성공적인 커리어코칭 과정에 관한 연구 = (A) study on the successful career coaching process

다국어 초록 (Multilingual Abstract)

This study was to investigate the successful career coaching process and to identify the competency of the career coaches and coaching influences. For the purpose of this study, the research questions as follows:
First, how is the successful career coaching process developed? Secondly, which competency is required of career coaches in this process? Thirdly, what are the coaching influences on this process?
This study was conducted on the grounded theory method and the data was collected through in-depth interview. The participants in this study were twelve, consisting of six career coaches and six coachees. The career coaches were recommended based on the snowball sampling method and they in turn recommended coachees as the counterpart of successful career coaching to select participants. To analyze data, in-depth interviews were recorded and all scripts and notes were then referred to in the analysis.
The results of this study were as follows:
First, the successful career coaching process consisted of 'understanding the need for help' stage, 'beginning of being oneness' stage, 'self-awareness through reflection on one's own life' stage, 'establishment of self-directed career' stage, 'cooperative growth' stage, and 'routinization of career coaching' stage. The cycle will run when the coachee becomes aware of the need for follow-up coaching. Secondly, the successful career coaching process styles in this study were 'understanding one's aptitude' style, 'motivating' style, 'transforming one's awareness' style, 'transforming one's career' style, and 'rebuilding one's career' style.
Thirdly, the twenty five competency of the career coaches as required in the successful career coaching process was identified and classified into five groups as 'knowledge-based expertise', 'expertise based to the coaching operation', 'experience of the coach', 'ability to establish a relationship', and 'coach's sense of duty'.
Fourthly, seventeen coaching influences on the successful career coaching process were identified and classified into five groups as 'situation of coachee', 'coachee' coachability', 'methodological coaching factors', 'indirect coaching-related factors', and 'emotional particularity'.
Finally, the 'career coaching-learning model' based on the successful career coaching process consists of 'motivation stage', 'self-awareness stage', 'goal setting stage' and 'self-directed learning stage'. The 'career coaching-learning model' represents a self- directed learning process, which is a cycle model.
Through this study, career coaching is to be defined ‘a process of going forward with being oneness that supports the client to be a problem-solver and balance between work and life, and facilitate the client's self-directed learning and growth.’ Although the successful career coaching process can be completed with just one session but can also be an iterative course for an individual's self-actualization based on a balance between work and life.

국문 초록 (Abstract)

본 연구는 성공적인 커리어코칭 과정에 대해 살펴보고 이 과정에서 커리어코치에게 요구되는 역량과 영향을 미치는 영향요인을 추출하는 것을 목적으로 진행하였다. 이러한 연구목적을 달성하기 위해 연구문제는 다음과 같이 선정하였다.
첫째, 성공적인 커리어코칭 과정은 어떻게 전개되는가? 둘째, 이 과정에서 요구되는 커리어코치의 역량은 무엇인가? 셋째, 이 과정에 영향을 미치는 커리어코칭 영향요인은 무엇인가?
연구방법은 질적 연구 중 근거이론 방법으로 진행하였고 자료는 심층면접을 통해 수집하였다. 연구 참여자는 성공적인 커리어코칭의 양 당사자인 커리어코치와 피코치 각각 6명씩, 총 12명으로 눈덩이표집 방법에 의해 커리어코치를 추천받고 이들에게 성공적인 커리어코칭 상대방인 피코치를 추천받는 방식으로 연구 참여자를 선정하였다. 자료 분석을 위해 심층면접 내용을 녹음하였고 작성된 스크립트와 현장 메모노트를 분석 자료로 사용하였다.
본 연구의 결과는 다음과 같다.
첫째, 성공적인 커리어코칭 과정은 ‘도움의 필요성 인식’ 단계, ‘하나되기 시작’ 단계, ‘삶의 반추를 통한 자기인식’ 단계, ‘자기주도적 커리어 정립’ 단계, ‘상호 협력적 성장’ 단계, 그리고 ‘커리어코칭의 일상화’ 단계로 진행되고 피코치가 후속 코칭의 필요성을 인식하게 될 때 과정은 순환하게 된다.
둘째, 성공적인 커리어코칭 과정에서 도출된 과정 유형은 ‘적성인식형’, ‘동기부여형’, ‘의식전환형’, ‘커리어전환형’과 ‘커리어 재설계형’이다.
셋째, 본 연구를 통해 성공적인 커리어코칭 과정에서 요구되는 커리어코치의 역량은 25개가 도출되었고, 이를 ‘지식 관련 전문성’, ‘코칭진행 관련 전문성’, ‘코치의 경험’, ‘관계형성 능력’과 ‘코치의 사명감’ 역량군으로 분류하였다.
넷째, 본 연구를 통해 성공적인 커리어코칭 과정에 영향을 미치는 커리어코칭 영향요인은 17개가 도출되었고, 이를 ‘피코치의 상황’, ‘코칭 가능성’, ‘코칭 방법론적 요인’, ‘코칭관련 간접적 요인’과 ‘정서적 특수성’ 영향요인군으로 분류하였다.
다섯째, 성공적인 커리어코칭 과정에 근거한 커리어코칭-학습 모델은 피코치의 자기주도적 학습과정을 나타내는 것으로 ‘동기부여’, ‘자기인식’, ‘목표설정’과 ‘자기주도학습’ 단계를 거쳐 피코치가 평생학습 상태에 이르게 되는 순환모델이다.
본 연구를 통해 커리어코칭은 ‘고객이 자신의 커리어 이슈에 대해 문제해결자 역할을 수행하고 일과 삶 사이에 균형을 이룰 수 있도록 지원함으로써 고객의 자기주도학습과 성장을 촉진하는 하나되어 나아가기의 과정’이라고 볼 수 있다. 성공적인 커리어코칭은 한 번의 과정으로 끝나기도 하지만 개인이 일과 삶 사이에 균형을 찾고 자아실현을 추구하는 차원에서 반복적으로 진행될 수 있다.

