대기업 사무직 근로자의 경력지향성 유형화와 관련 변인

다국어 초록 (Multilingual Abstract)

The purpose of this study was to categorize the career orientation of domestic office workers in large corporations, to analyze the related variables affecting career orientation type. The Parent population of this study is whole population of office employee in domestic enterprise. Nevertheless, due to the difficulties of locating every worker currently in employment, the subject population for accessibility of investigation was set with list of 1000 enterprises by MK Enterprise Information, as sample size of 800 in 20 enterprises.
As for the instrument of investigation, surveys consisting of career orientation type, personal psychology, career characteristics, organizational interventions, and demographic characteristics had been utilized as a tool. Measuring instrument of career orientation type had been developed by the researcher with procedure of considering relevant advanced research, setting six factor models including perspectives on ① Career objective, ② Career subject, ③ Work style preferences, ④ Performance figure, ⑤ Organizational value and ⑥ Career movement direction, followed by Item response form setting, Reserve item preparation, Content validity verification, pilot survey and main survey.
Data had been collected between 10th and 31st in October 2011 by visiting, mail and online survey. 20 selected enterprises were individually contacted for 1 cooperator, and were asked to figure out available number of respondent, and 30 to 50 have responded in each organization. Total number of issued survey was 800 for 20 enterprises, and 634 copies had been returned for analysis. Total size of 591 responses had been used, excluding results with insincere responses, copy with more than one item missed out and overlap.
Collected data had been analyzed with two steps of ① categorizing career orientation, ② analyzing related variables on career orientation type. First, categorizing career orientation procedure had been carried out according to LCA(Latent Class Analysis) process. The optimal model with most suitable number of categories had been chosen by considering both Model Verification Index(AIC, BIC, ABIC, Entropy. LRT) derived from the process, and availability of theoretical interpretation. Second, analyzing related variables procedure was figured out by descriptive statistics, inferential statistics(F-test, -test), and multinominal logit analysis, pairwise comparison. The variables taken into consideration included ① Demographic characteristics variables (Gender, Age, Educational level, Current position level, the length of work, Job Category), ② Individual psychological variables (Internal value priority, External value priority, Change adaptability, Work-Family compatibility, Life satisfaction), and ③ Career characteristics variables (Job satisfaction, Organizational commitment, Career preparedness, Career perception, Career commitment), ④ Organizational interventions variables.

The result of this research can be summarized as following. First, career orientation type of large corporations' office workers can be divided into three, and each group could be named as 『Advancement in organization oriented』,『Security of occupational·regional oriented』, 『Self-initiated ability development oriented』. Second, among demographic characteristic variances, significant relationship of Gender, the length of work and career orientation type could be found. Third, among Individual psychological variance, significant relationship of Internal value priority, External value priority, Change adaptability and career orientation type could be found. Fourth, among Career characteristic variances, significant relationship of Career perception and career orientation type could be found. Fifth, 『Advancement in organization oriented』group was investigated to prefer flexible benefit plans the most, followed by training/development opportunities. Sixth, the 『Security of occupational·regional oriented』group was investigated to prefer flexible benefit plans also the most, followed by training/development opportunities. Seventh,『Self-initiated ability development oriented』 group was investigated to prefer Individual compensation system the most, followed by Promotion/upward mobility. Additionally, they have shown high preferences in training/development opportunities, flexible benefit plans and succession planning.
The conclusion of the study derived from the results can be suggested as below. First, the career orientation type of domestic enterprise office workers could be categorized in three, each reflecting the differentiated career priorities of Korea. Second, career orientation types can be interpreted as result from accumulation of experiences and interaction with environment, and could be further influenced from related variances. Third, although provided with identical career development plan the psychological meaning for individuals can vary according to their career orientation type, and thus appropriate development plans should be provided according to individual's career orientation type.
Based on the result of this study, the following recommendations for future researches were proposed. First is to utilize longitudinal study. Second is to diversify in research subject. Additionally, the following two proposals are recommended for implementation of study outcomes considering the results. First is that the adequate organizational interventions should be provided according to each career orientation type. Second is that Career Path corresponding with each career orientations should be designed.

국문 초록 (Abstract)

