경력관리행동 척도 개발 및 타당화

국문 초록 (Abstract)

이 연구는 경력관리행동 척도를 개발하고, 척도의 신뢰도와 타당도를 확인하는데 목적이 있다. 이를 위하여 선행연구와 기존 척도를 고찰하여 경력관리행동 개념을 확립하고 예비문항을 작성하였다. 이후 경력개발 및 경력관리 전문가 6인, 기업 현장 전문가 2인을 대상으로 문항내용 및 표현의 적절성 등에 대한 내용타당도를 검증받아 예비조사 문항을 확정하였다. 확정된 예비문항을 토대로 성인 근로자 150명을 대상으로 예비조사를 실시하고, 신뢰도와 타당도를 확인한 후 총 21문항으로 구성된 경력관리행동 예비 척도를 개발하였다. 예비 척도에 대하여 성인 근로자 364명을 대상으로 자료를 수집하여 신뢰도와 타당도를 확인한 후 최종적으로 4요인, 20문항의 경력관리행동 척도를 개발하였다. 요인 1은 경력탐색행동(5문항), 요인 2는 경력계획행동(4문항), 요인 3은 경력전략실행행동(7문항), 요인 4는 경력평가행동(4문항)으로 명명하였다. 경력관리행동 척도 전체 Cronbach 계수는 .926이며, 경력탐색행동은 .785, 경력계획행동은 .899, 경력전략실행행동은 .802, 경력평가행동은 .909로 나타났다. 또한 개발된 척도에 대한 탐색적 및 확인적 요인분석, 하위요인 간 상관분석, 개념신뢰도(CR) 및 평균분산추출(AVE) 등을 통해 경력관리행동 척도의 신뢰도와 타당도를 확보하였다. 또한 경력관리행동 척도에 대한 공인타당도 검증을 위하여 경력관리행동 척도와 핵심자기평가 척도 및 행동의도 척도 간의 상관을 확인하였다. 경력관리행동 척도와 핵심자기평가 척도와의 상관계수는 .687, 행동의도 척도와의 상관계수는 .701로 .001 수준에서 통계적으로 유의한 정적 상관을 보임으로써 공인타당도가 수용 가능한 것으로 검증되었다. 마지막으로 이 연구에서 개발한 경력관리행동 척도의 의의와 연구의 제한점 및 후속 연구를 위한 제언을 제시하였다.

다국어 초록 (Multilingual Abstract)

The purpose of this study was to develop and validate the Career Management Behavior Scale. First, 21 preliminary items were generated based on theoretical literatures and other existing scales after verification of experts(6 career development and career management experts, 2 office workers). The preliminary scale was administered to a sample of 150 office workers. Then, after revising the preliminary items based on item-score correlation and factor extraction, the revised scale consisting of 20 items was administered to a sample of 364 office workers. The Career Management Behavior Scale was finalized and it consists of 4 factors and 20 items . The first factor(5 items) was related with Career Exploration Behavior, the second factor(4 items) one with Career Planning Behavior, the third factor(7 items) with Career Strategy Implementation Behavior and the last factor(4 items) with Career Evaluation Behavior. The internal consistency(Cronbach’s α ) of the total scale was .926 and cronbach’s α of 4 subfactors ranged between .785 and .909. The exploratory factor analysis and confirmatory factor analysis were performed in order to assess the construct validity. The 4 factor model proved good fit to the data and all items had a significant effect to each construct from which it can be concluded that convergent validity is supported for all of the items. The relationships among subfactors were examined and no strong relationship was found, supporting the discriminant validity of this scale. The construct reliability index(CR) and average variance extracted(AVE) index indicated good reliability of the this scale. Also, the Career Management Behavior Scale’s concurrent validity was examined with other constructs and results showed that it was positively and significantly correlated with the Core Self-Evaluation Scale, Intention Scale. Finally, limitation of the study and practical applications were discussed.

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 이론적 배경
• Ⅲ. 연구방법
• Ⅳ. 연구결과
• Ⅴ. 결론 및 논의
• 참고문헌
• Abstract

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