국내 기업 직장인의 프로티언 경력태도, 경력연계학습(CRCL), 경력성공의 구조적 관계 = The structural relationship among Protean Career Attitude, Career-Related Continuous Learning, and Career Success

다국어 초록 (Multilingual Abstract)

The purpose of this study was to examine the structural relationship among protean career attitudes, career-related continuous learning, and career success. Furthermore, the moderating effect of gender in this relationship was examined. The research data were collected from 289 employees who have more than 5 years of experience. The study results show the structural relationship is appropriate for the collected data.
The data was analyzed for structural equation and findings of the study were as follows: First, the protean career attitude has a significant effect on career-related continuous learning. Second, the protean career attitude has not effect directly on career success. Third, the effect of the protean career attitude on career success was mediated by career-related continuous learning. These results show that protean career attitude lead to career success can be achieved when appropriate career-linked learning is promoted not only by individuals but also by in the organization. Forth, Unlike the results of many prior studies, the moderating effect of gender were not statistically significant. Finally, based upon the findings of this study, theoretical and practical implications were discussed, and limitations and suggestions for next researches were presented.

국문 초록 (Abstract)

이 연구의 목적은 현대사회의 경력환경에서 국내 기업 직장인의 프로티언 경력태도, 경력연계학습(CRCL), 경력성공의 구조적 관계를 확인하는 것이다. 이를 위해 경력 5년 이상의 국내 기업 직장인 312명을 대상으로 설문조사를 실시하였으며, 총 289부의 자료를 최종분석에 사용하였다. 자료 분석은 SPSS 19.0 및 AMOS 23.0 프로그램을 활용하였다. 연구결과는 선행연구를 토대로 구성한 변수들의 구조적 관계, 즉 연구모형이 적절하였음을 보여주었다. 주요 결과는 다음과 같다. 첫째, 프로티언 경력태도는 경력연계학습에 유의미한 영향을 미치는 것으로 나타났다. 둘째, 프로티언 경력태도는 경력성공에 직접적인 영향을 나타내지 않았다. 셋째, 프로티언 경력태도는 경력연계학습을 통해 간접적으로 경력성공에 유의미한 영향을 미치고 있는 것으로 확인되었다. 즉, 경력연계학습은 프로티언 경력태도와 경력성공간의 영향관계에 매개효과를 가진 것으로 나타났다. 이러한 검증결과는 프로티언 경력태도가 경력성공으로 이어지기 위해서는 조직 구성원 개인들의 적절한 경력연계학습이 촉진될 때 가능하다는 것을 보여준다. 한편 경력연계학습과 경력성공 간의 영향관계에서 성별에 의한 조절효과는 나타나지 않았다. 이상의 연구결과를 바탕으로 조직원 개인 및 조직차원에서의 학문적, 실무적 의의를 논의하였으며, 아울러 시사점 및 향후 연구를 위한 제언도 제시하였다.

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