네트워킹 행동과 경력성공 : 조직적합성, 직무적합성 변수의 매개효과 = A Study on Networking Behavior and Career Success: Focused on Mediating Effect of Person-Organization Fit and Person-Job Fit

국문 초록 (Abstract)

최근 한국 노동 시장의 변화 가운데 하나는 직장 이동 중 경력직 직장 이동이 두드러지게 나타나고 있다는 것이다. 이러한 경향은 외환위기를 계기로 더욱 뚜렷하게 진행되어 오고 있다. 특히, 평생직장 개념이 노동 시장에서 크게 약화되면서 피고용자는 특정 직장에 집착하기 보다는 자신의 경력을 노동 생애 전체에 걸쳐 설계하고 개발하는 경향이 강해지고 있다.
경력이동이 자유로운 상황에서 개인은 어떻게 자신의 경력을 전개할 것이며, 성공적인 경력을 무엇을, 누구를 통해 알고 만들어 갈 것인가에 깊은 관심을 쏟고 있다. 누구를 통해 안다는 것은 곧 경력관련 네트워크나 개인적인 관계형성을 만들어가는 것으로 볼 수 있다. 더 큰 비공식적 네트워크를 가진 사람은 작은 네트워크를 가진 사람보다 더 자주 직업 기회 및 이동기회를 포착할 수 있으므로 자신의 경력을 한 조직에서만 보내려 하지 않는 다는 것이다.
사회적 네트워크는 네트워킹 행동으로 형성된 관계망으로 자신의 경력성공을 위해 도움을 받을 수 있는 잠재적인 사람들과의 관계를 유지하고 개발하려는 시도로 볼 수 있다. 새로운 고용기회 및 유용한 정보를 찾기 위해서 네트워킹을 통해 구축한 자신의 관계된 네트워크를 활용해야 하기 때문에 무경계경력에서 자신의 경력개발 및 경력성취를 위해서 중요하다.
이러한 중요성에도 불구하고 실질적으로 어떠한 네트워킹 행동이 효과적이며 네트워킹 행동의 어떠한 효익을 통해 경력성공에 이르는가, 조직간 이동 후 어떠한 측면으로 인해 성공적인 정착을 할 수 있는가에 대한 실증연구는 부족한 편이다.

