요양보호사의 긍정심리자본이 직무소진에 미치는 영향 : 그릿(GRIT)의 매개효과

국문 초록 (Abstract)

본 연구는 요양보호사의 긍정심리자본이 직무소진에 미치는 영향을 규명하고, 이 관계에서 그릿(GRIT)의 매개효과를 검증함으로써 요양보호 사의 직무소진 예방 및 관리를 위한 이론적 근거와 실무적 개입 방안을 제시하고자 하였다.
대구·경북과 울산·경남지역의 노인장기요양기관에서 근무하는 요양보 호사 304명을 대상으로 2025년 6월부터 7월까지 설문조사를 실시하였다.
측정도구는 긍정심리자본 척도(20문항: 자기효능감, 희망, 낙관주의, 회복 탄력성 각 5문항), 직무소진 척도(22문항: 정서적 고갈 9문항, 성취감 감소 8문항, 탈인격화 5문항), 한국형 그릿 척도(K-GRIT, 20문항: 노력-지 속성 10문항, 열정-즐거움 5문항, 열정-의미 5문항)를 사용하였다. 자료 분석은 SPSS 27.0과 AMOS 21.0을 활용하여 기술통계, 상관분석, 확인적 요인분석, 구조방정식 모형 분석 및 Bootstrapping을 통한 매개효과 검증을 실시하였다.
연구대상자는 50세 이상이 91.4%, 고졸 이상 학력이 60.5%, 1년∼5년 미만 경력자가 50.7%였다. 주요 변수의 평균은 긍정심리자본 3.50점, 그릿 3.66점, 직무소진 1.98점으로 나타났다. 상관분석 결과 긍정심리자본과 그릿 간에는 강한 정적 상관관계(r=.616, p<.01)가, 긍정심리자본과 직무 소진(r=-.448, p<.01), 그릿과 직무소진(r=-.468, p<.01) 간에는 부적 상관 관계가 확인되었다. 구조방정식 모형의 적합도는 NFI=.914, TLI=.961, C FI=.968, GFI=.923, RMSEA=.041로 우수하였다. 경로분석 결과 긍정심리 자본은 그릿에 유의한 정적 영향을 미쳤으나(β=.618, p<.001), 직무소진에 미치는 직접효과는 유의하지 않았다(β=-.105). 그릿은 직무소진에 유의한 부적 영향을 미쳤으며(β=-.438, p<.001), Bootstrapping 분석 결과 그릿을 통한 간접효과는 유의하였다(β=-.272, 95% CI [-.356, -.192]). 긍정심리자본의 하위요인 중 회복탄력성, 자기효능감, 희망, 낙관주의 순으로 그릿을 매개한 직무소진 감소 효과가 나타났다.
요양보호사의 긍정심리자본은 그릿을 매개로 할 때에만 직무소진에 유의한 영향을 미쳤다. 이는 긍정심리자본의 단순 보유보다는 이를 바탕으로 형성되는 그릿이 직무소진 예방에 핵심적 역할을 함을 의미한다. 본연구는 국내 요양보호사를 대상으로 긍정조직행동론과 그릿 이론을 통합한 구조모형을 실증적으로 검증하였으며, 그릿의 완전매개 메커니즘을 검증함으로써 이론적 기여를 하였다. 실무적으로는 긍정심리자본과 그릿을 체계적으로 평가하고 강화하는 단계별 교육 프로그램 개발, 회복탄력 성과 자기효능감 중심의 실무개입, 그릿 수준의 정기적 모니터링 및 조기개입 시스템 구축이 필요함을 제시하였다. 정책적으로는 법정 의무교 육에서의 긍정심리자본과 그릿 교육 필수화, 국가 차원의 포괄적 지원 체계 구축의 필요성을 제안하였다. 본 연구의 제한점은 횡단적 설계로 인한 인과관계 규명의 한계, 특정 지역에 국한된 표본의 일반화 제약, 요양보호사 직무 특성을 충분히 반영한 측정도구 부족 등이 있어 향후 종단연구 및 직무 특화 측정도구 개발이 필요하다.

