직업상담사의 슈퍼비전 참여 결정요인에 관한 실증분석 : 개인·기관 특성과 보유역량수준을 중심으로

Supervision is a structured process that enhances counselors’ competencies by systematically addressing their practice processes, thoughts, and emotions and by providing professional feedback, thereby playing a critical role in the development of professional expertise. In particular, career counselors, as professionals who support the career development of job seekers and reemployed individuals, face complex administrative tasks, emotional labor, and relatively low recognition of professional expertise, which increases the need for supervision. However, unlike the fields of counseling psychology or social work, supervision in the field of career counseling has not been fully institutionalized, and organizational structures that systematically support counselors’ professional growth within administratively oriented management systems remain limited. Moreover, despite differences between public and private institutions, counselors’ career stages, and levels of perceived competencies, empirical studies that comprehensively examine factors influencing participation in supervision are relatively scarce. Accordingly, this study examined the associations between career counselors’ individual characteristics, institutional characteristics, and perceived competency levels and their participation in supervision. A survey was conducted with 275 employment service practitioners working in public employment centers and private contracted institutions nationwide. Data were analyzed using chi-square tests, independent-samples t-tests, and binary logistic regression analysis. The results of the chi-square analyses indicated significant differences in supervision participation by age, length of career counseling experience, type of institution, and work region, with higher participation rates observed among counselors aged 40 years or older and those with five or more years of experience. In addition, counselors who participated in supervision demonstrated significantly higher levels of perceived competencies across all domains of knowledge, attitudes, and skills compared to non-participants. However, the results of the binary logistic regression analysis showed that age, career counseling experience, and work region were significantly associated with supervision participation, whereas type of institution and perceived competency levels were not significant predictors when other variables were controlled. These findings indicate that career counselors’ participation in supervision is closely related to their career development stage and the contextual characteristics of their work environment. By empirically identifying factors associated with supervision participation among career counselors, this study provides foundational evidence for the development of tailored supervision systems that reflect career stages and for the design of institutional support strategies that consider regional conditions.