이직 경험자의 불안이 소진, 안녕감, 그릿 및 이직의도에 미치는 영향과 코칭의 조절효과 = The Effects of Anxiety on Burnout, Well-Being, Grit, and Turnover Intention for Employees with Job Change Experience and the Moderating Effect of Coaching

국문 초록 (Abstract)

본 연구는 이직 경험자가 새로운 조직으로의 전환 과정에서 경험하는 불안이 소진, 심리적 안녕감, 그릿의 매개 경로를 통하여 이직의도에 미 치는 구조적 영향 관계를 실증적으로 규명하고, 이러한 인과관계에서 코 칭의 조절적 역할을 검증하는 데 목적을 두었다. 본 연구에서 이론적으 로 제시하는 핵심 명제는 이직 경험자의 불안이 단순히 심리적 불편감으 로 제한되지 않으며, 개인의 정서적·인지적·신체적 자원의 점진적 고갈을 초래함으로써 궁극적으로 조직의 이탈 의도를 결정하는 중요한 사회적 심리 현상이라는 것이다. 현대의 역동적인 노동시장 환경에서 이직은 더 이상 비정상적 직무 행 동으로 간주되지 않으며, 오히려 인적자본 축적과 경력 개발의 주요 메 커니즘으로 인식되고 있다. 다만 이직 과정 자체는 개인에게 상당한 심 리적 부담을 야기하며, 신규 조직 환경으로의 전환은 조직 적응, 대인관 계 형성, 역할 정체성 재정립 등의 다층적 과제를 수반한다. 이에 본 연 구는 이러한 이직 경험의 심리적 복잡성을 불안이라는 통합적 개념으로 포괄하고, 이것이 개인의 심리적 자원 동원 및 배분 구조에 영향을 미치 는지를 체계적으로 규명하고자 하였다. 본 연구의 이론적 기초를 이루는 주요 개념들의 구성을 살펴보면, 불 안은 사회적 불안과 개인적 불안의 이원적 구조로 개념화되었다. 사회적 불안은 조직 내 공정성에 대한 인식, 타인과의 경쟁 상황에서의 자기평 가, 새로운 사회적 환경으로의 적응 과정에서 발생하는 심리적 기대와 현실 간의 괴리에서 비롯되는 것으로 이해된다. 반면 개인적 불안은 경 제적 불안정성, 심리적 긴장감, 신체적 건강 위협에 대한 지각으로 구성 되며, 이는 외부 환경의 영향보다는 개인의 내재적 인식 체계에 의해 주 로 결정된다. 이러한 불안 상태의 지속화는 자원보존이론과 직무요구 자원모델에 따 라, 개인의 심리적·신체적·사회적 자원의 점진적 고갈을 초래하고, 궁극 적으로 정서적 소진, 냉소주의, 개인적 성취감 저하로 특징지어지는 소진 상태로 전이된다. 동시에 불안은 개인의 삶의 질을 포괄적으로 아우르는 심리적 안녕감을 저해하는 부정적 선행요인으로 작용한다. 안녕감은 주관적 안녕감과 심리적 안녕감의 통합적 개념으로 정의되 며, 개인이 삶의 다양한 영역에서 경험하는 긍정적 정서, 삶의 만족도, 심리적 기능의 최적 상태를 반영한다. 불안의 증가는 이러한 안녕감의 정서적·인지적 차원을 직접적으로 손상시킴으로써, 개인의 심리적 자원 충분성을 약화시키는 방향으로 작용한다. 특히 주목할 점은 소진과 안녕 감이 상호 배타적이지 않으며, 동시에 개인의 심리적 상태에 영향을 미 친다는 것이다. 이는 부정적 심리상태의 감소가 긍정적 심리상태의 증가 로 자동 전환되지 않음을 의미하며, 따라서 두 차원 모두에 대한 동시적 개입의 필요성을 시사한다. 본 연구에서 매개변수로 설정된 그릿(GRIT)은 장기적 목표 달성을 위 해 어려움과 실패에도 불구하고 지속적으로 열정을 유지하며 끈기 있게 노력하는 심리적 특성으로 개념화되었다. 그릿은 단순한 성공 가능성의 예측변수를 넘어, 개인의 회복탄력성과 내재적 동기, 적응적 목표 추구 능력의 통합체로 이해된다. 특히 이직 경험자의 맥락에서 그릿은 신규 조직의 적응 과정에서 직면하는 역경을 극복하고, 단기적 어려움을 장기 적 성장의 기회로 전환할 수 있게 하는 심리적 보호 요인으로 기능한다. 본 연구는 그릿이 소진과 안녕감의 이중적 심리상태에 의해 결정되며, 궁극적으로 개인의 조직 이탈 의도를 규제하는 핵심 심리사회적 메커니 즘임을 입증하고자 하였다. 조절변수로서의 코칭은 개인의 잠재력 개발과 자기 인식 증진, 목표 달성 능력 강화를 촉진하는 체계적이고 목표지향적인 대화 과정으로 개 념화되었다. 코칭은 코치와 피코치 간의 상호적, 협력적 관계를 기반으로 하며, 개인이 자신의 문제를 자발적으로 인식하고 해결책을 수립하도록 촉진하는 에니어그램적 접근(enneagram approach)을 특징으로 한다. 본 연구는 코칭이 이직 경험자의 불안 상태를 직접적으로 감소시키지 못하 더라도, 그릿의 효과를 증폭시키거나 특정 심리적 경로에서의 부정적 영 향을 완화할 수 있는 조절 역할을 수행할 것이라는 가정에 기초하였다. 본 연구의 실증적 검증을 위하여 국내 이직 경험자 489명을 대상으로 온라인 설문조사를 실시하였으며, 수집된 자료는 SPSS와 AMOS 프로그 램을 활용하여 분석하였다. 가설검증에 앞서 표본의 인구통계학적 특성, 측정도구의 신뢰성과 타당성 확보를 위하여 다단계 검증 절차를 수행하 였으며, 확인적 요인분석을 통해 각 잠재변수의 집중타당도 검증, 상관관 계분석을 통한 판별타당도 검증을 실시하였다. 그리고 구조방정식모형 분석을 통해 가설검증을 실시하였다. 분석결과를 요약하면 다음과 같다. 사회적 불안과 개인적 불안은 소진에 정(+)의 영향을 미치는 것으로 나타났고, 안녕감에는 부(-)의 영향을 미치는 것으로 나타났다. 그리고 소진은 그릿에 부(-)의 영향을 미치고, 안녕감은 그릿에 정(+)의 영향을 미치는 것으로 나타났으며, 그릿은 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 한편 코칭의 조절효과를 검증하기 위한 다중집단분석 결과, 소진과 안녕감 및 그릿 간에 구조 관계에서 코칭이 조절 역할을 하지 않는 것으로 확인되었다. 그러나 특정 경로에 있어서는 코칭의 수 준에 따라 상이한 결과가 도출되었으며, 특히 성취감 저하와 긍정적 정 서는 코칭 수준에 따라 열정에 미치는 영향의 강약 및 결과가 반비례하 는 것으로 나타났다. 본 연구는 이직 경험자의 심리적 적응 과정을 불안, 소진, 그릿이라는 통합적 모델로 설명하여, 단편적 접근의 한계를 극복하였다. 이는 조직의 인력 관리 차원에서 이직 경험자에 대한 종합적 지원 체계 구축의 중요 성을 강조한다. 특히 소진 예방을 위한 직무 환경 개선, 안녕감 증진을 위한 심리적 지원, 그릿 강화를 위한 목표 설정 및 피드백 체계의 구축 이 이직의도 감소로 이어진다는 점을 시사한다. 코칭의 부분적 조절효과 는 이직 경험자의 개인차를 고려한 맞춤형 코칭 프로그램의 필요성을 제 시한다.

