직업군인의 경력몰입 결정요인과 결과에 관한 연구 = Determinants of career commitment and it's influences on professional soldier's attitudes

국문 초록 (Abstract)

군대조직 내 직업군인의 역할이 중요함에도 불구하고 이에 대한 연구는 매우 미흡하였다. 이에 본 연구는 직업군인을 대상으로 하여 경력몰입에 영향을 미치는 요인들과 결과변수들에 대해 처음으로 살펴보았다. 본 연구에서는 경력몰입에 영향을 미치는 요인으로 개인특성(성장욕구, 자기효능감)과 경력특성(성장가능성, 분배공정성) 그리고 사회적지원(조직후원인식, 배우자지원)요인들을 선정하였다. 경력몰입의 결과로 나타나는 조직구성원의 행동과 태도에는 자기발전노력과 이직의도를 포함하였다.
직업군인 461명으로부터 얻어진 설문자료를 근거로 실증분석을 실시하였다.
본 연구에서 얻어진 결과는 다음과 같다.
첫째, 경력몰입을 결정하는 요인 중에서 개인특성의 경우 직업군인의 성장욕구가 강할수록, 경력특성의 경우 군대조직 내에서 성장가능성과 분배공정성 지각이 높을수록, 사회적지원변수의 경우 조직후원인식과 배우자 지원인식이 높을수록, 경력에 더 몰입하는 것으로 나타났다. 그러나 개인특성의 자기효능감은 경력몰입에 통계적으로 유의하지 않은 관계로 나타났다.
둘째, 직업군인의 경력몰입 수준이 높을수록 자기발전노력이 높은 것으로 나타났으며 반면에 이직의도는 낮은 것으로 나타났다. 경력몰입과 결과변수와의 관계에서 자기발전노력 보다는 이직의도에 더 큰 영향을 미치는 것으로 나타났다. 직업군인의 경우 경력몰입이 이직의도에 예측변수 로서의 역할을 할 정도로 강한 관계를 보였다.
셋째, 공분산 구조분석결과, 연구모형의 적합도는 대체로 적합한 것으로 평가할 수 있었으며, 경력몰입에 영향력이 큰 독립변수의 순위는 조직후원인식, 성장욕구, 성장가능성, 배우자지원, 분배공정성의 순서로 나타났다.

다국어 초록 (Multilingual Abstract)

Although the professional soldiers play important roles in enforcement of the core battle strength of military organizations, little research on them exist. The difficulties to get job after retirement and unstability of their occupations lead them to pay their attention to career commitment.
This study was designed to empirically investigate the determinants and the outcomes of career commitment of professional soldiers.
In this study, the independent variables to affect career commitment were the individual-related variables(growth needs, self-efficacy), the career-related variables(development opportunity, distributive justice), and the social support-related variables(perceived organizational support, spouse support). The dependant variables, professional soldiersr´ attitudes to be affected by career commitment were self development effort and turnover intention.
The questionnaires were collected from 461 ROK Army professional soldiers who are in active duty. The demographic variables were used as control variables.
The findings of this study were as follows:
First, career commitment was positively related to growth needs, development opportunity, distributive justice, perceived organizational support, spouse support. However, the relationship between self-efficacy and career commitment was not significant.
Second, two professional soldiers´ attitudes(self-development effort and turnover intention) were each positively and negatively related to career commitment. Career commitment was very strongly related to turnover and play as the predictable variable to turnover.
Third, Lisrel8.50 was used to examine the structural relationships among variables. The results of analysis supported the validity of this study model on the whole. The ranking of affectable degree of the independent variables to career commitment was perceived organizational support, growth needs, development opportunity, spouse support, distributive justice.
Finally, the implications and the limitations of these results and the direction for future study were discussed.

목차 (Table of Contents)

• 목차
• Ⅰ. 서론 = 1
• 1. 문제제기 및 연구목적 = 1
• 2. 연구방법 및 구성 = 4
• Ⅱ. 이론적 배경 = 5
• 1. 직업군인 = 5
• 1) 군대조직의 특수성 = 5
• 2) 직업군인의 직업특수성 = 6
• 3) 직업군인 구성원들의 특성 = 12
• 2. 경력몰입 = 14
• 1) 경력과 경력몰입의 정의 = 14
• 2) 경력몰입의 연구유형 = 16
• 3. 경력몰입의 결정요인 = 19
• 1) 주요결정요인에 대한 선행연구결과 = 19
• 2) 개인특성과 경력몰입 = 22
• 3) 경력특성과 경력몰입 = 26
• 4) 사회적 지원과 경력몰입 = 33
• 4. 경력몰입의 결과 = 37
• 1) 경력몰입과 직무성과 = 37
• 2) 경력몰입과 조직에 대한 태도 = 38
• Ⅲ. 연구모델과 가설설정 = 42
• 1. 연구모델의 설계 = 42
• 2. 가설의 설정 = 44
• 1) 개인특성과 경력몰입 = 44
• 2) 경력특성과 경력몰입 = 45
• 3) 사회적지원과 경력몰입 = 47
• 4) 경력몰입과 결과변수 = 47
• Ⅳ. 연구방법 = 49
• 1. 표본 = 49
• 1) 연구대상 및 표본 = 49
• 2) 자료수집 절차 = 49
• 3) 표본의 특성 = 50
• 2. 측정척도 = 52
• 1) 설문지 구성 = 52
• 2) 변수의 조작적 정의 = 54
• 3) 측정척도의 신뢰성 및 타당성 검증 = 57
• Ⅴ. 분석결과 = 66
• 1. 측정모델의 평가 = 66
• 2. 연구모델 평가 및 가설검증 = 69
• 1) 연구모델의 평가 = 69
• 2) 가설검증 = 72
• 3) 간접효과 = 73
• Ⅵ. 결론 = 75
• 1. 요약 및 논의 = 75
• 1) 연구결과의 요약 = 75
• 2) 연구결과에 대한 논의 = 79
• 2. 시사점 및 한계 = 84
• 1) 연구의 시사점 = 84
• 2) 연구의 한계 = 86
• 3) 향후 연구방향 = 87
• 참고문헌 = 89
• Abstract = 106
• 설문지 = 108

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