주재원의 글로벌역량과 이문화적응의 관계: 커리어비전의 조절된 조절-매개효과를 중심으로
Association Between a Global Competency and Cross-cultural Adaptation: A Moderated Moderated-Mediation Effect of Career Vision
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참고문헌
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초록
본 연구는 해외주재원의 역할과 직무수행에 대한 중요성이 높아지고 있는 현실에서, 주재원 개인의 글로벌 역량과 성격적 특성이 주재원의 직무열의와 이문화 적응에 어떠한 영향을 미치는지 검증하고자 하였다. 또한 글로벌 역량과 성격 특성이 직무열의를 거쳐 이문화 적응에 미치는 영향의 관계에서, 커리어비전이 어떻게 조절된 조절-매개효과로서 작용하는지 검증하고자 하였다. 구체적 가설은 글로벌 역량과 이문화 적응의 관계에서 직무열의의 매개효과를 검증하였고, 그와 같은 매개모형에서 성실성과 커리어비전의 상호작용을 통한 조절된 조절-매개효과가 있는지를 검증하였다. 이와 같은 연구목적의 달성을 위해 한국인 주재원들을 대상으로 설문을 진행하였으며, 최종 164명의 데이터를 분석하였다. 그 결과, 글로벌 역량이 직무열의를 통해 이문화 적응을 높이는 매개효과가 검증되었다. 그리고 커리어비전이 높고 성실성도 높았을 때, 글로벌 역량이 높은 주재원은 직무열의가 높아지고 이문화 적응에도 긍정적 영향을 미치는 것으로 나타났다. 하지만 커리어비전이 낮고 성실성이 높았을 때, 글로벌역량이 높은 주재원은 직무열의가 상대적으로 낮아지고 이문화 적응에도 부정적 영향을 미치는 것으로 나타났다. 이와 같은 결과를 바탕으로 연구의 의미와 시사점 그리고 한계점 및 향후 연구에 대해 논의하였다.
Abstract
This study tried to verify how the global competency and personality characteristics of expatriates have an effect on the expatriate's work engagement and cross-cultural adaptation in a reality where the role and job performance of overseas expatriates is growing in importance. In addition, in the relationship between global competency and personality traits on cross-cultural adaptation through work engagement, this study tried to examine how career vision acts as a moderated moderated-mediation effect. The specific hypothesis tested the mediation effect of work engagement in the relationship between global competency and cross-cultural adaptation, and whether there is a moderated-mediation effect through the interaction between conscientiousness and career vision in such mediating model. In order to achieve the purpose of this study, a survey was conducted on Korean expatriates, and the final data of 164 people were analyzed. As a result, the mediation effect of global competency increasing cross-cultural adaptation through work engagement was verified. When the career vision and the conscientiousness were high, it was found that expatriates with high global competency increased their work engagement and had a positive effect on cross-cultural adaptation. However, when the career vision was low and conscientiousness was high, it was found that expatriates with high global competency had relatively low work engagement and had a negative effect on cross-cultural adaptation. Based on these results, the meaning, implications, limitations, and future research of the study were discussed.
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