경력성과의 선행요인과 결과영향에 관한 통합적 연구 = Antecedents and consequences of career outcomes

다국어 초록 (Multilingual Abstract)

This study explores factors affecting career outcomes and consequences of career outcomes. Previous studies focused on finding antecedents of career outcomes and neglected consequences of it. They indicated career outcomes had been defined by the number of promotions, annual compensation or hierarchical level. However, individuals put stress on psychological satisfaction or sense of achievement in their career rather than high annual salary or rapid advancement.

Therefore, this study investigates antecedents and consequences of career outcomes in terms of objective and subjective aspects so that it may help comprehensive understanding of career outcomes. First, this study examines the differential effects of career management behavior and organizational support for career development on career outcomes. Secondly, it explores the impact of career outcomes on adaptive performance, individual innovative behavior, and organizational commitment.

A sample of 464 employees of some of the large companies in Korea reported on their career management behaviors, on organizational support for career development, and on consequences of career outcomes. The sample was restricted to individuals with more than 3 years of working experiences.

The findings of the study are as follows.
First, career management behavior was positively related to subjective career outcomes but not to objective career outcomes. Second, organizational support for career development was positively related to subjective and objective career outcomes. Third, objective career outcome was positively related to subjective career outcomes. Forth, there were all positive relationships between career outcomes and adaptive behavior, innovative behavior and organizational commitment.

The theoretical implications of this study are as follows.
First, this study expanded career success theory by investigating the influence of career outcomes on organizational benefits. I found that subjective career outcomes had bigger influence than objective career outcomes on them. This means that organizations may have a means to provoke employee’s commitment and behaviors which is helpful for the organization without increasing salary or promotion. Second, the study may help understand career success more comprehensively including objective and subjective aspect. Third, the study examined the differential effects of career management behavior and organizational support for career development on employee’s career outcomes. Forth, the model in this study forges an understanding of satisfaction that bridges the often disparate perspectives of vocational and organizational psychology.

Practical implications of the study are as follows.
First, it is helpful for organizations to hire individuals who have a career orientation which is similar to the organization’s value. Second, from an organizational perspective, investing in organizational support for career development may enhance employees’ career outcomes, which leads to organizational benefits such as adaptive behavior, innovative behavior, and organizational commitment. Third, organizations need to find employee’s subjective criteria for their career success and support them. Forth, corporate will get benefits from using employees in higher position considering staffing, team building etc.

목차 (Table of Contents)

• 제 1 장 연구문제 1
• 제 1 절 문제의 제기 1
• 제 2 절 연구의 목적 6
• 제 3 절 연구의 중요성과 독창성 8
• 1. 연구의 중요성 8
• 2. 연구의 독창성과 의의 10
• 제 4 절 논문의 구성 및 연구방법 12
• 제 2 장 이론적 배경과 가설설정 13
• 제 1 절 경력 13
• 1. 경력의 개념 13
• 2. 경력을 보는 시각의 변화 14
• 1) 전통적 의미의 경력 14
• 2) 현대적 경력의 등장 15
• 3) 현대적 경력이 주는 의미 17
• 3. 공존하는 경력개념 18
• 제 2 절 경력성과 19
• 1. 경력성과의 개념 20
• 2. 경력성과 연구의 흐름 22
• 제 3 절 경력성과의 본질 연구 23
• 1. 주관적 경력성과의 개념정의를 위한 연구방법 24
• 2. 주관적 경력성과의 개념 25
• 3. 주관적 경력성과가 주는 의미 31
• 제 4 절 경력성과의 선행요인과 결과영향 33
• 1. 경력성과의 선행요인 33
• 1) 자신의 역할 34
• 2) 다른 사람의 역할 39
• 3) 환경요인 43
• 2. 경력성과의 결과영향 43
• 제 5 절 경력성과의 프로세스 46
• 제 6 절 가설 및 연구모형 50
• 1. 경력관리행동과 경력성과간의 관계 52
• 2. 조직의 경력개발지원과 경력성과간의 관계 59
• 3. 경력관리행동, 조직의 경력개발지원, 그리고 경력성과간의 관계 65
• 4. 객관적 경력성과와 주관적 경력성과간의 관계 66
• 5. 경력성과와 적응행동간의 관계 69
• 6. 경력성과와 혁신행동간의 관계 75
• 7. 경력성과와 조직몰입간의 관계 80
• 8. 연구모형 88
• 제 3 장 연구의 설계 89
• 제 1 절 자료수집 및 표본의 특성 89
• 제 2 절 변수의 조작적 정의와 설문구성 92
• 1. 변수의 조작적 정의 92
• 1) 경력관리행동 92
• 2) 조직의 경력개발지원 93
• 3) 주관적 경력성과 94
• 4) 객관적 경력성과 94
• 5) 적응행동 94
• 6) 혁신행동 95
• 7) 조직몰입 95
• 2. 설문지 구성 96
• 제 3 절 분석방법 97
• 제 4 장 실증분석 99
• 제 1 절 측정도구의 신뢰성 및 타당성 99
• 1. 측정문항의 정화 99
• 2. 단일차원성 확보 103
• 3. 신뢰성 및 타당성 확보 105
• 제 2 절 확인적 요인분석(CFA)을 통한 타당성 분석 110
• 제 3 절 상관관계 분석 112
• 제 4 절 가설검증 및 논의 113
• 1. 동일방법요인 통제 후 경로분석 결과 113
• 2. 검증결과 및 논의 117
• 3. 가설검증 결과 122
• 제 5 장 결론 123
• 제 1 절 연구결과의 요약 123
• 제 2 절 연구의 의의 124
• 1. 이론적 의의 125
• 2. 실무적 의의 129
• 제 3 절 연구의 한계점 및 향후 연구방향 133
• 1. 연구의 한계점 133
• 2. 향후 연구방향 135
• 참고문헌 137
• Abstract 154
• 설문지 156

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