다국어 초록 (Multilingual Abstract)

This study aimed to examine the effect of positive psychological capital on job burnout among care workers and to verify the mediating role of grit, thereby providing theoretical foundations and practical intervention strategies for preventing and managing job burnout in care workers.
A survey was conducted from June to July 2025 with 304 care workers employed at long-term care facilities in Daegu, Gyeongbuk, Ulsan, and Gyeongnam regions. The measurement instruments included the Positive Psychological Capital Scale (20 items:
self-efficacy, hope, optimism, and resilience with 5 items each), Job Burnout Scale (22 items: emotional exhaustion 9 items, reduced personal accomplishment 8 items, and depersonalization 5 items), and Korean Version of GRIT Scale (K-GRIT, 20 items: perseverance of effort 10 items, passion-enjoyment 5 items, and passion-meaning 5 items). Data were analyzed using SPSS 27.0 and AMOS 21.0 for descriptive statistics, correlation analysis, confirmatory factor analysis, structural equation modeling, and mediating effect verification through Bootstrapping.
The participants comprised 91.4% aged 50 or above, 86.5% with high school education or higher, and 50.7% with 1-5 years of work experience. Mean scores were 3.50 for positive psychological capital, 3.66 for grit, and 1.98 for job burnout. Correlation analysis revealed a strong positive correlation between positive psychological capital and grit (r=.616, p<.01), and negative correlations between positive psychological capital and job burnout (r=-.448, p<.01), and between grit and job burnout (r=-.468, p<.01). The structural equation model demonstrated excellent fit indices (NFI=.914, TLI=.961, CFI=.968, GFI=.923, RMSEA=.041). Path analysis showed that positive psychological capital had a significant positive effect on grit (β=.618, p<.001), but no significant direct effect on job burnout (β=-.10, p=.115). Grit had a significant negative effect on job burnout (β=-.38, p<.001). Bootstrapping analysis with 5,000 resamples confirmed a statistically significant indirect effect through grit (β=-.272, 95% CI [-.356, -.192]). With a non-significant direct effect and a significant indirect effect, complete mediation by grit was verified. Among the sub-factors of positive psychological capital, resilience, self-efficacy, hope, and optimism showed decreasing effects on job burnout mediated by grit in that order.
The positive psychological capital of care workers significantly influenced job burnout only through the mediating effect of grit. This finding suggests that grit, which develops from positive psychological capital, serves as a critical factor in preventing job burnout, rather than simply possessing positive psychological capital per se. The present study empirically examined an integrated structural model of positive organizational behavior and grit theory with Korean
long-term care workers, contributing to the theoretical literature by demonstrating grit's full mediation mechanism. Practically, the study suggested the need for developing phased educational programs that systematically assess and strengthen positive psychological capital and grit, practical interventions centered on resilience and self-efficacy, and establishment of regular monitoring and early intervention systems for grit levels. From a policy perspective, the study proposed mandating education on positive psychological capital and grit in legally required training programs and establishing comprehensive national-level support systems. Limitations of this study include constraints in establishing causal relationships due to cross-sectional design, generalization limitations from samples restricted to specific regions, and lack of measurement tools sufficiently reflecting care workers' job characteristics, necessitating
longitudinal studies and development of job-specific measurement
tools in future research.

목차 (Table of Contents)

