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대기업 영업·마케팅 직무 근로자의 혁신행동과 경력개발지원, 자기주도성 및 다중몰입의 구조적 관계

Structural Relations Between Innovative Behavior, Support for Career Development, Self-Direction and Multiple Commitment of Sales & Marketing Employees in Large Corporations

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초록

본 연구는 대기업 영업·마케팅 직무 근로자의 혁신행동과 경력개발지원, 자기주도성 및 다중몰입의 구조적 관계를 분석하기 위한 목적으로 수행되었다. 이를 위해 공정거래위원회에서 발표한 공시대상기업집단 60곳 중 20곳의 그룹에서 근무 중인 영업·마케팅 직무 근로자 346명의 응답데이터를 분석에 활용하였다. 본 연구에서는 가설검증을 위해 기술통계분석 및 구조방정식 모형 분석을 실시하였으며, 구조방정식 모형 분석과정에서는 모형적합도 및 경로계수를 도출하였다. 매개효과의 경우 부트스트래핑법과 팬텀변인을 적용하였으며, 분석을 위해 SPSS 25.0과 AMOS 24.0을 활용하였다. 분석결과는 다음과 같다. 첫째, 경력개발지원은 혁신행동, 자기주도성 및 다중몰입에 정(+)적인 영향을 미친다. 둘째, 자기주도성은 다중몰입과 혁신행동에 정(+)적인 영향을 미친다. 셋째, 다중몰입은 혁신행동에 정(+)적인 영향을 미친다. 넷째, 자기주도성은 경력개발지원과 혁신행동, 경력개발지원과 다중몰입 간의 관계를 매개한다. 다섯째, 다중몰입은 경력개발지원과 혁신행동 간의 관계를 매개한다. 여섯째, 자기주도성과 다중몰입은 경력개발지원과 혁신행동 간의 관계를 이중매개한다. 이와 같은 결과를 바탕으로 도출한 시사점은 다음과 같다. 첫째, 연구대상의 범위를 확대해야 한다. 둘째, 표본 집단 설정 시 정교한 기준을 적용해야 한다. 셋째, 시대적 흐름에 따라 발생하는 기업 및 개인의 인식수준의 변화를 반영한 경력개발지원 조사도구의 개발이 요구된다.

Abstract

The purpose of this study was to investigate a structural relations between innovative behavior, support for career development, self-direction and multiple commitment of sales & marketing employees in large corporations. To this end, 346 sales & marketing employees survey responses working in 20 out of top 60 business corporations announced by KCCI(Korea Chamber of Commerce and Industry) were used for the analysis. Research techniques analyzing data include descriptive statistics and structural equation modeling by using SPSS 25.0 and AMOS 24.0. The results of this study were as follows: First, path from support for career development to innovative behavior, self-direction and multiple commitment was tested to have a positive effect. Second, path from self-direction to multiple commitment and innovative behavior was tested to have a positive effect. Third, path from multiple commitment to innovative behavior was tested to have a positive effect. Fourth, self-direction had a mediating effect between support for career development and multiple commitment and innovative behavior. Fifth, multiple commitment had a mediating effect between support for career development and innovative behavior. Sixth, self-direction and multiple commitment had a dual mediating effect between support for career development and innovative behavior. Further implications based on the results of this study are as follows: First. it is required to broad a scope about target population. Second, it is necessary to implement sophisticated criteria while setting up sampling groups. Thirds, it is needed to develop a support for career development scale that reflects changes in the level of perception of corporations and individuals that occur in the trend of the period.

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