본 연구는 441명의 직장인들을 대상으로 설문 조사를 실시하여 직장인들이 경험하는 직무소진에서 남녀 차이가 나타나는지 탐색적으로 알아보았다. 직무소진을 설명하는 직무요구-자원 모형에 따라 업무의 특성을 직무요구(양적업무량, 역할갈등, 정서적 요구)와 직무자원(업무자율성, 사회적지지, 교육개발기회)으로 분류하였으며, 여기에 직무소진과 관련 있는 인구통계 변인(연령, 직위, 연소득, 근무연수, 결혼여부)을 추가하여 직무소진을 예측하는 요인들의 상대적 영향력을 살펴보았다. 연구 결과, 남성 직장인들의 업무특성(직무요구, 자원)에 대한 인식 수준이 여성 직장인들에 비해 높은 경향이 있었으며, 정서적 요구와 직무요구 평균에서 유의한 차이가 나타났다. 또한 남녀 직장인은 직무소진 전반 및 하위 구성요인인 정서적 소진, 냉소, 직업효능감의 감소에서 유의한 차이를 나타내지 않아, 직장인의 성별 자체가 직무소진의 주요한 예측변인이 아니라는 선행연구 결과를 지지하였다. 직무소진의 하위요인에 대한 회귀분석을 실시한 결과, 남녀의 직무소진을 예측하는 선행변인의 영향력은 상이한 것으로 나타났다. 마지막으로 본 연구가 지니는 의의, 한계 및 향후 연구를 위한 제안점을 논의하였다.
Present study explored gender differences on job burnout among 441 South Korean employees. According to job demands-resources model, job characteristics were divided into two categories as job demands(workload, role conflict, emotional demands) and job resources(autonomy, social support, opportunities to learn). Demographic variables were also included in regression analyses to test influences on burnout among predictors. Results show that male employees reported rather higher levels of job demands and resources than female employees, and the levels of emotional demands and overall job demands were significantly different. Male and female employees showed no significant differences on burnout levels. This supports the earlier finding of Maslach & Jackson(1985) that gender itself is not a strong predictor of employee burnout. Regression analyses indicated that the importance of predictors on three burnout constructs was different between male and female employees. Based on the results, implications, limitations, and suggestions for further researches were discussed.
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