인하우스 통번역사 간 상호작용의 특징 및 상호작용만족도와 직무만족도의 관계에 관한 연구 : 민간기업 한-영 인하우스 통번역사를 중심으로

다국어 초록 (Multilingual Abstract)

This dissertation is written against the background of the recent changes in the translation and interpreting service market in Korea, where the need for in-house translators and interpreters has been rapidly increasing due to the growth of private companies expanding their reach into foreign markets and the rising number of foreign executives and employees within these companies. In this dissertation, the term “in-house Translators” is used hereafter as a collective term for both in-house in-house translators and interpreters. This growing demand has led many graduates of graduate schools of interpretation and translation to secure their first employment as in-house Translators.
Considering these trends, research on in-house Translators in Korea still lacks both quantity and depth compared to other areas of Translation Studies. In other words, the number of papers on in-house Translators is limited, and the relevant topics that have been addressed tend to be fragmented, lacking sufficient consideration of systematic development.
Therefore, this dissertation aims to reflect recent market trends in Korea by examining in-house Translators from an organizational perspective. In particular, prior research suggests that interpersonal relationships among in-house Translators have become increasingly significant in the recent context of expanding in-house Translation operations within companies. Hence, this dissertation focuses on interaction among in-house Translators, given its expected growth in both scale and complexity. Specifically, the characteristics and the implications of such interaction are examined to lay a foundation for a systemic understanding of interaction among in-house Translators.
To this end, this study examines in-house Translators employed in private companies, whose working environment includes at least two in-house Translators so that interaction among in-house Translators can occur, and whose service language is Korean-English. The language constellation is thus restricted to remove potential confounding variables.
The research questions guiding this dissertation are as follows: First, what are the interaction characteristics among in-house Translators? Second, what characteristics of interaction influence the interaction satisfaction of in-house Translators? Third, is interaction satisfaction significantly associated with job satisfaction? Fourth, how can the relationships among interaction characteristics, interaction satisfaction, and job satisfaction be understood in the context of the interaction experiences of in-house Translators?
To address these research questions, this study used both quantitative and qualitative methods. Specifically, survey data were collected to examine patterns in interaction characteristics and to identify statistically significant relationships among variables. In addition, in-depth interviews were conducted to analyze the underlying meaning of interaction that may not be captured by quantitative data. Finally, a cross-sectional design was adopted to understand the current status of interaction and to reduce respondent burden.
The research outcomes for the first research question were analyzed primarily using descriptive statistics. For the first research question, the “characteristics of interaction” were operationalized as interaction partners, interaction content, and interaction modes, based on the analysis of previous studies. In addition, the quantity and quality of interaction were applied as overarching dimensions encompassing these characteristics. Interaction characteristics in terms of interaction partners indicated that colleague in-house Translators within the same team were the most frequent interaction partner. In terms of the combination of interaction partners and content, interaction with colleagues regarding interpreting and translation tasks ranked highest, followed by sharing background knowledge and terminology. In terms of interaction content, interpreting and translation tasks, administrative work, and social interaction ranked highest for interpreting-and-translation-related interaction, work-related interaction excluding interpreting and translation tasks, and non-work-related interaction, respectively.
The findings related to the second research question were analyzed using inferential statistics. Sub-research questions were developed to systematically address the second research question. Based on the results of the first research question, eight sub-research questions expected to demonstrate statistical significance were formulated. Inferential statistical analysis revealed statistically significant relationships between interaction satisfaction and five factors: the quantity of interaction, the quality of interaction, interaction content, modes of interaction, and the combination of interaction content and mode.
Based on these findings, in-depth interviews were conducted with eight interviewees, including an additional participant recruited for supplementary insights. The interview findings served as a basis for contextual interpretation of the survey results. A particularly notable finding from the survey results requiring further qualitative investigation was that online modes appeared to be more dominant than offline modes in terms of frequency and preference, as well as in their contribution to interaction satisfaction. This finding required careful interpretation, as it may have resulted from the inclusion of a relatively large number of in-house Translators from certain types of organizations during the process of selecting participants who were in environments where interaction with other in-house Translators was possible. However, the in-depth interviews confirmed that the use of online modes was not necessarily limited to specific types of organizations, but could also be applied in small organizations with more than two and no more than ten in-house Translators. In particular, the interviews found that online modes could be used in small organizations not only for performing work but also for forming and developing relationships with colleagues.
The findings for the third research question were also examined using inferential statistics, which provided evidence of a significant association between interaction satisfaction and job satisfaction. This association may be understood as reflecting the broader effect of workplace relationships experienced by organizational members. However, in the context of in-house Translators, it is important to consider that interaction with colleagues functions as a core condition for performing translation and interpreting work. This is particularly relevant in platform-based companies, which have recently driven market demand for in-house Translators and are characterized by rapidly changing organizational environments. In such contexts, in-house Translators often need to obtain task-related information through interaction with colleagues rather than relying solely on documented information. From this perspective, interaction among in-house Translators can play a key role in ensuring consistency in the quality of translation and interpreting work, while also reducing the occupational isolation experienced by Translators, who often exist as a relatively small professional group within organizations.
Furthermore, although the research questions of this study primarily focused on the characteristics of interaction, the survey results revealed that organizational factors such as organizational size and employment type may also influence interaction satisfaction in addition to these characteristics.
Subsequent exploration through in-depth interviews indicated that larger organizations are more likely to establish systematic support structures for in-house Translation functions, which may in turn enhance interaction satisfaction. At the same time, moderately small team-level units, as the practical working units of in-house Translators, appeared to increase interaction density and engagement. In addition, interaction satisfaction was found to be higher among full-time in-house Translators, a finding that may be attributed to the psychological barriers experienced by non-regular in-house Translators.
This dissertation presents both academic and practical implications. First, this study is significant as one of the first attempts to systematically examine interaction among in-house Translators in private companies. It also adopts an interdisciplinary approach by integrating key concepts from organizational behavior of business administration and empirically confirms consistency with prior research in the field.
This study also offers practical implications for designing effective interaction environments for in-house Translators within organizational contexts. Specifically, it underscores the importance of recognizing the distinctive interactional context in which in-house Translators work. Given the role of interaction among in-house Translators in ensuring work quality and reducing the occupational isolation they may experience as a specialized professional group, companies need to facilitate such interaction more systematically at the organizational level.
Although the findings are based on a specific group of Korean-English in-house Translators in private companies, they provide a foundation for further research on interaction among in-house Translators across diverse organizational contexts. Building on this foundation, future research should examine not only micro-level aspects of interaction, such as the characteristics of interaction itself, but also broader contextual factors, including organizational size and employment type, in order to develop a more multidimensional understanding of interaction among in-house Translators.

