성별에 따른 개인특성 및 사회적 자본과 주관적 경력성공과의 관계
Relationship of Personal Characteristics andSocial Capital to Subjective Career Success:The Moderating Effect of Gender
장은주(경인여자대학); 박경규(서강대학교)
34권 1호, 141~166쪽
초록
최근 한 직장에서 평생 고용을 보장받기 어렵게 되자 직장인들의 조직 이동이 증가하고 있다. 이러한 현상으로 인해 노동시장에서의 재고용 가능성은 과거 조직내에서의 성공만큼 조직 구성원에게 중요한 문제가 되었다. 나아가 사람들의 가치가 당양해지면서 자신의 경력을 어떻게 인지하느냐도 경력성공을 판단하는 중요한 기준이 되었다. 따라서 본 연구에서는경력만족과 고용가능성을 주관적 경력성공으로 간주하고 개인특성과 사회적 자본이 이에 미치는 영향을 살펴보았다. 최근여성의 경제활동이 활발해졌으나 여성을 대상으로 한 경력 성공 연구가 거의 이루어지지 않았다. 따라서 본 연구에서는성별의 조절효과를 살펴봄으로써 남녀간의 경력성공의 차이를 살펴보았다. 국내 외국계 금융기관의 직장경력 5년 이상인 남녀 201명을 대상으로 개인특성(성장욕구, 정치적 행동성향)과 사회적 자본(상사지원, 비공식적 네트워크의 크기)이 주관적 경력성공에 미치는 영향을 분석하였다. 성장욕구, 정치적 행동성향, 상사지원이 경력만족에 정(+)의 영향을 미쳤고, 고용가능성에 영향을 미치는 요인으로는 성장욕구, 정치적 행동성향, 비공식적 네트워크의 크기로 나타났다. 성별에 따른 조절효과를 살펴본 결과 개인특성 변수들은 성별에 따른 조절효과가 나타나지 않았으나 상사지원이 경력만족에 미치는 영향과 상사지원 및 비공식적 네트워크의 크기가 고용가능성에 미치는 영향은 성별에 따라 차이를 보였다. 이는 여성의 개인적 특성이 아니라 이들이 지닌 사회적 자본에 따라 주관적 경력성공에차이가 있으므로 우수한 여성인력을 통해 경쟁력을 높이고자하는 기업은 여성에게도 남성과 동등한 지원을 할 필요가 있음을 보여준다.
Abstract
In the past, career success has been defined by the number of promotions, annual compensation or position level. So studies on career success have been focussed on finding factors affecting the objective career success. But as today’s organizations no longer offer lifelong employment, individuals put stress on psychological satisfaction with his overall career and employability in the open labor market rather than rapid promotion or high compensation in an organization. That is, shift in employment contracts from relational to transactional infers a paradigm shift in career success. Therefore, in this study subjective career success was measured in terms of two dimensions: career satisfaction and employability. Through literature review, personal characteristics(growth needs, political behavior disposition) and social capital(supervisor support, informal network) were chosen as the predictors of dependent variable, which were not given much attention before. So the first purpose of this research is to investigate how these affect the subjective career success. Second, seeing that highly-educated female workforce has been continuously increased, women’s career is an important issue for female themselves and the organizations that employ women; therefore, gender was chosen as the moderating variable To achieve the purpose of this research, data were collected in 21 American and European banks acting in Korea by questionnaire. Also the sample was restricted to individuals with more than 5 year working experiences, for individuals need to look back over their career. In order to test hypotheses, actually 201 samples were analyzed with multiple regression analysis. Results is that growth needs, political behavior disposition and supervisor support had positive effects on career satisfaction and that the factors affecting employability were growth needs, political behavior disposition and informal network. Furthermore it was analyzed if gender moderates the relationship between independent variables and dependent variables. Gender moderated the relationships; supervisor support and career satisfaction, supervisor support and employability, informal network and employability. But gender did not moderate the relationship between personal characteristics and subjective career success. The implications of this research may be summarized as follows. First, career success was defined by career satisfaction and employability, which reflect the change of employment contract, people’s value, etc. Second, there was difference in factors that affect male’s and female’s career success; supervisor support and informal network did affect career satisfaction and employability differently between men and women. Therefore, organizations need to support women employees so that they can make the career success.
- 발행기관:
- 한국경영학회
- 분류:
- 경영학