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기업 근로자 대상 일의 소명의식에 관한 메타분석

A Meta-Analysis on Work as a Calling of Corporate Employees

송지훈|조현아|박민지
한국기업교육학회 (Korean society for learning and performance)|2022.06|기업교육과인재연구 (Journal of Corporate Education and Talent Research)|제24권 제2호|pp. 53-91

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참고문헌

키워드

메타분석Meta analysisPerceiving a calling일의 소명의식소명의식인식소명의식실행Work as a callingLiving a calling
주제분류교육학

초록

본 연구는 기업 근로자 대상 일의 소명의식에 관한 국내⋅외 연구를 종합적으로 분석하여, 조직에서 적용할 수 있는 HR실행 전략을 제시하는 것을 목적으로 한다. 이를 위해 지난 10년간 국내⋅외에서 수행한 총 87편의 기업 근로자 대상 일의 소명의식 관련 연구들을 선정하여 메타분석을 실시하였다. 도출된 변인은 욕구위계이론과 소명의식으로서의 일에 대한 이론(Work as a Calling Theory)에 근거하여 개인과 직무/조직 차원으로 구분하였다. 효과크기 산출을 위해 Fisher’s Z값과 상관계수 값을 산출하고, Egger의 절편 검증과 Orwin의 안정성 계수를 통해 출판편향을 검증하였으며 출판편향은 나타나지 않았다. 분석 결과 첫째, 개인 수준의 변인 중 삶의 의미와 일의 소명의식 간의 효과 크기가 가장 높았다. 둘째, 직무/조직 수준의 변인 중 직무열의(work engagement)와 일의 소명의식 간의 효과 크기가 가장 높았다. 셋째, 조화 열정(harmonious passion)과 소명의식인식(perceiving a calling), 조직후원인식(perceived organizational support)과 소명의식실행(living a calling)간의 효과 크기가 크고 정(+)적으로 유의한 관련이 있었다. 이상의 결과를 토대로, 기업 근로자의 일의 소명의식에 관한 학문적, 실천적 시사점을 제안하였다.

Abstract

This study aimed to analyze domestic and international studies related to work as a calling, focus on the employees, and suggest implications for human resource development. To meet the purpose, a total of 87 studies on work as a calling were selected over the past decade. The derived variables were classified into individual and work or organizational dimensions based on Maslow’s hierarchy of needs and Work as a Calling Theory. Fisher’s Z value and correlation coefficient were calculated to calculate the effect size. Funnel plot, Egger’s regression, and Orwin’s fail-safe N were used for publication bias analysis, and the results indicated that publication bias does not exist. The results of the analysis are as follows. First, the effect size between life meaning and work as a calling was the highest among the individual variables. Second, the effect size between work engagement and work as a calling was the highest among the organizational variables. Third, harmonious passion and perceiving a calling were positively related, and perceived organizational support and living a calling were positively related. Based on the study results, we proposed the academic and practical implications of work as a calling for employees in the organization.

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