직무요구-자원모형을 활용한 직업상담사의 직무소진 및 업무열의에 대한 연구
A study on job burnout and work engagement of job counsellor: based on the job demands-resources model
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초록
본 연구는 직업상담사를 대상으로 직무요구-자원모형에 기초하여 직무요구와 자원, 직무소진과 업무열의의 관계를 분석하였다. 전문직으로서 직업상담사의 업무의 특성을 고려하여 업무과부하와 감정노동을 직무요구 변수로, 자기개발기회와 상사지원을 직무자원 변수로 포함시켜서 직무소진과 업무열의에 대한 주 효과와 상호작용 효과를 분석하였다. 공공부분과 민간부문의 585명의 직업상담사를 대상으로 실증분석을 하였다. 확인적 요인분석을 통해 변수들의 측정의 타당성을 분석하였으며 위계적 회귀분석을 통해 영향관계를 분석하였다. 실증분석 결과, 직무요구는 직무소진에 정(+)의 유의한 영향을 주었으나 업무열의에는 부(-)의 유의한 영향을 주었다. 직무자원은 업무열의에 정(+)의 유의한 영향을 주었으나 직무소진에는 부(-)의 유의한 영향을 주었다. 또한 직무요구와 직무자원은 업무열의에 대해서는 상호작용 효과가 발견되었으나 직무소진에 유의한 관계가 발견되지 않았다. 이러한 결과는 직무자원이 증대될수록 직무요구에 의해 발생하는 부정적 효과가 감소되거나, 직무요구가 증대될수록 직무자원에 의한 긍정적 효과가 감소될 수 있음을 의미한다. 마지막으로 직무요구-자원모형에 기초하여 본 실증연구의 결과가 갖는 의의와 시사점을 직업상담사의 직무설계 및 효과적인 관리방안에 초점을 맞추어 논의하였다.
Abstract
This study was basically focused on the applicability of the job demand-resource theory for the job counsellor served in public and private sector in Korea. More specifically, this research examined the main hypotheses – the main effect and interacting effect of job demands and resources variables on the job burnout and work engagement - based on the job demands-resources theory through an empirical test using the hierarchical regression analysis. Survey was done from April to May in 2013. The target sample of this study was mostly composed of job counsellors in the areas of both non profit and private job centers. The researcher provided the manager of job centers with information on the research problem, the research procedures, and potential risks and benefits. Questionnaires were distributed to career consultants and collected by the managers of job centers. The total number of respondents was 634 out of 900 randomly selected employees who were working as job counsellors at the time of the survey. Among 634 responses, only those with completed surveys were used. 59 respondents who did not answer demographic information and several survey items were eliminated from the data analysis. Finally 585(65%) participants were used for analysis. The independent variables used in this paper are job demands and job resources, and the dependent variables are job burnout and work engagement. The moderating effect of job demands and job resources between the other independent variable and dependent variables were investigated. The results were as followed. First, in terms of the relationship between job demands and two dependent variables, job demands(i.e. work overload and emotional labor) had a significant positive effect on job burnout, but a significant negative effect of job demands on job engagement were found. Second, a significant positive effect of job resources(i.e. superior support and opportunity for self development through working) on job engagement was found, but a significant negative effect on burnout were detected. Third, the significant interacting effect of job demands and resources on work engagement was found. But the interacting effect of job demands and resources on job burnout was not found. Finally the implications in academic and practical level and the limitation of this study were discussed and various future research directions were suggested.
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