이 연구의 목적은 국내 대기업 사무직 근로자의 경력지향성을 유형화하고, 경력지향성 유형과 관련 변인과의 관계를 분석하는 데에 있었다. 이 연구의 모집단은 우리나라 대기업 사무직 근로자 전체이다. 그러나 대기업 사무직 근로자 수를 정확하게 파악하기 어렵기 때문에, 연구자가 접근 가능한 목표모집단을 MK 기업정보에서 제공하고 있는 1000대 기업체 리스트를 활용하여 설정하였으며, 이에 따른 표본은 20개 대기업의 800명의 근로자였다.
자료 수집을 위한 조사도구로는 경력지향성 유형, 개인심리 변인, 경력특성 변인, 경력 개발 방식 선호도, 인구통계학적 특성에 대한 문항으로 구성된 설문지를 활용하였다. 이 중 경력지향성 유형 측정도구는 연구자가 선행연구 고찰을 통하여 ① 경력목표에 관한 관점, ② 경력주체에 관한 관점, ③ 선호하는 업무 스타일에 관한 관점, ④ 성과요인에 관한 관점, ⑤ 조직가치에 관한 관점, ⑥ 경력 이동방향에 관한 관점의 6가지로 구인화 모형을 설정한 후, 문항 반응형식 설정, 예비문항 작성, 내용타당도 검증, 예비조사, 본조사의 과정을 거쳐 개발하였다.
자료 수집은 2011년 10월 10일부터 시작하여 10월 31일까지 방문조사 및 우편조사, 온라인 조사를 통하여 이루어졌다. 선정된 20개 기업에 대해서는 개별적인 연락을 취하여 기업별로 1명씩 협력자를 섭외하였으며, 기업당 설문 가능한 인원을 파악하여 30~50명씩 조사하였다. 설문지는 총 20개 기업에 800부를 배포하였으며, 이 중 634부가 회수되었다. 회수된 설문지 중 불성실하게 응답하였거나, 한 문항이라도 응답하지 않은 경우, 중복하여 응답한 경우에 해당하는 자료는 제외하였으며, 이렇게 해서 총 591부를 분석에 사용하였다.
자료 분석은 ① 경력지향성 유형화 단계, ② 경력지향성 유형과 관련 변인과의 관계 분석 단계의 2단계로 진행되었다. 경력지향성 유형화 단계에서는 잠재집단분석을 활용하였으며 이 과정에서 도출되는 모형검증치(AIC, BIC, ABIC, Entropy, LRT 등)와 이론적 해석 가능성을 함께 고려하여 집단수를 선정하였다. 경력지향성 유형과 관련변인과의 관계 분석 단계는 각 경력지향성을 가지는 집단의 특성을 기술통계 분석 및 집단 간 차이분석, 다항로짓분석, 쌍별 비교분석을 통하여 파악하였다. 이때 관련 변인은 ① 인구통계학적 변인(성, 연령, 교육수준, 직급, 근무연한, 직무유형), ② 개인심리 변인(내적가치 선호도, 외적가치 선호도, 변화수용성, 일-가족 균형, 생활만족), ③ 경력특성 변인(직무만족, 조직몰입, 경력준비성, 경력관념성, 경력몰입), ④ 경력 개발 방식 변인이었다.
이 연구의 결과를 요약하면 다음과 같다. 첫째, 대기업 사무직 근로자의 경력지향성 유형은 3개로 구분되었으며, 각 유형은 조직기반 승진지향형, 직업·지역적 안정지향형, 자기주도적 역량추구형으로 명명되었다. 둘째, 인구통계학적 특성 변인 중에서는 성, 근무연한과 경력지향성 유형 간에 유의미한 관계를 확인할 수 있었다. 셋째, 개인심리 변인 중에서는 내적가치 선호, 외적가치 선호, 변화수용성과 경력지향성 유형 간에 유의미한 관계를 확인할 수 있었다. 넷째, 경력특성 변인 중에서는 경력관념성과 경력지향성 유형 간에 유의미한 관계를 확인할 수 있었다. 다섯째, 조직기반 승진지향형 근로자 집단은 유연한 복리후생을 가장 선호하는 것으로 나타났으며, 교육 훈련기회가 뒤를 이었다. 여섯째, 직업·지역적 안정지향형 근로자 집단의 경우에도 유연한 복리후생을 가장 선호하는 것으로 나타났으며, 교육 훈련기회가 뒤를 이었다. 일곱째, 자기주도적 역량추구형 근로자 집단은 개인보상 시스템을 가장 선호하였으며, 승진/상향이동이 뒤를 이었다. 이외에 교육 훈련기회, 유연한 복리후생, 승계계획에 대한 선호도도 매우 높은 수준인 것으로 분석되었다.
이 연구의 결과에 따른 결론을 요약하면 다음과 같다. 첫째, 우리나라 대기업 사무직 근로자들의 경력지향성 유형은 3가지로 구분될 수 있으며, 각 경력지향성 유형에는 우리나라의 독특한 경력 양상이 반영되어 있다. 둘째, 경력지향성은 일에 대한 경험이 축적되고, 환경과 상호작용하면서 형성되는 것으로, 관련 변인의 영향을 받아 변화할 수 있다. 셋째, 경력지향성에 따라 같은 유형의 경력 개발 방식에 부여되는 심리적인 의미가 다르며, 경력지향성 유형에 맞추어 적합한 경력 개발 방식을 제공해야 한다.
이 연구의 결과를 기초로 후속 연구를 위하여 다음과 같은 사항이 제언되었다. 첫째, 종단적 연구방법의 활용이다. 둘째, 문화별·대상별로 연구대상을 다양화하는 것이다. 또한, 이 연구의 결과를 기초로 연구 결과의 활용을 위하여 다음과 같은 사항이 제언되었다. 첫째, 각 경력지향성에 유형에 적합한 경력개발 방식 및 보상들이 제공되어야 한다. 둘째, 각 경력지향성에 부합하는 경력경로를 설계하여야 한다.

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