경력계획과 경력성공의 관계에 미치는 경력몰입의 매개역할
The Mediating Role of Career Commitment in the Relationship between Career Planning and Career Success
0
조회
0
다운로드
18
인용
0
참고문헌
키워드
초록
본 연구의 목적은 경력계획과 경력성공의 관계에 미치는 경력몰입의 매개역할을 검증하는데 있으며, 의의는 경력계획이 경력몰입의 단계로 이어지고, 이로 인해 경력성공으로 연계되는 통합적인 틀을 제시하였다는데 있다. 연구대상은 제조 및 서비스 관련 중소업체에 근무하는 구성원들이며, 유효표본 220개 수집하여 분석하였다. 그 결과를 다음과 같이 2가지로 요약할 수 있다. 1) 경력계획은 경력몰입에 강력하게 영향(+)을 미친다는 <가설 1>, 개인들의 경력성공은 경력계획의 직접영향(+)을 받는다는 <가설 2>, 그리고 경력몰입에 의해서도 영향(+)을 받는다는 <가설 3> 모두 입증되었다. 또한 경력계획이 경력성공에 미치는 영향에 있어 경력몰입의 매개효과가 확인되어 <가설 4>도 검증되었다. 2) 추가연구로 경력계획의 명료성(구체성)과 경력몰입의 정도에 따라 경력성공에 미치는 영향이 다름을 확인하였다. 경력계획을 명확하게 수립한 집단에서는 경력성공에 직접영향(+)을 미치고 경력몰입을 더 적극 유도(+)하지만 불명확하게 수립한 집단에서는 경력성공에 직접영향을 미치지 못함은 물론 경력몰입유도에 있어 소극적(+)있었다. 또한 경력계획에 의해 직접영향(+)을 받아 경력몰입이 높은 집단에서는 경력성공에 직․간접으로 영향을 미치지만 경력몰입이 낮은 집단에서는 전혀 영향을 미치지 못하였다.
Abstract
This study examines or anlayzes the impact of career planning on career success. Further, the mediating role of career commitment in the relationship between career planning and career success was examined. In addition, moderating roles of definite or indefinite career planning group and high or low career commitment group were examined. Data were collected from 220 employees who worked in manufacturing and service industries. The results showed as below : 1) The career planning has a positive effect on his or her career commitment and career success. Also career success was influenced positively by career commitment. So, Hypotheses 1, 2, and 3 of proposed relationship between variables were accepted. 2) The effect of career planning on career success was mediated by the effects of career commitment. So, Hypotheses 4 was accepted. 3) In addition, we conducted a multi-group path analysis to generate separate subgroup model of definite or indefinite career planning group and high or low career commitment group. In definite group, the career success was influenced directly by career planning but was not influenced in indefinite group. Further, career planning was greater extent to career commitment for definite group than indefinite group. In high career commitment group, career commitment was related career planning to effect directly or indirectly on career success but was not effected at all in low group. This research has the limitation. The research was conducted for only career planning in the personal side without considering career management in the organizational side. Regardless of the limitations, the major contribution of this study was to suggest an integrative framework that career planning lead to career commitment, and that career commitment lead to career success.
참고문헌 (44)
- 강정애, "멘토링 기능이 멘티의 경력몰입과 이직의도에 미치는 영향에 관한 연구 : 자기효능감의 조절효과를 중심으로", 조직과 인사관리연구, 29(2), pp.233~257 (2005), 한국인사관리학회
- 고현철, "연구개발 조직구성원의 이중몰입(Dual commitment)에 관한 연구 : 조직몰입과 경력몰입을 중심으로", 박사, 사회학, pp.2004
- 김성국, "여성관리자의 경력선택과 문제점 : 경력계획 접근법을 중심으로", 인사․조직연구, 6(2), pp.161~194 (1998)
- 김성남, "경력계획, 직무적합성 및 직장·가정 갈등이 경력성공에 미치는 영향", 대한경영학회지, 25(3), pp.1419~1438 (2012), 대한경영학회[DOI]
- 박규경, "경력계획이 경력만족, 경력몰입 및 이직의도에 미치는 영향에 관한 연구 : 조직지원을 조절변수로", 석사, 경영학, pp.2000
- 심현식, "몰입의 경영" (2006), 황금가지
- 윤하나, "주관적 경력성공에 영향을 미치는 요인에 관한 연구: 성별차이의 조절효과를 중심으로", 한국심리학회지: 산업 및 조직, 19(3), pp.325~347 (2006), 한국산업및조직심리학회
- 이기은, "전문직 종사자의 경력몰입과 조직몰입이 직무태도에 미치는 영향력 비교", 대한경영학회지, 16(3), pp.799~813 (2003), 대한경영학회
- 이동하, "주도성과 핵심자기평가가 경력성공에 미치는 영향에 관한 연구: 경력계획을 매개변인으로", 한국심리학회지: 산업 및 조직, 21(1), pp.83~103 (2008), 한국산업및조직심리학회
- Aruthur, M. B., "Handbook of Career theory", pp.7~25 (1989), Cambridge University Press
- Arthur, M. B. and D. M. Rousseau, "The Boundary-Less Career : A New Employment Principle for a New Organizational Era, New" (1996), Oxford University Press
- Aryee, S., "A Cross-Cultural Application of a Career Planning Model", Journal of Organizational Behavior, 14, pp.119~127 (1993)
- Aryee, S., "Antecedents and Outcomes of Career Commitment", Journal of Vocational Behavior, 40, pp.288~305 (1992)
- Blau, G. J., "The Measurement and Prediction of Career Commitment", Journal of Occupational Psychology, 58(4), pp.277~288 (1985)
