조직 구성원의 자기주도학습과 주관적 경력 성공의 관계에서 경력 메타역량의 매개효과 = The Mediating Effects of Career Meta-competency in the Relationship between Self-Directed Learning of Employees and Subjective Career Success

다국어 초록 (Multilingual Abstract)

In accordance with the increasing uncertainty in an career environment, employees become interested in pursuing subjective career success through career development from following traditional career success. Therefore, this study examines the effects of self-directed learning on career meta-competency and subjective career success through an empirical study. Based on the results of this study, the factors that individuals and organizations should consider for the pursuit of individual career development and organizational development are discussed.
Data was collected by a questionnaire from 256 general management staff working for various companies. The results of this study are as follows. First, the higher level of self-directed learning is the higher level of career meta-competency. Second, it is shown that the higher level of self-directed learning is the higher level of subjective career success. Third, career meta-competency has mediating effects in the relationship between self-directed learning and subjective career success.
The implications of the results of this study are the following. In an unstable career situations employees should develop career meta-competency through various ways of self-directed learning. Also organizational support needs to connect the individual's effort for career development with organizational values.

국문 초록 (Abstract)

기업환경이 불확실해지고 경쟁이 날로 심화됨에 따라 조직 구성원들은 전통적 관점에서의 경력 성공보다는 개인이 주도적으로 경력을 개발해 나가는 주관적 경력 성공에 더 많은 관심을 갖게 되었고, 이를 위해 스스로 역량을 함양하기 위한 노력을 기울이고 있다. 이에 본 연구에서는 자기주도학습이 경력 메타역량과 주관적 경력 성공에 미치는 영향을 살펴보고, 개인의 경력 메타역량이 자기주도학습과 주관적 경력 성공에 매개역할을 하는지 검증하고자 하였다.
기업과 공공기관의 사무직 근로자 256명을 대상으로 설문조사한 결과, 자기주도학습이 잘 이루어질수록 주관적 경력 성공을 높게 인식하는 것으로 나타났다. 특히 개인의 경력 메타역량은 자기주도학습이 주관적 경력 성공을 가져오는데 있어 매개 효과를 갖는 것으로 나타났다. 따라서 조직 내 불확실한 경력 상황에서 구성원들이 자기주도적으로 학습할 수 있는 능력배양과 환경을 조성하여 경력 메타역량을 높일 수 있도록 하고, 더불어 조직 구성원 개인의 경력 개발 노력이 조직의 가치와 연계될 수 있도록 조직 차원에서 제도적으로 지원할 수 있는 방안과 전략을 강구해야 할 것이다.

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