IT인력의 KSA가 자아효능감, 경력몰입 및 경력변경의도에 미치는 영향에 관한 연구 = (A) study on the effects of IT workforce KSA on self-efficacy, career commitment and career change intentions

국문 초록 (Abstract)

급변하는 경영환경에서 인적자원에 대한 관리는 매우 중요하다. 유능한 인력의 배출만큼이나 우수인재의 이탈방지는 기업이나 산업의 경쟁력 강화에 주된 요인으로 작용한다. 그러나 IT산업의 현황을 살펴보면, IT산업에서 요구되는 핵심역량인 KSA를 지닌 인력이 타산업으로 이탈하거나 이탈하고자 하는 의도를 지니고 있는 경우가 높은 것으로 나타났다. 이러한 현상은 IT산업 전체뿐만 아니라 경력을 쌓아가고 있는 인력 개인에게도 좋은 영향을 미치지 못한다. 이에 본 논문은 IT인적자원 개발 및 관리에 도움을 주고자 하는데 연구의 목적을 두고, IT인력의 핵심역량인 KSA와 더불어 자아효능감을 변수로 선정하여 경력몰입이나 경력변경의도에 관한 연구를 진행하였다. 이를 위해 기존의 여러 방식으로 구분되어 있는 IT인력의 KSA를 변화하는 산업 환경에 맞추어 재분류하고, 자아효능감이나 경력몰입에 영향을 주는 범주를 찾아보며, 자아효능감과 경력몰입 및 경력변경의도의 관계를 분석하였다. 그 결과는 다음과 같다.
첫째, IT인력의 기술적 KSA는 자아효능감에 영향을 미치는 것으로 나타났으나 경력몰입에는 영향을 주지 않는 것으로 나타났다.
둘째, 경영관리적 KSA는 자아효능감과 경력몰입에 영향을 주지 않는 것으로 나타났다.
셋째, 행동적 KSA가 자아효능감과 경력몰입에 유의한 영향을 미치는 가에 대한 검증결과는 자아효능감에 깊은 영향을 미치는 것으로 나타났고, 경력몰입에는 유의한 영향을 미치지 않는다고 나타났다.
넷째, 자아효능감과 경력몰입 및 경력변경의도와의 상관관계는 자아효능감이 경력몰입에 유의한 영향을 미치는 것으로 나타났으나 경력변경의도에는 통계적으로 관계가 유의하다는 충분한 증거가 없는 것으로 나타났다.
다섯째, 경력몰입과 경력변경의도는 통계적으로 밀접한 상관관계가 있다고 나타났다.
본 연구의 의의 및 향후 논제에 대한 제언은 다음과 같다.
첫째, IT인력에게 요구되는 역량을 경영환경에 맞추어 재분류하였다. IT인력의 KSA는 많은 학자들에 의해 분류되었고 학교나 기관에서 커리큘럼이나 업무적인 측면에서 적용되어 왔다. 본 논문은 그러한 범주를 세 가지로 재분류해 봄으로써 빠르게 변화하고 있는 경영활동에 적용될 수 있는 가능성을 제시하였다.
둘째, IT인력의 행동적 KSA 역량 강화에 비중을 둘 것을 제안하였다. 행동적 KSA는 자아효능감에 영향을 주는 중요한 요인으로 나타나 MIS 커리큘럼이나 IT인력 경력개발계획에 행동적 KSA 부분을 부각시키는 것이 중요하다 하겠다. 이를 위해 좀 더 구체적이고 신뢰성 있는 확장연구가 필요하다고 본다.
셋째, IT 경력몰입과 관련하여 자아효능감의 중요성을 제시하였다. 연구결과, 높은 KSA를 지니는 인력이라 하더라도 IT산업에 관한 경력몰입을 주저하지만 자아효능감이 높아 졌을 때에는 경력에 몰입한다는 것이 나타났다. 따라서 KSA에 대한 교육 및 훈련과 더불어 IT인력의 자아효능감 증진이 필요하다 하겠다.
넷째, IT인력의 경력몰입에 관한 국내 연구가 매우 미미한 시점에서 본 연구는 IT인력을 대상으로 선정함으로서 경력몰입에 관한 연구 범위를 확대하였으며, 본 연구가 이와 관련된 연구의 초석을 마련하였다는 점에서 의의를 찾을 수 있다.

