직무열의와 직무소진 간의 관계에서 심리적분리의 조절효과: 직장인 휴식의 양과 질
Study on the Moderating Effect of Psychological Detachment between Work Engagement and Job Burnout
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참고문헌
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초록
사회 전반에 걸쳐 워크라이프 밸런스에 대한 관심이 높아졌고, 관련된 많은 시도가 이뤄지고 있다. 그럼에 도 불구하고, 여전히 많은 직장인들은 다양한 스트레스에 시달리면서 소진을 경험하고 있다. 이는 고도의 경쟁 속에서 주어진 시간 안에 맡겨진 일을 처리해야 하기 때문에 발생하는 문제라고 볼 수 있다. 그런데, 현실적으로 업무가 지속적으로 몰리는 것이 아니므로, 업무 도중에 휴식을 취할 수 있는 시간은 있기 마련이 다. 따라서 동일한 조건이라고 하더라도 휴식을 취하는 방법에 따라서 소진 혹은 회복 정도가 달라질 것으로 예상할 수 있다. 이런 논의의 연장선에서 휴식의 질 향상 혹은 휴식의 방법을 의미하는 심리적분리에 대한 관심이 높아지고 있다. 심리적분리란 개인이 업무 외(휴식, 퇴근, 휴가 등)의 시간에 일에 대한 생각 그 자체로부터 완전히 이격되어 휴식에 몰입하는 것을 의미한다. 심리적분리를 통해 양질의 휴식을 경험하는 조직구성원은 자신의 성과를 높일 뿐만 아니라 개인의 웰빙도 함께 증진하는 것으로 알려져 있다. 본 연구는 이러한 심리적분리의 효과를 국내 직장인 421명을 표본으로 하여 실증적으로 살펴보았다. 본 연구는 선행연구를 바탕으로 직무열 의가 높은 조직구성원이 직무열의 자체의 효과로 직무소진을 줄일 수도 있지만, 동시에 높은 직무열의로 인해 높은 강도로 업무에 몰입하여 직무소진을 높일 수도 있다고 보았고, 심리적분리가 이렇게 예측된 직무 열의와 직무소진 간 관계를 조절할 것이라고 예측하였다. 연구결과를 요약해보면 다음과 같다. 직무열의와 직무소진과의 주효과는 양(+)의 방향과 음(-)의 방향 모두 지지되지 않았는데, 이는 본 연구의 결과에서 중요 한 대목이다. 그런데, 위계적 회귀분석 최종단계에서 심리적분리와 직무열의가 상호작용할 경우, 직무소진과 의 관계가 유의한 것으로 나타났다. 연구결과에서 가장 흥미로운 부분은 직무열의 상태의 개인이 심리적분리 를 통한 휴식을 경험할 경우, 직무소진은 감소하는 것으로 나타났고, 반면에 심리적분리가 결핍된 휴식을 경험할 경우, 직무열의된 개인도 직무소진으로 전이된다는 점이다. 이상의 결과를 토대로 이론적 및 실무적 논의를 하였다.
Abstract
While recently heightened social interest to work-life balance accelerates the adoption of new practice, large number of employees experiences a various stress and burnout because they must perform their work in given time with restricted resources. In spite of time restriction in work, workload is not kept high continuously. Actually, employees can find the time for rest. So, we can expect the way to take a rest in the same condition will change the consequences, such as burnout or recovery. In this vein, the interest in psychological detachment is increasing. Psychological detachment is defined as the ability to mentally disconnect from work and not think about job-related issues when you are away from your job. The employees who experienced high quality rest through psychological detachment are known to increase their performance and well-being at the same time. We investigate the effects of psychological detachment with the sample of 421 employees belonging to Korean companies. On the bases of existing studies, we expected that work engagement will influence on job burnout to two ways. First, work engagement will decrease job burnout by its intrinsic motivation. Second, work engagement will increase job burnout by strengthening job involvement and work load. We expected that the psychological detachment will moderate the relationship of work engagement and job burnout. The result showed that the main effect of work engagement on job burnout was not supported statistically but the moderating effect of psychological detachment was supported statistically. To be more specific, the relationship between work engagement and job burnout was positive in low psychological detachment and the relationship was negative in high psychological detachment. On these results, we discussed theoretical and practical implications.
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