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경력계획이 경력만족과 경력몰입에 미치는 영향에 관한 연구 -개인 심리적 특성의 매개를 중심으로-

A Study on the Effects of Career-Planning on Career-Satisfaction and Career-Commitment: The Mediating Effects of Individual Psychological Characteristic

하태영|조영복
한국기업경영학회 (Korean Corporation Management Association)|2010.12|기업경영연구 (Korean Corporation Management Review)|제17권 제4호|pp. 171-195

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참고문헌

키워드

자기효능감Self-efficacy자아존중감Self-esteem경력몰입경력만족경력계획Career-planningCareer-satisfactionCareer-commitment
주제분류경영학

초록

본 연구는 경력계획(career-planning)이 경력만족(career-satisfaction)과 경력몰입(career- commitment)에 미치는 영향에 대하여 개인 심리적 특성(individual psychological characteristic)인 자아존중감(self-esteem)과 자기효능감(self-efficacy)을 매개효과로 하여 실증분석을 실시하였다. 한국의 부산, 경남 지역 내에 위치하고 있는 기업의 조직구성원들을 대상으로 최종적으로 210부의 설문지를 사용하여 SPSS 14.0 통계프로그램으로 분석하였다. 빈도분석과 신뢰도 분석, 요인분석, 상관관계 분석 그리고 가설 검증을 위해 회귀분석을 실시하였다. 경력계획은 개인 심리적 특성과 경력만족, 경력몰입에 정의 유의한 영향을 미치고, 자아존중감은 경력계획과 경력만족 간의 관계 그리고 경력계획과 경력몰입 간의 관계를 매개하고 있다. 경력계획과 경력만족 간의 관계 그리고 경력계획과 경력몰입 간의 관계를 매개하기 위해서는 개인 심리적 특성 중 자기효능감 보다는 자아존중감이 더 효과적이고 유의하다. 즉, 경력계획을 가지고 있으면 자아존중감이 높아지게 되고 이는 더욱 높은 경력만족과 경력몰입을 가져온다고 할 수 있다

Abstract

The purpose of this paper is to investigate the effects of career-planning on career-satisfaction and career-commitment, focusing on the mediating effects of individual psychological characteristic such as self-esteem and self-efficacy. The samples consist of 210 survey data drawn from Korean employees in the firms located in Kyongnam area. The data are analyzed by statistical package, SPSS 14.0 for Windows. To test hypothesis, Frequency analysis, Reliability analysis, factor analysis, and multiple regression analysis are used. The results are as follows:First, career-planning is significant and positive relationship with individual psychological characteristic such as self-esteem and self-efficacy. It means that career-planning has given rise to the belief that employees regard themselves as important, talented, and valuable and they can make a success of their purpose. Second, career-planning is significant and positive relationship with career-satisfaction and career-commitment. It means that through the career-planning general psychological directivity about private career is boosted, motivation to work hard in the occupation chosen is enhanced, and attitude for their job is improved. Third, individual psychological characteristic affects career-satisfaction partially. That is, self-esteem is significant and positive relationship with career-satisfaction, whereas self-efficacy is not. It means that to enhance career-satisfaction, it is in effect to boost self-esteem rather than self-efficacy. Fourth, individual psychological characteristic is significant and positive relationship with career-commitment. In other words, the results shows that individual psychological characteristics such as self-esteem and self-efficacy are significant and positive relationship with career-commitment. Fifth, in examing the mediating effect of individual psychological characteristic between career-planning and career-satisfaction, self-esteem is a mediator but self-efficacy is not. Specifically, the result shows that career-planning have an indirect effect rater than direct effect on career-satisfaction because an indirect effect that career-planning have on career-satisfaction through self-esteem is bigger than a direct effect that career-planning have on career-satisfaction. Sixth, in examing the mediating effect of individual psychological characteristic between career-planning and career-commitment, self-esteem is also a mediator but self-efficacy is not. That is, the result shows that career-planning have an indirect effect rater than direct effect on career-commitment because an indirect effect that career-planning have on career-commitment through self-esteem is bigger than a direct effect that career-planning have on career-commitment. Finally, through the additional analysis, we have found that there is difference in career-planning, self-esteem, self-efficacy, career-satisfaction, career-commitment according to position, scale of organization, annual income. Moreover, self-esteem, one of the individual psychological characteristics, is a mediator, but self-efficacy is not, Thus, to explore the moderating effect of self-efficacy, the additional analysis is done. The result indicates that there is a moderating effect between career-planning and career-satisfaction, but there is not any effect between career-planning and career-commitment. Synthetically, career-planning is significant and positive relationship with individual psychological characteristic, career-satisfaction, career-commitment. Only self-esteem of the individual psychological characteristics plays a role of mediating not only between career-planning and career-satisfaction, but also between career-planning and career-commitment. It means that self-esteem is more effective in mediating relationships between career-planning and career-satisfaction and career-planning and career-commitment. In other words, when there is career-planning, self-esteem is enhanced, and it brings higher career-satisfaction and career-commitment.

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