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주관적 경력성공의 측정도구(CJH-CSS) 개발

Development of Subjective Career Success Scale(CJH-CSS)

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참고문헌

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주제분류교육학

초록

다양한 고용환경과 개인의 주도성을 강조하는 경력환경으로 인해 주관적 경력성공의 의미가 진화하였다. 이에 본 연구는 지금의 주관적 경력성공을 설명해주는 일-비일 균형이론과 ERG 이론을 통합및 적용하여 체계적이고 엄격한 개발절차를 거쳐 국내 기업근로자의 주관적 경력성공을 측정하는 도구를 개발하는 것을 목적으로 하였다. 먼저 예비문항을 도출하여 전문가 델파이와 비전문가 인지 인터뷰를 실시하여 내용타당도를 검증하였고, 국내 기업근로자를 대상으로 실시한 설문 응답자료 700 건을 확보하여 SPSS 25.0, AMOS 23.0, Mplus 8.8, jmetrik 4.4.1. 소프트웨어 프로그램으로 분석하였다. 다음으로 탐색적 구조방정식 모형분석, 확인적 요인분석, 판별타당도 분석을 실시하여 구성타당도를검증하였고, 마지막으로 Rasch 모형 분석을 실시하여 측정도구를 최적화하였다. 그 결과 최종적으로개발된 측정도구는 ‘종합적으로 판단된 조화로운 경력성공 척도(CJH-CSS: comprehensively judged harmonious career success scale)’로, (1) 일-존재(WE), (2) 일-관계(WR), (3) 일-성장(WG), (4), 비일-존재(NWE), (5), 비일-관계(NWR), (6) 비일-성장(NWG)의 6요인의 21개 문항으로 구성된다. 본 연구의 결과를 바탕으로 HRD 관점에서 논의하고 이론개발, 연구영역, 실무영역을 위한 시사점과 후속연구에 대해 제언하였다.

Abstract

The meaning of subjective career success have evolved due to various employment and career environments that emphasize individual initiative. Therefore, the purpose of the current study was to develop a scale to measure the subjective career success of domestic corporate workers. It was developed through systematic and strict development procedures by integrating and applying the work-nonwork balance theory and ERG theory that explain current subjective career success. First, preliminary items were derived, and the content validity was verified by conducting expert Delphi and non-expert cognitive interviews. 700 survey response data were collected for domestic corporate workers, and analyzed with software programs such as SPSS 25.0, AMOS 23.0, Mplus 8.8, and jmetrik 4.4.1. Next, the composition validity was verified by performing exploratory structural equation modelling, confirmatory factor analysis, and discriminant validity analysis. Last, Rasch model analysis was performed to optimize the scale. As a result, the finally developed a scale is a ‘CJH-CSS: comprehensive judged harmonious career success scale’, consisting of six factors; (1) WE: work-existence, (2) WR: work-relatedness, (3) WG: work-growth, (4) NWE: nonwork-existence, (5), NWR: nonwork-relatedness, and (6) NWG: nonwork-growth. Based on these results, I discussed implications and future studies from the perspective of HRD for theoretical development, research and practical area.

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