개인성향과 주관적 경력성공에서 경력학습과 경력역량의 매개효과

다국어 초록 (Multilingual Abstract)

The study of career development in the human resource development has become a key topic of interest among human resource management researchers over the past
decade. This dissertation advances understanding of mechanism between individual dispositions and subjective career success on why employees in organizations
develop career. In this paper, under the approach of content theory in career development of which individual personality and characteristics contribute, the research model is designed and carried out the process to prove the approach. Furthermore, there is almost few an empirical study with career learning in career development. This researcher conducted to prove 3 hypothesis comprehensively. First, individual dispositions like learning goal orientation and proactive personality will be positively related to a) career learning, b) career competence, c) subjective career success. Second, career learning and career competence will have positive impact to subjective career success. Third, career learning and career competence will mediate the links between individual dispositions and subjective career success. Data collected from employees who have worked for companies of three types like local government, manufacturing business, and service area, Jeju province. This dissertation designed to conduct quantity research 219 of all data acquired were
operated to analysis. The findings are indicated at three parts. First, individual dispositions were positively related to career learning and career competence as I expected. Furthermore, learning goal orientation and proactive personality as individual disposition has an significant
impact to subjective career success. Second, career learning and career competence are important variables to explain for the subjective career success. Third, mediating effect of career learning and career competence had different results. Mediation in the links between goal learning orientation and outcome variables are significant as full mediating effect. Whereas mediators in the links between goal learning orientation and outcome variables had no significant results. The implications of study are as follows. At first, this research contribute to expend the research area in career development and to demonstrate the relationships between dispositions and career learning the relation empirically. Second, it demonstrated the
mechanism on how employee develop career. Because there are few research on how employee train career through what type of training mechanism, this research is
meaningful to demonstrate the mechanism.

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제1절 연구의 필요성 및 목적 1
• 1. 연구의 필요성 1
• 2. 연구목적 3
• 제2절 연구방법 및 논문구성 4
• 1. 연구방법 4
• 2. 논문구성 6
• 제 2 장 이론적 배경 8
• 제1절 학습목표지향성 및 주도성 8
• 1. 학습목표지향성 개념 8
• 2. 주도성 개념 14
• 3. 학습목표지향성과 주도성 연구동향 17
• 제2절 경력학습 및 경력역량 21
• 1. 경력개발 개념 21
• 2. 경력학습 개념 및 구성요소 23
• 3. 경력역량 개념 및 구성요소 24
• 4. 학습목표지향성 및 주도성과 경력학습 및 경력역량의 관계 25
• 제3절 주관적 경력성공 27
• 1. 주관적 경력성공의 개념 및 구성요소 27
• 2. 학습목표지향성 및 주도성과 주관적 경력성공의 관계 29
• 3. 경력학습 및 경력역량과 주관적 경력성공의 관계 30
• 제 3 장 연구설계 32
• 제1절 연구모형 및 연구가설 32
• 1. 연구모형 32
• 2. 연구가설 설정 33
• 제2절 변수의 조작적 정의 및 조사 설계 38
• 1. 변수의 조작적 정의 38
• 2. 조사 설계 41
• 제 4 장 실증분석 44
• 제1절 표본특성 및 측정도구 타당성 및 신뢰성 44
• 1. 표본의 특성 44
• 2. 측정도구 타당성 및 신뢰성 검증 47
• 3. 기술적 통계 및 상관관계 분석 50
• 제2절 가설검증 52
• 1. 학습목표지향성 및 주도성과 경력학습 및 경력역량의 영향력 관계 52
• 2. 학습목표지향성 및 주도성과 주관적 경력성공의 영향력 관계 57
• 3. 경력학습 및 경력역량과 주관적 경력성공의 영향력 관계 59
• 4. 경력학습 및 경력역량의 매개효과 61
• 제 5 장 결 론 71
• 제1절 연구결과의 요약 및 시사점 71
• 제2절 연구의 한계 및 향후 연구과제 73
• 참고문헌 75
• 설 문 지 85