직업교육에서 성격요인이 목표수립과 과업수행의 관계에 미치는 영향에 대한 고찰: 자기존중감과 자기효용성의 이론적 체계화
The Role of Personality on Goal Setting and Work Performance based on Collectivistic Cultural Context: A Review and Theoretical Recommendations
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본 연구는 직업 교육 (job training)장면에서 유용하게 활용되어지고 있는 목표수립을 통한 동기부여 이론을 중심으로, 기존의 대부분의 많은 연구들이 간과했던 성격요인이 동기 이론에 미치는 영향력을 분석, 재검토하여 정리하였다. 본인은 성격이론에 관한 연구들이 일관적인 결과를 도출해 내지 못했던 것을 논제의 발단으로 삼아, 목표설정관련 변인들과 성격요인의 연관성을 기존연구들의 결과를 총망라하여 연대기별로 체계적으로 정리하였다. 이러한 이론적인 검토를 바탕으로 성격요인에 관한 연구들이 목표설정 변수들과의 연관성에 있어서 일관적인 연구결과를 도출해내지 못했던 원인으로서의 잠재적인 요소들에 대한 이론적인 파악을 시도함으로써, 향후 성격 연구들이 유의해야 할 점을 지침하고 있다. 구체적으로 자기존중감과 자기효용성으로 대별되는 개인의 특성으로서의 성격 요인들의 개념을 엄격하게 분류하고자 시도하였으며, 이를 위해 기존의 성격연구들이 방법론적인 관점에서 또는 개념의 틀을 형성하는 이론적인 관점에서 범하였던 오류를 분석하여 제시하였다. 이 외에도 기존의 연구들이 혼용하여 사용하였던 특정 과업 관련자기 존중감(task specific self-esteem)과 전반적인 자기 존중감(global self-esteem), 그리고 성취동기나 내외통제력 등을 아우르는 상위 개념으로서의 일반적인 자기 효용성의 개념을 명확하게 분리하여 정의 내리며, 이를 통해 성격연구들의 비일관적인 연구결과들의 원인을 밝히고자 하였다. 또한 전통적인 성격5요인을 발단으로 성격모형의 최근까지의 이론적 발달과정의 깊이 있는 고찰을 통해 성격요인이 목표설정의 변수들과 가지는 연관성을 다양한 성격요소들의 다각적인 측면에서 살펴보고자 시도하였다는 점에서도 본 연구가 가지는 의의가 크다고 할 수 있다. 특히 상황에 특수화되지 않고 전반적으로 적용되는 일반적인 성격특성과 상황 특수적인 성격특성에 대한 기존 연구들의 오류를 분석하여 성격특성의 명확한 이해를 도모하고자 하였다는 것 또한 본 연구가 성격의 이론적 개념의 틀의 재정립을 시도한 연구로서 가치를 부여 받는 점이다. 뿐 만 아니라, 향후 후속 연구들의 이론적인 지침이 되기 위한 노력의 일환으로서 구체적인 성격요인의 이론적 구성개념을 타당도를 근거로 고찰하고자 시도했다는 점에서 본 연구가 향후 성격 연구들이 유의해야 할 점에 대하여 시사하는 바가 크다. 또한, 본 연구는 성격요인의 이론적인 발달의 집대성을 통해 학습에 대한 동기부여가 강조되는 직무 교육을 비롯해, 더 나아가서는 전반적인 조직 관리 및 경영에 다각적으로 적용될 수 있도록, 성격요인의 새로운 모형에 대한 심층적인 논의를 목표설정과 과업수행과 관련하여 제시하고 있다. 마지막으로, 한국을 비롯한 동북아시아 국가들의 집단주의 문화 속, 개인의 성격특성과 목표변인들 간의 잠재적인 관련성들을 분석함으로써 서구와 대비되는 동양의 특수한 문화적 맥락 속에서의 개인의 성격요인이 과업수행동기에 미칠 수 있는 가능한 영향들을 탐색하며, 이를 통해 성격요인의 후속연구들에 대한 연구방향을 제시하고자 한다.
Abstract
A common criticism of personality in goal setting and work motivation and training research is the lack of consistent findings. The present paper focuses on personality in goal setting research published in past three decades with specific attention to the development of personality theories and their implications to goal setting and work motivation. The review is organized in chronological order. The first part of the paper briefly describes the personality and goal setting research during the 1970s and 19870s. The second part of the paper reviews the most recent theoretical and research developments with regard to personality in goal setting. Specifically, I revise the developments in regards to the construct of self-esteem and its effects in goal setting behavior. In fact, the construct of self-esteem has had a checkered history in regards to its use to predict goal variables and performance. Despite the recent optimism in the field of personality in goal setting, there is still much to learn about personality in motivation. With regard to goal setting variables, self-esteem continues to be a popular trait to study even though it seems to be a messy construct. Various terms have been equated to this construct. Accordingly, I explain how researchers are moving away from using narrow measures of traits such as self-esteem toward the use of broader nomological frameworks in order to improve predictive validity of personality measures. Also, current models of personality traits is described, next and following this, the tendencv to integrate personality traits is explained in order to understand motivational variables. The paper concludes with evaluations of these recent developments, discussion regarding new models of personality, and suggestions for future directions that may advance the study of personality in motivation. Since Locke et al (1981) review of goal setting, much research has been done to link personality to goal setting behavior and work motivation. Although some of these studies still yield conflicting findings, this review shows that theoretical and research developments allowed researchers to draw better conclusions regarding the effects of personality in goal setting and work performance. This study suggests that researchers should continue to explore the role of other individual variables on goal setting and performance besides the traditional personality variables.
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