다국어 초록 (Multilingual Abstract)

This study aims to empirically examine the structural relationships through which the anxiety experienced by job changers during their transition to a new organization affects turnover intention via the mediating paths of burnout, psychological well-being, and grit. Additionally, it investigates the moderating role of coaching within these causal relationships. The central theoretical proposition of this study is that the anxiety of job changers is not merely a transient emotional discomfort, but a significant psychosocial phenomenon that depletes individuals’ emotional, cognitive, and physical resources, ultimately shaping their intention to leave the organization. In today’s dynamic labor market, job change is no longer considered an abnormal work behavior but is instead recognized as a major mechanism for human capital accumulation and career development. Nevertheless, the transition process itself imposes substantial psychological burdens, involving multilayered challenges such as organizational adaptation, interpersonal relationship formation, and role identity reestablishment. Accordingly, this study conceptualizes the psychological complexity of job change under the integrative notion of anxiety and systematically investigates its impact on individuals’ psychological resource allocation. Anxiety was conceptualized as a dual construct consisting of social anxiety and personal anxiety. Social anxiety arises from perceptions of organizational justice, self-evaluation in competitive contexts, and the discrepancy between expectations and reality in new social environments. Personal anxiety, in contrast, reflects perceptions of economic instability, psychological tension, and threats to physical health—primarily shaped by internal cognitive appraisals rather than external conditions. Based on the Conservation of Resources Theory and the Job Demands–Resources Model, persistent anxiety leads to the gradual depletion of psychological, physical, and social resources, resulting in burnout characterized by emotional exhaustion, cynicism, and reduced personal accomplishment. Anxiety also acts as a negative antecedent of psychological well-being, which is defined as an integrative concept encompassing subjective well-being and psychological functioning across emotional and cognitive dimensions. The increase in anxiety directly impairs well-being, weakening individuals’ psychological sufficiency. Notably, burnout and well-being are not mutually exclusive but coexist, implying that reducing negative states does not automatically enhance positive ones—highlighting the need for simultaneous intervention on both dimensions. Grit, the study’s outcome variable, was defined as the psychological trait of maintaining passion and perseverance for long-term goals despite difficulties and failures. Beyond serving as a predictor of success, grit represents an integration of resilience, intrinsic motivation, and adaptive goal pursuit. In the context of job changers, grit functions as a psychological protective factor, enabling individuals to overcome challenges and transform short-term adversity into long-term growth. The study posits that grit is shaped by the dual psychological states of burnout and well-being and serves as a key psychosocial mechanism regulating turnover intention. Coaching, the moderating variable, was conceptualized as a structured, goal-oriented conversational process that enhances self-awareness, potential development, and goal achievement. It is based on a reciprocal, collaborative relationship between coach and coachee, emphasizing an Enneagram-based approach that encourages self-directed problem recognition and solution generation. The study hypothesizes that while coaching may not directly reduce anxiety, it may amplify the positive effects of grit or buffer the negative effects of certain psychological pathways. To empirically test the proposed model, an online survey was conducted with 489 job changers in South Korea. Data were analyzed using AMOS, and multi-step validation procedures were performed to ensure reliability and validity. Confirmatory factor analysis (CFA) and correlation analyses verified convergent and discriminant validity, respectively, followed by structural equation modeling (SEM) for hypothesis testing. The results revealed that both social and personal anxiety had positive effects on burnout and negative effects on well-being. Burnout negatively affected grit, while well-being positively influenced grit, and grit, in turn, negatively predicted turnover intention. The multi-group analysis examining the moderating role of coaching found that, although coaching did not significantly moderate the overall structural paths between burnout, well-being, and grit, specific pathways showed differential effects depending on coaching levels. In particular, the relationship between reduced personal accomplishment, positive emotion, and passion varied inversely with coaching intensity. This study contributes to the literature by offering an integrative anxiety–burnout–grit model explaining the psychological adaptation of job changers, thereby overcoming the limitations of fragmented approaches. The findings emphasize the importance of establishing comprehensive organizational support systems for job changers— encompassing work environment improvements to prevent burnout, psychological support to enhance well-being, and structured goal-setting and feedback systems to strengthen grit. Furthermore, the partial moderating effect of coaching underscores the need for personalized coaching programs tailored to individual differences among job changers.