이에 본 연구에서는 크게 두 가지 목적을 달성하고자 하였다. 첫째, 기존 연구에서 주로 제시되어온 것처럼 조직간 이동을 경험한 경력직에게 있어 이동 직전의 조직 외 네트워킹 행동이 이동 후 인지하고 있는 주관적 경력성공과 객관적 경력성공에 직접적인 영향 관계에 있는지, 아니면 두 변수 사이를 이어주는 다른 변수가 존재하는지를 밝히고자 하였다.
둘째, 조직 내·외에서 업무수행 또는 각종 정보나 조언을 얻거나 사회화 및 친교, 심리적 지원을 위해 사람들과 맺고 있는 관계 행동인 네트워킹 행동이 ‘어떤 내용으로 하는지에 따라’, 사회적으로 교환되는 ‘자원의 내용이 무엇인지에 따라’ 조직·직무적합성 및 경력성공에 어떠한 영향을 미치는지 알아보는 것이다.
본 조사에서는 16개 조직의 근로자를 대상으로 방문을 통하여 설문지를 배포 수거하였으며 총 650부를 배포하여 524부의 설문지를 회수하였다. 이중 불성실 응답이나 중심화 경향이 두드러지는 설문지(20부), 직장 경력이 5년 이내의 응답자와 현 직장으로 이동시점이 3년이 경과한 응답자, 이직을 위한 공백 기간이 3개월 이상의 응답자(80부) 및 조직간 이동을 경험하지 않은 응답자(124부)를 제외한 300부를 가설 검증을 위해 최종 분석 자료로 사용하였다.
실증분석결과는 다음과 같다.
첫째, 조직적합성과 직무적합성은 업무적 네트워킹과 주·객관적 경력성공간의 관계를 완전매개하고 있으며, 관계관리 네트워킹은 주관적 경력성공 중 경력만족과 조직몰입간의 관계에서만 조직, 직무적합성이 완전매개하고 있는 것으로 나타났다.
둘째, 친교적 네트워킹은 매개변수로 선정한 적합성과 경력성공 모두에 유의한 영향을 주지 않는 것으로 나타났다. 친교적 네트워킹이 적합성 및 경력성공에 직·간접적인 영향이 없는 것은 친교적 네트워킹이 정보, 전문적 지식 및 조언 등 업무와 관련된 자원들의 교환의 목적이 아닌 친목 및 사회적·감정적 지원의 교환이 목적이기 때문으로 해석할 수 있다.
셋째, 네트워킹 행동과 경력성공간의 적합성의 매개효과 검증결과 업무적 네트워킹의 경우 적합성 중 조직적합성 보다는 직무적합성의 경로를 통할 때 주관적 경력성공, 특히 조직몰입을 더 높게 지각하는 것으로 조사되었다.
넷째, 비이동자의 네트워킹 행동과 경력성공간의 관계에서는 업무적 네트워킹만이 경력만족과 직무만족에 직접적인 영향을 미치는 것으로 나타났다. 이는 업무적 네트워킹으로 인해 다양한 정보와 자원에 대한 더 많은 접근은 조직 내에서 개인의 평판을 증가시켜 조직 내에서 강력하고 영향력 있는 인물로 인식되도록 해 주기 때문으로 볼 수 있다.
본 연구의 의의로는 첫째, 조직 간 이동을 통해 노동시장에서의 가치를 높이기 위한 네트워킹 행동의 효익과 경력성공을 연결시켜주는 매개변수(적합성)의 존재 가능성을 확인하였다. 둘째, 새로운 직장기회를 찾기 위해 어떤 정보를 어떻게 수집하느냐가 네크워킹의 주요한 측면으로 볼 때 본 연구는 개인의 목표달성을 위해 다양한 네트워킹 행동을 함에 있어 전략적 선택에 대한 방법을 제시하고 있다. 셋째, 조직간 이동을 하려는 구직자의 경우 해당 조직의 목표, 역사, 전통 등에 대한 정보의 확보와 더불어 수행하게 될 업무 등이 개인특성인 가치관, 개성, 신념, 역량 등과 유사한 관계성을 심도 있게 고려해야 함을 보여주고 있다.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 문제제기 및 연구목적 1
• 제 2 절 연구방법 및 논문의 구성 6
• 1. 연구범위 및 연구방법 6
• 2. 논문의 구성 8
• 제 2 장 이론적 배경 9
• 제 1 절 노동시장의 변화와 경력직 이동 9
• 1. 내부노동시장과 경력직 이동 9
• 2. 경력직 이동의 증가 12
• 제 2 절 네트워킹 행동과 사회적 자본 14
• 1. 사회적 자본(social capital) 14
• 2. 사회적 네트워크(social network) 18
• 3. 네트워킹 행동(networking behavior) 24
• 제 3 절 적합성(fit) 29
• 1. 개인-조직적합성(person-organization fit) 30
• 2. 개인-직무적합성(person-job fit) 32
• 3. 네트워킹 행동과 적합성 34
• 제 4 절 경력성공의 개념 37
• 1. 주관적 경력성공(subjective career success) 39
• 2. 객관적 경력성공(objective career success) 44
• 3. 적합성과 경력성공 45
• 제 3 장 연구설계 및 가설 48
• 제 1 절 연구모형 및 가설의 설정 48
• 1. 연구모형의 설계 48
• 2. 연구가설의 설정 49
• 제 2 절 변수의 조작적 정의 및 표본의 선정 56
• 1. 변수의 조작적 정의 56
• 제 3 절 조사방법과 표본구성 63
• 1. 설문지의 구성 63
• 2. 조사방법, 표본의 구성 및 분석방법 65
• 3. 분석방법 71
• 제 4 장 실증분석결과 73
• 제 1 절 타당도와 신뢰도 및 상관관계분석 73
• 1. 변수의 구성타당성 및 신뢰도 73
• 2. 측정도구의 신뢰성 검증 76
• 3. 변수의 기술 통계량 및 상관관계분석 78
• 제 2 절 구조방정식모형분석 81
• 1. 측정모형의 적합도 82
• 2. 확인적 요인분석 84
• 제 3 절 연구가설의 검증 88
• 1. 위계적 회귀분석을 이용한 매개효과 분석 88
• 2. 경력이동자의 구조방정식모형 분석을 이용한 매개효과 분석 92
• 3. 경력 비이동자의 구조방정식모형 분석을 이용한 매개효과 분석 99
• 제 5 장 결 론 104
• 제 1 절 연구의 결과 및 시사점 104
• 1. 연구의 결과 104
• 2. 연구의 시사점 및 향후 연구 107
• 제 2 절 연구의 한계 110
• 참고문헌 114
• 1. 국내문헌 114
• 2. 해외문헌 116
• ABSTRACT 145

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