• 제1장 서 론 ············································································································ 1
• 제1절 연구의 필요성 ························································································ 1
• 제2절 연구 목적 ································································································ 8
• 제2장 이론적 배경 ································································································ 9
• 제1절 노인장기요양기관의 요양보호사 ························································ 9
• 1. 노인장기요양기관과 제도 ······································································· 9
• 2. 요양보호사의 현황 ················································································· 13
• 3. 요양보호사의 업무 ··············································································· 14
• 제2절 긍정심리자본 ························································································ 17
• 1. 긍정심리자본의 개념 ············································································· 17
• 2. 긍정심리자본의 구성요소 ····································································· 18
• 3. 돌봄업무에서 긍정심리자본의 효과 ··················································· 25
• 4. 긍정심리자본과 직무성과의 관계 ······················································· 28
• 제3절 그릿 ········································································································ 31
• 1. 그릿의 개념 ····························································································· 31
• 2. 그릿의 구성요소 ····················································································· 33
• 3. 그릿과 관련 개념 ··················································································· 34
• 4. 그릿과 직무성과의 관계 ······································································· 36
• 5. 돌봄 업무에서 그릿의 중요성 ····························································· 37
• 제4절 직무소진 ································································································ 39
• 1. 직무소진의 개념 ····················································································· 39
• 2. 직무소진의 구성요소 ············································································· 42
• 3. 요양보호사의 직무소진 특성 ······························································· 44
• 4. 요양보호사의 직무소진의 결과 및 영향 ··········································· 46
• 제5절 변수 간의 관계 ···················································································· 49
• 1. 긍정심리자본과 직무소진의 관계 ······················································· 49
• 2. 그릿과 직무소진의 관계 ······································································· 53
• 3. 긍정심리자본과 그릿의 관계 ······························································· 56
• 4. 그릿의 매개효과에 대한 근거 ····························································· 60
• 제6절 선행연구 고찰 ······················································································ 63
• 1. 요양보호사의 직무환경과 직무소진에 관한 연구 ··························· 63
• 2. 긍정심리자본과 직무소진의 관계에 관한 연구 ······························· 65
• 3. 그릿(Grit)과 직무성과의 관계에 관한 연구 ···································· 66
• 4. 그릿의 매개효과에 관한 연구 ····························································· 66
• 5. 선행연구의 종합적 검토 ······································································· 67
• 제3장 연구방법 ··································································································· 72
• 제1절 연구설계 및 연구모형 ········································································ 72
• 1. 연구설계 ··································································································· 72
• 2. 연구모형 및 연구가설 ··········································································· 73
• 제2절 연구대상 및 자료수집 ········································································ 74
• 1. 연구대상 ··································································································· 74
• 2. 자료수집 ··································································································· 75
• 제3절 측정도구 ································································································ 76
• 1. 긍정심리자본 ··························································································· 76
• 2. 직무소진척도 ··························································································· 77
• 3. 한국형 그릿 척도(The Korean Version of GRIT: K-GRIT) ····· 78
• 제4절 자료분석 ································································································ 78
• 제4장 연구결과 ··································································································· 80
• 제1절 연구대상자의 일반적 특성 ································································ 80
• 제2절 기술통계 ································································································ 82
• 제3절 상관분석 ······························································································ 83
• 제4절 타당도 분석 ·························································································· 86
• 제5절 일반적 특성에 따른 t-test, ANOVA 분석 ··································· 87
• 제6절 확인적 요인분석 ·················································································· 88
• 1. 긍정심리자본의 확인적 요인분석 ······················································· 88
• 2. 직무소진의 확인적 요인분석 ····························································· 89
• 3. 그릿의 확인적 요인분석 ······································································· 90
• 4. 측정모형의 전체 적합도 ······································································· 92
• 5. 측정모형 다이어그램 ············································································· 93
• 제7절 구조모형 및 연구가설 검증 ······························································ 94
• 1. 구조모형 검증 ························································································· 94
• 2. 경로분석 및 연구가설 검증 ································································· 96
• 제8절 매개효과 검증 ······················································································ 97
• 제5장 결론 및 제언 ···························································································· 98
• 제1절 결론 ········································································································ 99
• 1. 연구가설별 검증 결과 요약 ································································· 99
• 2. 결론 ········································································································· 100
• 제2절 제언 ······································································································ 105
• 1. 정책적 제언 ··························································································· 105
• 2. 실무적 제언 ························································································· 107
• 제3절 연구의 한계 ························································································ 110
• 제4절 후속연구 제언 ···················································································· 112
• 참 고 문 헌 ········································································································ 115
• 1. 국내문헌 ································································································· 115
• 2. 외국문헌 ································································································· 120
• 부 록 ··················································································································· 133
• ABSTRACT ······································································································ 141