목차 (Table of Contents)

• Ⅰ. 서 론 ································································································1
• 1. 연구배경 및 연구목적 ···········································································1
• 2. 연구방법 및 연구내용 ···········································································4
• 3. 연구흐름도 ·······························································································6
• Ⅱ. 이론적 배경 ·····················································································7
• 1. 불안 ···········································································································7
• 가. 불안의 개념 ·······················································································7
• 나. 불안의 구성요인 ·············································································11
• 다. 불안에 관한 선행연구 ···································································17
• 2. 소진 ·········································································································18
• 가. 소진의 개념 ·····················································································18
• 나. 소진의 구성요인 ·············································································24
• 다. 소진에 관한 선행연구 ···································································29
• 3. 안녕감 ·····································································································31
• 가. 안녕감의 개념 ·················································································31
• 나. 안녕감의 구성요인 ·········································································35
• 다. 안녕감에 관한 선행연구 ·······························································38
• 4. 그릿 ·········································································································40
• 가. 그릿의 개념 ·····················································································40
• 나. 그릿의 구성요인 ·············································································45
• 다. 그릿에 관한 선행연구 ···································································48
• 5. 코칭 ·········································································································51
• 가. 코칭의 개념 ·····················································································51
• 나. 코칭에 관한 선행연구 ···································································57
• 6. 이직의도 ·································································································58
• 가. 이직의도의 개념 ·············································································58
• 나. 이직경험 및 현황 ···········································································62
• 다. 이직의도에 관한 선행연구 ···························································66
• Ⅲ. 연구설계 ·························································································68
• 1. 연구모형 및 연구가설 설정 ·······························································68
• 가. 연구모형 ···························································································68
• 나. 연구가설 설정 ·················································································69
• 2. 변수의 조작적 정의 및 설문구성 ·····················································79
• 가. 변수의 조작적 정의와 측정 ··························································79
• 나. 설문구성 ···························································································91
• 3. 조사 설계 및 분석방법 ·······································································93
• 가. 조사 설계 ·························································································93
• 나. 자료의 분석방법 ·············································································95
• Ⅳ. 실증분석 ··································································································97
• 1. 표본의 일반적 특성과 이용행태분석 ··············································· 97
• 2. 측정항목의 기술통계분석 ·································································100
• 3. 측정항목의 타당도 분석과 신뢰도분석 ········································· 102
• 가. 탐색적 요인분석과 신뢰성 분석 ··············································· 102
• 나. 확인적 요인분석 ···········································································105
• 4. 상관관계분석 ·······················································································112
• 5. 가설검증 ·······························································································114
• 가. 구조방정식모형 분석 ···································································114
• 나. 코칭의 조절효과 분석 ·································································118
• Ⅴ. 결 론 ······································································································123
• 1. 연구결과 요약 및 시사점 ·································································123
• 2. 연구의 한계 및 향후 연구방향 ·······················································127
• 참고문헌 ······································································································130
• 부록: 설문지 ·······························································································156
• ABSTRACT ·······························································································165