- Blau, G. J., "Testing the Generalizability of a Concept of Career Commitment Measure and it’s Impact on Employee Turnover", Academy of Management Proceedings, pp.53~57 (1989)
- Cohen, A., "The Relationship between Commitment Forms and Work Outcomes : A Comparison of Three Model", Human Relations, 53, pp.387~417 (2000)
- Colarelli, S. M., "Career Commit : Functions, Correlates, and Management", Group and Organization Studies, 15, pp.158~176 (1990)
- Feldman, D. C., "Work Careers; A Developmental Perspective", pp.3~26 (2002), Jossey-Bass
- Fornell, C., "Evaluating Structural Equation Model with Unobservable Variables and Measurement Error", Journal of Marketing Research, 18, pp.39~50 (1981)
- Frese, M., "The Concept of Personal Initiative;Operationalization, Reliability, Validity, Two German Samples", Journal of Occupational and Organizational Psychology, 70, pp.139~161 (1997)
- Gould, S., "Characteristics of Career Planners in Upwardly Mobile Occupations", Academy of Management Journal, 22, pp.539~550 (1979)
- Greenhaus, J. H., "Effect of Race on Organizational Experience, Job Performance Evaluations and Career Outcomes", Academy of Management Journal, pp.13~31 (1990)
- Hall, D. T., "A theoretical Model of Career Sub-Identity Development in Organizational Setting", Organizational Behavior and Human Performance, 6, pp.50~76 (1971)
- Hall, D. T., "Career in Organization, Glenview" (1977), Scott Foreman and Company
- Hall, D. T., "Protean Careers of the 21st Century", Academy of Management Executive, 10(4), pp.8~16 (1996)
- Hall, D. T., "A Psychological Success Cycle and Goal Setting : Goals, Performance, and Attitude", Academy of Management Journal, 20, pp.282~290 (1977)
- Hall, D. T., "What’s New in Career Management", Organizational Dynamics, 5(1), pp.17~33 (1976)
- Hall, D. T., "The New Career Contract : Developing the Whole Person at Mid-Life and Beyond", Journal of Vocational Behavior, 47, pp.269~289 (1995)
- Harman, H. H., "Modern Factor Analysis" (1976), University of Chicago Press
- Judge, T. A., "Political Influence Behavior and Career Success", Journal of Management, 20(1), pp.43~68 (1994)
- Judge, T. A, "An Empirical investigation of the Predictors of Executive Career Success", Personnel Psychology, 48(3), pp.485~519 (1995)
- Khan, W. A., "To be Full there : Psychological Presence at Work", Human Relation, 45, pp.321~349 (1990)
- Locke, E. A., "A Theory of Goal Setting and Task Performance" (1990), Prentice Halls
- Podsakoff, P. M., "Self-Reports in Organizational Research: Problems and Prospects", pp.531~544 (1986), Journal of Management
- Schaufeli, W. B., "The Measurement of Engagement and Burnout; A Two Sample Confirmatory Factor Analytic Approach", Journal of Happiness studies, 3, pp.71~92 (2002)
- Schein, E. H., "Careers Anchors Revisited : Implications for Career Development in the 21st Century", Academy of Management Executive, 10(4), pp.80~88 (1996)
- Seibert, S. E., "Proactive Personality and Career Sucess", Journal of Vocational Behavior, 58, pp.1~21 (1999)
- Steffy, B. D., "Workplace Stress and Indicators of Coronary-Disease Risk", Academy of Management Journal, 31(3), pp.686~698 (1988)
- Steiger, J. H., "Structural Model Evaluation and Modification : An Interval Estimation Approach", Multivariate Behavioral Research, 25, pp.195~207 (1990)
- Thomas, W. H., "Predictors of Objective and Subjective Career Success : A Eta-Analysis", Personnel Psychology, 58(2), pp.367~408 (2005)
- Veiga, J. F., "Female Career Myopia", Human Resource Management, 15, pp.24~27 (1976)
- Wayne, S. J., "The Role of Human Capital, Motivation and Supervisor Sponsorship in Predicting Career Success", Journal of Organizational Behavior, 20, pp.577~595 (1999)
- Wentling, R. M., "A Study of the Career Development and Aspiration of the Women in Middle Management", Human Resources Development Quarterly, 7(3), pp.253~270 (1996)
- White, B., "The Career Development of Successful Women", Women in Management Review, 10(3), pp.4~15 (1995)