Multilevel Analysis Study on Determinants of Career Commitment among Social Workers

사회복지사의 경력몰입 결정요인에 대한 다층분석연구

  • 전희정 (광주여자대학교 상담심리학과) ;
  • 이동영 (가톨릭관동대학교 사회복지학과)
  • Received : 2015.10.26
  • Accepted : 2015.11.14
  • Published : 2016.01.28


Based on the premise that a systematic career process was one of the essential elements of successful task performance both for individuals and the organization in the field of social welfare, this study set out to empirically analyze factors influencing the career commitment of social workers at a multidimensional level and provide practical implications for the directionality of career management on the basis of data with theoretical and statistical accuracy. For those purposes, the study collected individual and organizational characteristics data from 787 social workers at 46 agencies through a structured questionnaire and analyzed influential factors through the multilevel analysis technique by taking organizational effects into account. The analysis results show that explanations by the organization characteristics recorded significant 15% in the total variance of career commitment and that its influential factors included such significant variables as the protean career attitude, desire for growth, human network, and self-efficacy at the individual level and also the qualification compensation system at the organizational level. The study then proposed and discussed integrated practice strategies between individuals and agencies as the measures to promote career success through the activation of individual factors based on the consideration of organizational effects such as the application of an employee assistant program, provision of incentives to professional career development, and shift to a learning organization.


Career Commitment;Multilevel Analysis;Protean Career Attitude;Desire for Growth;Human Network;Self-efficacy;Employee Assistance Program;Learning Organization


  1. S. M. Colarelli and R. C. Bishop, "Career commitment: Functions, correlates, and management," Group Organization Management, Vol.15, No.2, pp.158-176, 1990.
  2. U. E. Gattiker and L. Larwood, "Predictors of managers' career mobility, success, and satisfaction," Human Relations, Vol.41, No.8, pp. pp.569-591, 1988.
  3. G. L. Blau, "The measurement and prediction of career commitment," Journal of Occupational Psychology, Vol.58, No.4, pp.277-288, 1985.
  4. M. B. Arthur and D. M. Rousseau, The boundaryless career, NY: Oxford University Press, 1996.
  5. D. T. Hall, "Protean careers of the 21st century," Academy of Management Executive, Vol.10, No.4, pp.8-16, 1996.
  6. M. E. Gist, C. Schwoerer, and B. Rosen, "Effects of alternative training methods on self-efficacy and performance in computer software training," Journal of Applied Psychology, Vol.74, No.6, pp.884-891, 1989.
  7. 이수광, 최우성, "호텔 종사원의 경력특성이 경력몰입과 고객지향성에 미치는 영향," 경영학연구, 제35권, 제2호, pp.557-577, 2006,
  8. 강철희, 정상원, "사회복지사 경력성공 인식의 영향요인에 관한 연구: 경력만족과 고용가능성을 중심으로," 한국사회복지행정학, 제9권, 제3호, pp.63-93, 2007.
  9. 김정원, "프로티언 경력태도, 무경계 경력태도 및 주관적 경력성공의 관계분석," 대한경영학회지, 제23권, 제4호, pp.1899-1915, 2000.
  10. J. W. Lounsbury, S. H. Park, E. Sundstrom, J. M. Williamson, and A. E. Pemberton, "Personality, career satisfaction, and life satisfaction: Test of a directional model," Journal of Career Assessment, Vol.12, No.4, pp.395-406, 2004.
  11. 이기은, 경력몰입의 결정요인과 경력몰입이 구성원의 태도에 미치는 영향: 연구전문직 종사자를 대상으로, 서강대학교, 박사학위논문, 2000.
  12. 임범식, 탁진국, "경력몰입의 선행변인: 고용형태와 직무형태에 따른 차이," 한국심리학회지 산업 및 조직, 제15권, 제2호, pp.67-82, 2002.
  13. D. T. Hall and J. E. Moss, "The new protean career contract: Helping organizations and employee adapt," Organizational Dynamics, Vol.40, pp.22-37, 1998.
  14. E. A. Locke, K. McClear, and D. Knight, "Self-esteem and work," International Review of Industrial/Organizational Psychology, Vol.11, pp.1-32, 1996.
  15. S. E. Seibert, J. M. Crant, and M. L. Kraimer, Proactive personality and career success. Journal of Applied Psychology, Vol.84, No.3, pp.416-427, 1999.
  16. 서균석, 박동진, 김태형, 김부희, "개인과 조직의 경력관리가 경력만족, 경력전망 및 경력몰입에 미치는 영향," 경영학연구, 제32권, 제6호, pp.1715-1739, 2003.
  17. T. A. Judge and R. D. Bretz, "Political influence behavior and career success," Journal of Management, Vol.20, No.1, pp.43-65, 1994.
  18. T. A. Judge, E. A. Locke, and C. C. Durham, "The dispositional causes of job satisfaction: A core evaluations approach," Research in Organizational Behavior, Vol.19, pp.151-188, 1997.
  19. C. Cherniss, "Career commitment in human service professionals: A biographical study," Human Relations, Vol.44, No.2, pp.419-437, 1991.
  20. P. J. Hass, "A comparison of training priorities of local government employee and their supervisors," Public Personnel Management, Vol.20, No.2, pp.225-247, 1991.
  21. 이동하, 탁진국, "주도성과 핵심자기평가가 경력성공에 미치는 영향에 관한 연구: 경력계획을 매개변인으로," 한국심리학회지: 산업 및 조직, 제21권, 제1호, pp.83-103, 2008.
  22. 이동영, 이정주, "장애인근로자의 직무만족에 미치는 조직효과분석: 한국장애인고용패널자료를 활용한 위계적 선형모형의 적용," 사회보장연구, 제23권, 제1호, pp.177-203, 2003.
  23. 장은주, 박경규, "성별에 따른 개인특성 및 사회적 자본과 주관적 경력성공과의 관계," 경영학연구, 제34권, 제1호, pp.141-166, 2005.
  24. R. W. Lent and G. Hackett, "Career self-efficacy: Empirical status and future directions," Journal of Vocational Behavior, Vol.30, No.3, pp.347-382, 1987.
  25. M. J. Ginzberg and J. J. Baroudi, "Predictors for manager's career mobility, success and satisfaction," Human Relations, Vol.41, No.8, pp.569-591, 1988.
  26. S. Aryee and K. Tan, "Antecedents and outcomes of career commitment," Journal of Vocational Behavior, Vol.40, No.3, pp.288-305, 1992.
  27. S. J. Wayne, R. C. Liden, M. L. Kraimer, and I. K. Graf, "The role of human capital, motivation and supervisor sponsorship in predicting career success," Journal of Organizational Behavior, Vol.20, pp.577-595, 1999.<577::AID-JOB958>3.0.CO;2-0
  28. 강흥구, "사회복지사의 직무특성이 직무만족에 미치는 영향에 관한 연구," 한국사회복지학, 제58권, 제2호, pp.355-375, 2006.