경력관리행동, 조직경력개발지원 및 경력성과가 조직몰입에 미치는 영향 = The Effect of Career Management Behavior, Organizational Support for Career Development and Career Outcomes on Organizational Committment

다국어 초록 (Multilingual Abstract)

Recognizing the significance of individual and organizational career management on organizational competitiveness, this paper investigates the structural relationships among career management behavior, organizational support for career development, career outcomes and organizational commitment. The key findings of the study are as follows: first, we found that career management behavior was positively associated with affective organizational commitment while there was no significant relationship with continuous organizational commitment. Second, our empirical analysis also shows that organizational support for career management have positive effects on both affective and continuous organizational commitment. Third, we have identified that there is positive relation between satisfaction on career outcome which is a subjective career outcome index and affective organizational commitment, whereas there in no significant relationship with continuous organizational commitment. In this vein, the annual salary was used as a measurement of objective career outcome, and we found that it is positively related to both affective and continuous organizational commitment. Our empirical results suggest that effective individual and organizational career managements are required for improvement of both individual and organizational performance.

국문 초록 (Abstract)

최근 종업원의 경력과 경력성과에 관한 관심이 높아지고 있지만, 종업원의 경력관리와 경력성과가 조직에 미치는 영향에 관한 실증연구는 미흡한 수준이다. 본 연구는 이 점에 착안하여 종업원의 경력관리행동, 조직경력개발지원 및 경력성과가 조직에 미치는 영향을 실증하고자 하였다. 국내 제조업의 연구개발직 종사자를 대상으로 실증한 결과 경력관리행동은 정서적 몰입과는 긍정적인(+) 관계를 보이는 반면, 지속적 몰입과는 통계적으로 유의한 관계를 보이지 않았다. 조직의 경력개발지원은 정서적 몰입과 지속적 몰입 모두와 긍정적인(+) 관계를 보이는 것으로 나타났다. 한편, 경력성과를 주관적 경력성과와 객관적 경력성과로 개념화하여 그 효과성을 각각 검증하였다. 먼저 주관적 경력성과인 경력만족은 정서적 몰입과는 긍정적인(+) 관계를 보이고 있지만 지속적 몰입과는 유의한 관계를 보여주지 못하고 있다. 객관적 경력성과의 척도인 연봉은 정서적 몰입과 지속적 몰입 모두와 긍정적인(+) 관계를 보여주고 있다. 따라서 본 연구결과는 개인과 조직수준의 효과적 경력관리 프로그램 개발과 지원이 개인뿐만 아니라 조직의 성과향상에도 필요함을 시사하고 있다.

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