초록

기존 연구는 경력에 있어 임금, 승진, 직급과 같은 객관적인 가치뿐만 아니라 경력에서 느끼는 개인의 심리적인 주관적 가치에도 관심을 기울여야 한다는 것을 시사한다. 이러한 선행 연구결과를 바탕으로 이 연구는 경력몰입과 경력만족에 있어 조직특성과 개인특성이 어떠한 영향을 미치는가와 그러한 관계에서 직무적합성의 매개효과를 검증하는데 목적이 있다. 이를 위해 서울에 소재한 전자산업 분야의 대기업인 A기업에 소속된 근무연한 3년 이상, 사무직 232명을 대상으로 설문조사를 실시하였다. 설문지에는 조직특성 변인으로 상사의 지원과 성장기회가, 개인특성 변인으로는 자아존중감과 고용가능성이 사용되었고, 직무적합성, 경력몰입과 경력만족 변인이 포함되었다. 연구 결과 첫째, 조직특성은 경력몰입과 경력만족에 정(+)의 유의미한 영향을 미치고, 개인특성은 경력몰입과 경력만족에 직접적인 영향을 주지 못하였다. 둘째, 직무적합성에는 개인특성만이 정(+)의 유의미한 관계를 보여주는 것으로 나타났다. 셋째, 직무적합성은 경력몰입에 정(+)의 유의미한 영향을 미치는 반면, 경력만족에는 아무런 영향을 미치지 못하였다. 넷째, 직무적합성은 개인특성과 경력몰입간의 관계를 매개를 하고 있다. 이론적인 면에서 이 연구는 조직특성이 경력몰입과 경력만족에 영향을 미치는 인과모형 뿐만 아니라 개인특성이 직무적합성을 매개로 경력몰입에 영향을 주는 인과모형을 제시하였다. 실무적으로는 조직차원의 경력에 대한 제도와 지원을 일반 사무직에게까지 확대해야 할 필요성을 확인하였다. 이러한 연구 결과를 바탕으로 시사점과 연구의 한계 그리고 향후 연구방향이 논의되었다.

키워드

조직특성, 개인특성, 직무적합성, 경력몰입, 경력만족

참고문헌(109)open

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