한국판 직무소진평가척도(K-BAT) 타당화를 위한 예비연구
A Preliminary Validation Study for the Korean version of the Burnout Assessment Tool (K-BAT)
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참고문헌
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초록
대부분의 소진연구에 이용되었던 MBI 척도에 대한 요인구성과 관련한 논점이 제기되었다. 이를 반영하여 Schaufeli 연구팀(2019)이 소진의 2번째 버전으로 BAT(Burnout Assessment Tool)를 개발하였다. 본 연구는 한국에서 근무하는 직무종사자를 대상으로 BAT의 타당성을 확인하고자 하였다. 367명의 사무직 종사자를 대상으로 한 탐색적 요인분석 결과 23문항 중 1문항이 제외되었고, 345명의 다른 표본을 대상으로 확인적 요인분석 결과 4요인 구조(탈진, 심적거리, 인지적 조절 손상, 정서적 조절 손상)를 확인하였다. MTMM(Multi-Traits Multi-Methods) 모형을 적용하여 BAT-K(Korean version of BAT)의 수렴 및 변별타당도를 확인하고, 직무요구와 결과변인을 이용하여 준거타당도를 확인하였다. 그 결과 수렴타당도와 외적변별타당도, 준거타당도는 확인되었으나 MBI와의 내적 변별타당도는 확인되지 않았다. K-BAT 타당화를 위한 1차 예비연구로서 본 연구의 의의와 향후 연구 방향에 대하여 논의하였다.
Abstract
Some issues on constructs of MBI-GS in the burnout study has been risen. Schaufeli’s team(2019) invented the new measure of Burnout Assessment Tool(BAT) as the second version of burnout inventory, which covers the problematic issues. The present study aimed to validate the BAT among the South Korean sample. The one among 23 items of BAT were excluded based on an exploratory factor analysis using 367 South Korean employees. A four-factor structure of K-BAT (i.e., exhaustion, mental distance, impaired cognitive control, impaired emotional control) was supported by a confirmatory factor analysis using a different 345 employees. Validity tests for a convergence and a discriminativeness were tested by applying the MTMM(Multi-Traits Multi-Methods) model, along with a correlation analysis with MBI. For external discriminative validity, engagement was used. A sequential test for a criterion validity both with demands of workload and role ambiguity and with outcomes of turnover intention and depression was conducted. A convergence, an external discriminative, and a criterion validity were supported respectively, whereas an internal discriminative validity with MBI not supported. Implications and the directions for a consequential study were discussed, with considering the present study as an initial study for validating K-BAT.
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