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조직의 학습지원과 교육훈련 전이 간 관계에서 전이동기를 통한 경력계획의 매개된 조절효과

The mediated moderation effect of career planning and transfer motivation on the relationship between organization’s learning support and training transfer

이재은|박윤희
한국인력개발학회 (The Korean Society For Human Resource Development)|2018.02|HRD연구 (The Korean Journal of Human Resource Development Quarterly)|제20권 제1호|pp. 39-69|DOI 10.18211/kjhrdq.2018.20.1.002

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참고문헌

키워드

매개된 조절효과교육훈련 전이경력계획Career planning전이동기조직의 학습지원Transfer of trainingOrganization’s learning supportMotivation to transferMediated moderation effect

초록

이 연구의 목적은 조직의 학습지원과 교육훈련 전이 간 관계에서 경력계획과 전이동기의 매개된 조절효과를 밝히는데 있다. 연구의 목적을 달성하기 위하여 총 14개 교육훈련기관의 교육이수자 252명의 설문 응답자료를 수집하였으며 SPSS와 AMOS를 활용하여 기술통계와 측정도구의 신뢰도 타당도를 확인하고 PRCESS macro for SPSS의 8번 모형을 분석하여 연구의 가설을 검증하였다. 연구 결과, 조직의 학습지원이 교육훈련 전이에 미치는 영향을 경력계획이 조절하는 것으로 나타났다. 또한 이러한 조절효과는 조직의 학습지원이 전이동기를 매개하여 교육훈련 전이에 이르는 간접효과가 달라지는 것을 통해 나타났다. 즉, 조직의 학습지원이 교육훈련 전이에 미치는 영향은 경력계획에 의해 조절되었으며, 이는 전이동기를 통한 완전 매개된 조절효과로 나타났다. 조직이 구성원들로 하여금 교육에 참여하고 새로운 지식과 기술을 활용할 수 있도록 지원하는 것은 새롭게 배운 지식을 업무 수행에 활용하고자 하는 교육훈련 전이에 긍정적인 영향을 미치지만, 개인이 구체적인 경력목표를 설정할 때 그 효과가 더 높아지며, 이러한 효과는 개인의 전이 동기를 높여줌으로써 가능하다는 것이다. 특히 개인의 경력계획 수준이 낮을 때는 전이동기의 매개효과가 유의하지 않았으며, 경력계획 수준이 높을 때 조직의 학습지원이 전이동기를 매개하여 교육훈련 전이에 미치는 간접효과가 유의한 것으로 나타났다. 연구결과를 토대로 조직 구성원들의 경력계획을 고려한 교육 훈련전이 촉진방법과 향후 연구과제에 대해 논의하였다.

Abstract

This study investigated the mediated moderation effect of career planning and transfer motivation on the relationship between organization’s learning support and training transfer. 252 surveys of safety and health managers who completed a job training program in South Korea were collected. This study analysed the validity and reliability of measurement and the descriptive statistics with SPSS and AMOS, and the hypothesis was verified with analysing the model 8 of PROCESS macro for SPSS. Findings showed that career planning moderated the relationships between organization’s learning support and training transfer. This moderating effect was also shown through boosting the indirect effect of transfer motivation in the relationship between organization’s learning support and training transfer. In other words, the effect of organization’s learning support on training transfer was moderated by career planning, which was a fully mediated moderate through transfer motivation. It is important this study found that the organization’s support to learn new skills and knowledge can promote the employees’motivation to transfer, but this positive relationship only occurs when employees’ level of career planning was high, and this positive effect can be achieved by increasing the individual's motivation to transfer. In particular, the mediation effect of training motivation was not significant when the level of career planning was low, and the indirect effect was significant when career planning level was high. Based on the results of the study, implications for promoting the training transfer considering the career planning and the future research agenda were discussed.

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