목차 (Table of Contents)

• 목 차
• 國文抄錄 ⅶ
• 英文抄錄 ⅸ
• 제 1 장 서론 1
• 1.1 연구 필요성 및 목적 1
• 1.2 연구문제 4
• 1.3 용어정의 4
• 제 2 장 문헌고찰 6
• 2.1 코칭의 정의와 분류 6
• 2.1.1 코칭 개념의 발달 과정 6
• 2.1.2 코칭의 정의 8
• 2.1.3 코칭의 분류 17
• 2.1.4 코칭과 성인학습 23
• 2.2 코치의 역량과 코칭 영향요인 29
• 2.2.1 역량 29
• 2.2.2 코치의 역량 33
• 2.2.3 코칭 영향요인 42
• 2.3 커리어코칭 46
• 2.3.1 커리어코칭 개념 46
• 2.3.2 커리어코치의 역할 50
• 제 3 장 연구방법 55
• 3.1 연구 참여자 55
• 3.2 자료수집 56
• 3.3 자료 분석 57
• 3.4 윤리적 고려 59
• 제 4 장 연구결과 및 논의 61
• 4.1 연구 참여자의 특성 61
• 4.2 성공적인 커리어코칭 과정 68
• 4.2.1 커리어 문제로 어려움에 직면함 73
• 4.2.2 도움이 절실한 상황 77
• 4.2.3 문제해결의 기대감을 가지고 커리어코칭을 접함 79
• 4.2.4 코치와 피코치의 상호작용에 영향을 미치는 요인 89
• 4.2.5 코치와 피코치의 상호작용 109
• 4.2.6 코치와 피코치의 협력적 성장 137
• 4.3 성공적인 커리어코칭 과정에 대한 분석 147
• 4.3.1 성공적인 커리어코칭 과정에 대한 패러다임모형 분석 147
• 4.3.2 성공적인 커리어코칭 과정 분석 155
• 4.4 핵심범주, 이야기 윤곽 전개, 가설적 정형화 및 관계 진술과
• 유형 분석 162
• 4.4.1 핵심범주 162
• 4.4.2 이야기 윤곽 전개 165
• 4.4.3 가설적 정형화 및 관계 진술 169
• 4.4.4 성공적인 커리어코칭 과정 유형 분석 173
• 4.5 커리어코치의 역량과 커리어코칭 영향요인 183
• 4.5.1 커리어코치의 역량 183
• 4.5.2 커리어코칭 영향요인 191
• 4.6 논의 198
• 4.6.1 성공적인 커리어코칭 과정 분석에 대한 논의 199
• 4.6.2 커리어코치의 역량 분석 203
• 4.6.3 커리어코칭 영향요인 분석 211
• 4.6.4 커리어코칭-학습 모델 218
• 제 5 장 요약, 결론 및 제언 230
• 5.1 요약 230
• 5.2 결론 232
• 5.3 제언 234
• 참고문헌 237

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