AI 채용 면접의 지각된 특성이 고용주 브랜드 이미지 및 평가수용적 지원의도에 미치는 영향 = Effects of Perceived Characteristics of AI Recruitment Interviews on Employer Brand Image and Evaluation-Acceptance Application Intention

국문 초록 (Abstract)

본 연구는 AI 면접을 단순한 후보자 선발 도구를 넘어, 구직자가 조직의 가치와 고용주 브랜드의 의미를 해석하는 디지털 채용 접점으로 개념화하 였다. 이를 바탕으로 AI 면접의 지각된 특성이 가치일치성, 고용주 브랜드 이미지, 평가수용적 지원의도에 미치는 구조적 관계를 분석하고, 가치일치 성과 고용주 브랜드 이미지의 매개효과를 검증하였다.
AI 면접 지각특성은 기업이 보유한 AI 면접 기술의 객관적 속성이 아니 라, 구직자가 AI 면접이라는 평가 절차를 경험하는 과정에서 형성한 평가 방식에 대한 주관적 인식을 의미한다. AI 면접 긍정적 지각특성은 AI 면접 을 객관적이고 공정하며, 자신의 역량을 표현하기에 충분하고, 진행 방식이 자신의 성향이나 선호하는 방식과 적합한 평가방식으로 인식하는 정도를 의미한다. 반면 AI 면접 부정적 지각특성은 사전 준비 과정이 까다롭고 절 차가 불필요하게 복잡하며, 기술적 오류나 접속 끊김 가능성으로 인해 불 안을 느끼는 정도를 의미한다.
가치일치성은 기업의 혁신성, 공정성, 인재 존중 문화, 미래 비전이 자신의 직업적 가치와 부합한다고 지각하는 정도로 정의하였다. 고용주 브랜드 이 미지는 구직자가 해당 기업을 공정하고 체계적이며 신뢰할 수 있는 고용주 로 인식하는 정도를 의미한다. 평가수용적 지원의도는 AI 면접 경험 이후 해당 기업에 대해 형성된 우선지원 의향, 입사의향, 지원 지속의지를 포괄 하는 행동의도를 뜻한다.
실증분석을 위하여 최근 2년 이내 AI 면접 또는 AI 역량검사 경험이 있 는 구직자 513명을 대상으로 설문조사를 실시하였고, SPSS와 AMOS를 활 용하여 탐색적 요인분석, 확인적 요인분석, 신뢰도 분석, 판별타당성 검증, 구조방정식모형 분석 및 부트스트래핑을 수행하였다.
분석 결과, AI 면접 긍정적 지각특성은 가치일치성에 유의한 정（+）의 영 향을 미쳤으며, 가치일치성은 고용주 브랜드 이미지에, 고용주 브랜드 이 미지는 평가수용적 지원의도에 각각 유의한 정（+）의 영향을 미쳤다. 또한 AI 면접 긍정적 지각특성이 가치일치성과 고용주 브랜드 이미지를 순차적 으로 거쳐 평가수용적 지원의도에 미치는 특정 간접효과는 통계적으로 유 의하였다. 반면, AI 면접 부정적 지각특성이 가치일치성에 미치는 직접효 과와 가치일치성 및 고용주 브랜드 이미지를 순차적으로 거쳐 평가수용적 지원의도에 미치는 특정 간접효과는 통계적으로 유의하지 않았다.
본 연구는 AI 면접을 기술수용의 대상이 아니라 구직자가 기업의 가치와 고용주 브랜드를 해석하는 디지털 채용 접점으로 확장하여 재개념화하였다 는 점에서 이론적 의의를 가진다. 실무적으로는 기업이 AI 면접을 단순한 선발 자동화 도구가 아니라 지원자의 객관성·공정성 인식, 역량 표현 가능 성, 평가방식 적합성, 기술적 안정성, 브랜드 신뢰가 함께 형성되는 전략적 채용 접점으로 관리해야 함을 시사한다.

주요어: AI 면접, AI 면접 지각특성, 가치일치성, 고용주 브랜드 이미지, 평가수용적 지원의도

목차 (Table of Contents)