목차 (Table of Contents)

• I. 서론 1
• 1.1. 연구 배경 1
• 1.2. 연구 목적 및 질문 6
• 1.3. 연구 설계 9
• 1.4. 논문 구성 10
• II. 이론적 배경 13
• 2.1. 인하우스 통번역사 연구 14
• 2.1.1. 선행연구 및 본 연구의 정의 16
• 2.1.2. 인하우스 통번역사의 직무내용에 관한 연구 19
• 2.1.3. 인하우스 통번역사의 직무경험에 관한 연구 24
• 2.1.4. 인하우스 통번역사의 조직 내 관계에 관한 연구 27
• 2.1.5. 해외 인하우스 통번역사 연구 30
• 2.1.5.1. 유럽 지역 연구 32
• 2.1.5.2. 아시아 지역 연구 34
• 2.1.6. 선행연구 종합 및 본 연구의 위치 37
• 2.2. 조직 내 상호작용 40
• 2.2.1. 상호작용 개념의 학제 기반 40
• 2.2.2. 조직행동론에서의 상호작용 42
• 2.2.2.1. 상호작용과 커뮤니케이션 42
• 2.2.2.2. 상호작용의 주요 차원 47
• 2.2.3. 통번역학에서의 상호작용 59
• 2.2.3.1. 통번역학 내 본 연구의 위치 59
• 2.2.3.2. 통번역학 관점의 상호작용 논의의 확장 63
• 2.3. 직무만족도 67
• 2.3.1. 조직행동론에서의 연구 70
• 2.3.1.1. 직무만족의 다차원적 측정 70
• 2.3.1.2. 직무만족의 영향요인과 통제변수 72
• 2.3.1.3. 직무만족의 조직적 결과 77
• 2.3.1.4. 본 연구에 대한 적용 79
• 2.3.2. 통번역학에서의 직무만족 관련 연구 80
• 2.3.2.1. 국내 연구 81
• 2.3.2.2. 해외 연구 83
• 2.4. 요약 및 소결 86
• III. 연구 방법 89
• 3.1. 연구의 틀 89
• 3.1.1. 개요 89
• 3.1.2. 연구 모형 95
• 3.2. 설문조사 96
• 3.2.1. 구성 및 측정 방식 96
• 3.2.2. 설문지 개발 및 검토 100
• 3.3. 심층 인터뷰 109
• 3.3.1. 심층 인터뷰 참여자 선정 109
• 3.3.2. 심층 인터뷰 질문 구성 및 절차 113
• IV. 연구 결과 및 논의 119
• 4.1. 설문조사 결과 119
• 4.1.1. 분석 대상 119
• 4.1.2. 기술통계 분석: 연구 질문1 분석 121
• 4.1.2.1. 응답자의 특성 121
• 4.1.2.2. 소속 조직의 특성 125
• 4.1.2.3. 상호작용 관련 분포 130
• 4.1.2.4. 만족도 관련 분포 141
• 4.1.3. 추론통계 분석 143
• 4.1.3.1. 하위 연구 질문 구성 144
• 4.1.3.2. 연구 질문2 분석결과 147
• 4.1.3.3. 연구 질문3 분석결과 155
• 4.1.4. 설문조사 결과 요약 및 논의 157
• 4.1.4.1. 연구 질문1에 대한 논의 157
• 4.1.4.2. 연구 질문2에 대한 논의 163
• 4.1.4.3. 연구 질문3에 대한 논의 169
• 4.1.5. 소결 170
• 4.2. 심층 인터뷰 결과 및 논의 172
• 4.2.1. 연구 질문4에 대한 논의 173
• 4.2.1.1. 상호작용의 특징과 상호작용만족도 174
• 4.2.1.2. 상호작용만족도와 직무만족도 간 관계 196
• 4.2.1.3. 조직 및 고용 맥락의 영향 200
• 4.2.2. 소결 209
• 4.3. 설문조사와 심층 인터뷰에 대한 종합 논의 211
• 4.3.1. 인하우스 통번역사 간 상호작용의 구성 차원 211
• 4.3.2. 상호작용만족도와 직무만족도 간 관계에 대한 이해 214
• 4.3.3. 인하우스 통번역 조직 운영에 대한 시사점 216
• V. 결론 220
• 5.1. 연구 결과 요약 220
• 5.1.1. 상호작용에 대한 양적 분석 결과 221
• 5.1.2. 상호작용 경험을 통한 양적 결과의 맥락화 222
• 5.2. 연구의 의의와 향후 연구 방향 225
• 5.2.1. 연구의 의의 225
• 5.2.1.1. 학문적 의의 225
• 5.2.1.2. 실천적 의의 228
• 5.2.2. 연구의 한계 230
• 5.2.3. 향후 연구 방향 233
• 참고문헌 235
• ABSTRACT 283