최근에 심리학 및 경영학 분야에서 일터영성의 개념이 주목받고 있다. 그러나, 연구자들마다 서로 조금씩 다르게 일터영성을 정의하면서 아직까지 합의된 정의나 포괄적인 개념이 부재한 실정이다. 이에 따라, 본 연구는 먼저 일터영성을 포괄적으로 개념화하고, 이를 측정할 수 있는 측정 척도를 개발할 목적으로 수행하였다. 먼저 연구 1에서는 일터영성 5요인 모형을 제안하고 일터영성척도를 개발하였다. 연구 2에서는 확인적 요인분석을 통해 일터영성의 5요인 구조를 확인하고 교차타당화 작업을 수행하였다. 또한, 연구 3에서는 일터영성과 관련 개념들 간에 변별 타당화 연구를 수행하였다. 본 연구에서 정의하는 일터영성이란 일과 조직이라는 환경 속에서 개인이 삶의 의미와 목적을 찾고, 더 나은 존재적 가치를 실현하려는 인간 본연의 심리적 의식상태를 말한다. 일터영성은 다음의 5가지 하위 차원들을 포괄하는 것으로 개념화하였다: ① 자신에 대한 내면의식(a sense of inner life), ② 일에 대한 소명의식(a sense of calling), ③ 타인에 대한 공감의식(a sense of empathy), ④ 조직에 대한 공동체의식(a sense of community), ⑤ 세상에 대해 자신을 넘어서는 초월의식(a sense of transcendence). 연구 결과, 탐색적 요인분석을 통해 일터영성 5요인 모형이 지지되었으며, 교차타당화 및 확인적 요인분석을 통해 5요인 구조가 확인되었다. 또한 변별타당화 연구를 통해 일터영성의 개념이 주관적 안녕감, 직장생활의 질, 일가치감 등의 관련 개념들과 잘 변별되는 것으로 나타났다. 끝으로, 일터영성의 5요인 모형 및 일터영성척도가 향후 일터영성 연구에 기여할 수 있는 이론적 의의 및 실제적 시사점들이 논의되었다.
The purpose of the present study is to propose comprehensive conceptual model of workplace spirituality(WS) and to develp a scale that can measure the WS. In study 1, the five-factor model of WS was proposed, and 39 items were developed for constructing workplace spirituality index(WSI) scale. The 5-factor model of WS included the followings: 1) ‘a sense of inner life’ toward oneself, 2) ‘a sense of calling’ toward one's work, 3) ‘a sense of empathy’ toward one's colleagues, 4) ‘a sense of community’ toward on's organization, and 5) ‘a sense of transcendence’ above and beyond one's ego. A sample of 239 participants from six global companies completed the scale, and an exploratory factor analysis showed 5 factor structure, and 23 items were selected to constuct a final WSI scale. In study 2, a cross-validation study was conducted with a sample of 161 participants. A confirmatory factor analysis indicated a satisfactory fit for the 5-factor model of WS, and a secondary factor analysis revealed that the five factors were well converged into the higher factor of the whole WS. In study 3, a discriminant validation study was conducted with a sample of 400 employees to show a discriminant validity between WS and subjective well-being (SWB), quality of working life (QWL), and perceived value of work (PVW). The results showed that WS was a different construct with the above related concepts. Finally, theoretical and practical implications were discussed, and limitations and future suggestions were described.
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