventory

초록

이 연구는 기존의 자기주도학습 개념, 모형과 측정도구를 고찰하여 인지적, 정의적, 행동적 특성을 통합하는 관점에서 자기주도학습능력 측정도구를 개발하고 타당도를 검증하는 데 목적이 있다. 이를 위해 HRD 기업구성원 356명을 대상으로 설문조사를 실시하고, 수집된 자료를 바탕으로 탐색적 요인분석과 확인적 요인분석을 실시하였다. 탐색적 요인분석 결과, 7개 요인 33개 문항으로 구성된 요인구조를 확인하였다. 그리고 1차(first-order) 확인적 요인분석 결과, 7개 요인 21개 문항을 확인하였으며, 적합도는 RMR= .031, GFI= .927, CFI= .967, RMSEA= .046였다. 그리고 2차(second-order) 확인적 요인분석 결과, 3개의 2차 요인, 7개의 1차 요인을 확인하였으며, 2차 요인모형 적합도 역시 RMR= .036, GFI= .916, CFI= .957, RMSEA= .051으로 우수한 것으로 나타났다. 이를 통해 자기주도학습능력은 인지적 영역(학습과정관리, 학습결과평가), 정의적 영역(학습동기, 자아개념), 행동적 영역(학습활동의 지속성, 학습자원 이용․관리, 학습환경 조성)으로 구성되어 있음을 확인하였다. 그리고 연구결과를 바탕으로 인적자원개발 분야에서의 자기주도학습에 대한 이론적, 실천적 함의를 제공하였다.

Abstract

The purpose of this study was to develop the self-directed learning ability inventory for employees in HRD companies. The target for this study was 360 employees in HRD companies and 356 final data excluding 4 insincere and missing value ones were used for analysis. Inorder to examine the validity level of the using standard for the analysis of data ,a coefficient of correlation was calculated and EFA(Exploratory Factor Analysis) and CFA(Confirmatory Factor Analysis) were conducted. The findings were as followings; First, 7 factors(management of learning process, evaluation of learning outcome, motivation for learning, self concept, continuity of learning activity, using and management of learning resource and making learning environment) were produced with 33 items through exploratory factor analyses. Also items in each factors showed appropriate Cronbach's alpha values, which means internal consistency of items in each factor was established. Second, through first-order confirmatory factor analysis, there were appropriate relationships between 7 factors with 21 items and all path-coefficients were statistically significant. Model fit indexes showed quiet good(RMR=.031, GFI=.927, CFI=.967, RMSEA=.046). Third, through second-order confirmatory factor analysis, there were appropriate relationships between 3 constructs with 7 factors and all path-coefficients were statistically significant, too. Model fit indexes showed quiet good(RMR=.036, GFI=.916, CFI=.957, RMSEA=.051). Finally, this study discussed practical and theoretical implications for the HRD field.

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