다국어 초록 (Multilingual Abstract)

Human Resource Management is very important in this rapidly changing management environment. In addition to producing a competent workforce, preventing outstanding individuals from leaving their jobs is a primary factor for strengthening the competitiveness of enterprises and industries. However, the present state of the IT industry show workers with core capability KSA required by the IT industry having a high frequency of leaving for other industries or having the intention of doing so. This is not beneficial for the worker's career as well as the entire IT industry. Therefore, the purpose of this research is to support the development and management of IT human resources by selecting self-efficacy along with core capability KSA as the variables for researching career commitment and career change intentions. For this purpose, this study reclassified the various categories of IT workforce KSA to fit the changing industrial environment, searched for categories which influence self-efficacy or career commitment, and analyzed the relation among self-efficacy, career commitment, and career change intentions. The results are as follows.
Firstly, it was found that the technical KSA of IT workforce influences self-efficacy but does not affect career commitment.
Secondly, it was found that managerial KSA has no effect on self-efficacy and career commitment.
Thirdly, verification of the effect that behavioral KSA has on self-efficacy and career commitment show that behavioral KSA has a significant influence on self-efficacy but no influence on career commitment.
Fourthly, the correlation test among self-efficacy, career commitment, and career change intentions show that self-efficacy has a significant effect on career commitment. However, no sufficient evidence for a statistical correlation between self-efficacy and career change intentions was found.
Fifthly, it was found that career commitment has a close correlation with career change intentions.
This research presents the following implications and future suggestions for future studies.
Firstly, this study reclassified the required IT workforce capabilities to fit the current managerial environment. IT workforce KSA has been classified by various scholars and applied to academic curriculums or business use. this study presents the possibility for its application for rapidly changing business activities by reclassifying those categories into three groups.
Secondly, we propose focusing on strengthening behavioral KSA capabilities. Behavioral KSA was found to have significant effects on self-efficacy suggesting the importance of highlighting behavioral KSA in MIS curriculums or IT Human Resource & Career Development Planning. More specific and reliable additional studies are suggested.
Thirdly, the importance of self-efficacy in IT career commitment was presented. According to the results, workers with high KSA still hesitate to commit in an IT industry career, but higher self-efficacy increases career commitment. Therefore, it can be said that the promotion of IT worker self-efficacy is necessary along with the education and training of core KSA.
Fourthly, with only a few current domestic studies on career commitment, this study expanded the range of career commitment research by selecting IT workforce as the its subject. This study has its contribution in providing a foundation for future related studies.

목차 (Table of Contents)

• 제 1 장 서론 1
• 제 1 절 연구의 목적 1
• 제 2 절 연구의 방법 및 구성 4
• 제 2 장 이론적 배경 5
• 제 1 절 IT인력의 정의 및 특성 5
• 제 2 절 KSA에 관한 이론적 배경 9
• 제 3 절 자아효능감에 관한 이론적 배경 15
• 제 4 절 경력몰입에 관한 이론적 배경 21
• 제 5 절 경력변경의도에 관한 이론적 배경 26
• 제 3 장 연구모형 및 연구방법 30
• 제 1 절 연구모형 30
• 제 2 절 가설의 설정 31
• 제 3 절 변수의 조작적 정의 36
• 제 4 절 연구의 대상 및 자료 수집 40
• 제 5 절 설문지의 구성 및 분석방법 40
• 제 4 장 분석결과 44
• 제 1 절 기초 통계 분석 44
• 제 2 절 신뢰도 및 타당도 분석 45
• 제 3 절 연구 모형의 적합도 평가 57
• 제 4 절 연구가설의 검정 58
• 제 5 절 가설 검정의 학문적 의의 61
• 제 6 절 연구결과의 종합적인 해석 및 의의 66
• 제 5 장 결 론 68
• 제 1 절 연구결과의 요약 68
• 제 2 절 연구의 한계 및 향후 연구과제 69
• 참고문헌 71
• <부록> 설문지 85
• 영문초록 89
• 국문초록 93

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