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코칭리더십이 경력지속가능성에 미치는 영향 - 리더의 겸손과 주도성의 조절된 매개효과 -

The Impact of Coaching Leadership on Career Sustainability -Moderated Mediating Effect of Leader Humility and Proactive Personality-

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키워드

주제분류경영학

초록

COVID-19 이후 경제위기와 급격한 환경변화로 인해 개인과 조직은 지속가능한 경력 형성에 주목하고 있다. 개인은 현대 기업이 요구하는 융복합 인재가 되기 위해 노력하고, 기업은 경력전환 및 리스킬링(Re-skilling)/업스킬링(Up-skilling) 등 다양한 경력개발방식을 시도하여 변화에 대응할 수 있도록 인재 양성을 위한 전략을 추구하고 있다. 이에 따라 경력지속가능성에 대한 개인 및 조직 차원에 대한 논의가 필요하다. 본 연구는 이러한 연구의 필요성을 바탕으로 코칭리더십이 조직구성원의 경력지속가능성의 관계에서 리더의 겸손과 주도성의 조절된 매개효과를 확인하고, 경력개발관점에서 리더 역할과 방향성에 대한 HR 시사점을 제공하는 것을 목적으로 한다. 연구를 위해 2023년 3월 ∼ 2023년 4월까지 기업 임직원을 대상으로 312명의 데이터를 수집하였으며, Hayes(2013)가 제안한 PROCESS macro model 8번을 활용하여 조절된 매개효과를 분석하였다, 분석 결과 첫째, 코칭리더십이 조직구성원들의 경력지속가능성에 긍정적인 영향을 미치는 것으로 나타났다. 반면, 리더의 겸손은 조직구성원들의 경력지속가능성에 부정적인 영향을 미치는 것으로 나타났다. 둘째, 코칭리더십과 주도성의 관계에서 리더의 겸손이 유의한 조절효과를 보였다. 마지막으로, 코칭리더십과 경력지속가능성의 관계에서 주도성과 리더의 겸손이 조절된 매개효과를 보였다. 본 연구 결과를 바탕으로 조직구성원의 경력지속가능성을 실현하기 위해 리더의 역할과 촉진할 수 있는 방향에 대해 논의하였으며, 조직구성원의 특성을 고려한 리더십 개발 방향에 대해 제언했다. 이는 조직구성원의 경력지속가능성을 촉진하고 발전시키는 데 의의가 있다.

Abstract

In the wake of the COVID-19 pandemic, both individuals and organizations are focusing on career sustainability in response to economic crises and drastic environmental changes. Individuals are striving to become convergent talents demanded by contemporary enterprises, while corporations are employing various career development methods such as career transition, re-skilling, and up-skilling to cope with changes. Consequently, discussions regarding career sustainability from both individual and organizational perspectives have become imperative. Based on the necessity of this study, the purpose of this study was to investigate the moderated mediating effect of leader humility and employee’s proactive personality on the relationship between coaching leadership and career sustainability, and to provide HR implications for leadership roles and directions from career development for employee’s perspective. For this, we utilized SPSS PROCESS MACRO to analyze the moderated mediation effect was analyzed using 8th proposed by Hayes(2013), collected data of a total of 312 employees was collected from March to April 2023, As a result, we found the followings: First, coaching leadership positively influenced career sustainability of the members. On the other hands, the leader’s humility negatively influenced career sustainability. Second, the leader's humility significantly moderated the relationship between coaching leadership and proactive personality. Finally, proactive personality and the leader's humility showed a moderated mediating effect in the relationship between coaching leadership and career sustainability. Based on the results of this study, the role of the leader and the potential directions to facilitate the realization of career sustainability for organizational members were discussed, and suggestions were made for leadership development directions considering the characteristics of the organizational members. This study holds significance in promoting and developing the sustainability of members' careers.

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