• 목차
• Ⅰ. 서론 ······················································································································ 1
• 1.1 연구의 배경 ····································································································· 1
• 1.2 연구의 목적 ····································································································· 5
• 1.3 연구의 방법 및 구성 ····················································································· 7
• Ⅱ. 이론 고찰 ······································································································· 9
• 2.1 AI 면접의 개념 및 선행연구 ········································································ 9
• 2.2 AI 면접 지각특성 ························································································ 15
• 2.3 가치일치성 ······································································································ 22
• 2.4 고용주 브랜드 이미지 ················································································ 26
• 2.5 평가수용적 지원의도 ·················································································· 30
• Ⅲ. 연구모형 및 가설 ··················································································· 36
• 3.1 연구모형 ········································································································ 36
• 3.2 가설 설정 ······································································································ 37
• 3.2.1 AI 면접 긍정적 지각특성과 가치일치성의 관계 ·························· 37
• 3.2.2 AI 면접 부정적 지각특성과 가치일치성의 관계 ·························· 39
• 3.2.3 가치일치성과 고용주 브랜드 이미지의 관계 ································· 40
• 3.2.4 고용주 브랜드 이미지와 평가수용적 지원의도의 관계 ··············· 40
• 3.2.5 가치일치성과 고용주 브랜드 이미지의 매개효과 ························· 42
• 3.3 변수의 조작적 정의와 측정 ······································································ 45
• Ⅳ. 연구방법 ········································································································· 49
• 4.1 자료 수집 및 분석 방법 ·············································································· 49
• 4.1.1 표본 설계 및 자료수집 ········································································· 49
• 4.1.2 분석 방법 ································································································· 50
• Ⅴ. 실증 분석 및 결과 ················································································· 51
• 5.1 표본의 특성 ···································································································· 51
• 5.2 기술통계량 분석 ·························································································· 52
• 5.3 측정도구의 신뢰도 분석 및 타당성 검토 ················································ 54
• 5.3.1 탐색적 요인분석（EFA） ······································································· 54
• 5.3.2 확인적 요인분석 및 신뢰도 분석 ····················································· 56
• 5.3.3 판별타당성 검증 ··················································································· 59
• 5.3.4 동일방법편의 검증 ··············································································· 60
• 5.4 구조모형 분석 및 가설 검증 ···································································· 64
• 5.4.1 구조모형 적합도 및 주효과 검증 ····················································· 64
• 5.4.2 순차적 매개효과 검증 ········································································· 65
• 5.4.3 응답자 특성 및 AI 면접 경험 특성에 따른 추가분석 요약 ···· 68
• 5.5 검증결과의 요약 ·························································································· 73
• Ⅵ. 결론 ················································································································· 75
• 6.1 연구 결과의 요약 ························································································ 75
• 6.2 이론적 시사점 ······························································································ 77
• 6.3 실무적 시사점 ······························································································ 79
• 6.4 연구의 한계 및 향후 연구방향 ································································ 82
• 참고문헌 ···················································································································· 85
• 부록 ··························································································································· 100
• ABSTRACT ··········································································································· 104
• [표 차례]
• 〈표 2-1〉 AI 면접 및 지원자 반응 관련 주요 선행연구 요약 ···················· 14
• 〈표 2-2〉 선행연구를 바탕으로 한 구직자 관점의 AI 면접 지각특성 구성 ···· 22
• 〈표 2-3〉 지원의도와 평가수용적 지원의도의 비교 ······································ 35
• 〈표 3-1〉 연구가설 요약 ······················································································ 45
• 〈표 3-2〉 설문지의 구성 ······················································································ 48
• 〈표 5-1〉 인구통계학적 특성 ················································································ 51
• 〈표 5-2〉 주요 측정 변수의 기술통계 및 정규성 검토 결과 ······················ 53
• 〈표 5-3〉 이론모형 순서에 따른 탐색적 요인분석 결과 ······························ 56
• 〈표 5-4〉 확인적 요인분석 및 신뢰도 검증 결과 ·········································· 58
• 〈표 5-5〉 구성개념 간 상관관계 및 판별타당성 검증 결과 ·························· 60
• 〈표 5-6〉 공통잠재요인（CLF） 투입 전후 모형 적합도 비교 ······················· 61
• 〈표 5-7〉 CLF 투입 전후 문항별 표준화 요인부하량 변화 ························ 62
• 〈표 5-8〉 CLF 포함 구조모형의 주요 구조경로 안정성 검토 ······················ 63
• 〈표 5-9〉 구조모형의 가설 검증 결과 ······························································ 65
• 〈표 5-10〉 부트스트래핑을 이용한 특정 간접효과 검증 결과 ···················· 67
• 〈표 5-11〉 응답자 특성 및 AI 면접 경험 특성에 따른 추가분석 요약 ····· 69
• 〈표 5-12〉 합격 여부에 대한 로지스틱 회귀분석 결과 ································ 71
• 〈표 5-13〉 가설 검증 결과 요약 ········································································ 74
• 〈표 6-1〉 AI 면접 운영을 위한 핵심 관리 영역 ·············································· 81
• [그림 차례]
• 〈그림 3-1〉 연구모형 ······························································································ 36