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일중독과 직무열의 다차원 모형을 이용한 잠재프로파일 분석

Combining Effects of Workaholism and Work Engagement at the Sub-dimensional Levels: A Latent Profile Analysis

이선희|남기은
한국산업및조직심리학회 (Korean Society for Industrial and Organizational Psychology)|2023.02|한국심리학회지: 산업 및 조직 (Korean Journal of Industrial and Organizational Psychology)|제36권 제1호|pp. 67-86|DOI 10.24230/kjiop.v36i1.67-86

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키워드

latent profile analysis잠재프로파일 분석정서적 소진emotional exhaustion직무열의일중독work engagement직무태도job attitudeworkaholism하위차원sub-dimensions
주제분류심리과학

초록

일중독과 직무열의는 일에 많은 에너지를 투자한다는 특징을 공유하면서도 개인 및 조직에 상반된 영향을 미친다는 점에서 많은 연구자들의 흥미를 끌어왔다. 본 연구는 일중독과 직무열의가 다차원적 구성개념이라는 점에 착안하여, 일중독과 직무열의의 핵심 특성 그리고 이 두 변인의 관계 및 개인과 조직에 미치는 효과를 심층적으로 이해하기 위해 두 변인의 하위차원 수준에서 잠재프로파일 분석을 실시하였다. 두 개의 독립적인 직장인 표본을 이용한 잠재프로파일 분석 결과, 일중독과 직무열의가 모두 높은 ‘직무열의가 높은 일중독 집단’, 둘 중 하나만 높은 ‘일중독 집단’과 ‘직무열의 집단’, 그리고 둘 다 낮은 ‘저관여 집단’ 등의 네 개의 잠재프로파일 존재를 확인하였다. 이 잠재프로파일들은 직무만족, 정서적 몰입, 맥락수행, 이직의도, 정서적 소진 등에서 유의미한 차이를 나타냈다. 이상의 결과들은 일중독과 직무열의 간의 공통점과 차별성, 그리고 이러한 특성이 개인의 안녕과 조직효과성에 부정적 혹은 긍정적 영향을 미치는 핵심 요인이 무엇인지를 이해하는데 중요한 정보를 제공한다.

Abstract

The constructs of workaholism and work engagement share commonalities as both tend to invest a lot of energy in work. However, they are also known to have opposite consequences for individuals’ well-being and organizational effectiveness. Considering the fact that both workaholism and work engagement are defined as multidimensional constructs, this study argues that analyses at sub-dimensional levels would provide a deeper and more nuanced understanding of the interplay between the two constructs and their consequences. Accordingly, the current study conducted a series of latent profile analyses on sub-dimensions of workaholism and work engagement using two independent samples of Korean workers. The results revealed four latent profiles based on combinations of different levels of workaholism and work engagement: “the engaged workaholics”; “the workaholic”; “the engaged”; and “the disengaged”. Further, the profile membership predicted different levels of emotional exhaustion, job satisfaction, organizational commitment, and contextual performance. The findings provide insights into not only their combined effects on individual well-being and organizational effectiveness but also the characteristics of each construct.

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