기업 상담을 위한 적응적 창의성 측정도구의 개발 및 타당화

Abstract

그동안 기업에서의 창의성 연구는 주로 업무성과의 기여에 대해 논의되어져 왔으나, 최근에는 창의성의 개인의 심리적 과정을 살펴본 연구들이 증가하고 있으며 점차적으로 다양한 요소들을 포함하는 창의성의 통합적 접근이 강조되고 있다. 하지만 기존의 창의성 측정도구들은 조직구성원으로서의 개인 창의성을 통합적으로 구현하고 있지 못하며, 대부분 외국에서 개발된 척도를 사용하고 있기 때문에 국내의 조직이나 한국 문화적 상황을 이해하는데 한계가 있다. 특히 최근 많은 기업들이 직원들에 대한 심리상담 서비스를 제공하고 있으며 이러한 추세에 맞춰 기업 상담의 목적에 부합되는 새로운 척도의 개발이 요구되는 실정이다. 따라서 본 연구의 목적은 국내 기업 상담 현장에서 유용한 도구로 활용될 수 있는 적응적 창의성 측정도구를 개발하고 타당화 하는 것이다. 본 연구에서 적응적 창의성이란 주어진 환경에 최적화된 개인의 창의성을 반영하며, 창의성에 대한 조직의 업무 성과적 요인뿐만 아니라 개인 심리적 요인을 포함한 통합적인 관점에서 정의하였다. 연구대상은 국내 다양한 기업에 종사하는 성인 남녀 조직구성원이었다. 먼저 예비 단계에서는 문항을 개발하기 위하여 총 334명의 설문조사 및 17명의 인터뷰를 통해 의견을 수집하였다. 수집된 항목들은 5인의 학계전문가 및 5인의 기업 현장 전문가들로부터 내용타당도를 검증하였다. 본 연구에서는 추출된 문항자료에 대하여 조직구성원 363명을 대상으로 탐색적 요인분석(EFA)을 실시하였다. 이를 통해 적응적 창의성 측정도구의 최종 문항을 선정하고 하위 요인을 이론적 근거에 의해 명명하여 모형을 수립하였다. 마지막으로 본 연구에서 개발된 측정도구 모형을 검증하기 위해 확인적 요인분석(CFA)을 실시하였으며, 조직구성원 644명을 대상으로 온라인 및 오프라인 방식을 활용하였다. 그리고 적응적 창의성의 하위 요인들과 기존 창의성 척도, 조직의 업무성과 관련 변인들, 개인 심리 관련 변인들과의 상관분석을 실시하여 준거관련 타당도를 검증하였다. 이와 같은 과정을 거쳐 본 연구에서 개발된 적응적 창의성 척도와 주요 연구결과를 요약하면 다음과 같다. 첫째, 적응적 창의성 가설모형이 탐색적 요인분석(EFA)을 통해 수립되었으며 최종적으로 20문항이 완성되었으며 선행 이론을 참고하여 구성된 4 요인은 ‘변화 지향적 동기(5문항)’, ‘협력적 의사소통(5문항)’, ‘통합적 인지(5문항)’, ‘업무 효율적 행동(5문항)’으로 명명하였다. 둘째, 모든 요인별 내적 신뢰도 계수는 양호하였으며 전체 신뢰도 계수도 적절하였다. 셋째, 적응적 창의성 가설모형의 검증을 위해 구조방정식으로 확인적 요인분석(CFA)을 실시한 결과, 4 요인 모형은 양호한 적합도를 나타내었으며 교차타당도가 검증되었다. 넷째, 기존에 사용되는 창의성 측정도구 중, 직원창의성 척도(Zhou & George, 2001) 및 창의적 인재역량 척도(지은림, 주언희, 2012)와의 상관분석 결과, 적응적 창의성의 4개 하위요인들이 이들과 통계적으로 유의한 것으로 나타나 공인타당도가 검증되었다. 또한 조직의 업무성과 관련 변인(과업수행, 업무성과, 업무열의) 및 개인 심리 관련 변인(직업 안녕감, 삶의 만족도)과의 상관분석에서도 통계적으로 유의한 관련성이 확인되어 준거타당도가 검증되었다. 종합적으로 본 측정도구의 신뢰도 및 타당도는 양호한 것으로 확인되었다. 따라서 본 연구에서는 적응적 창의성의 요인을 동기, 사회성, 인지, 행동의 네 가지 분류로 탐색하였으며 이를 반영한 새로운 창의성 측정도구를 개발하였다. 본 연구에서 개발된 도구는 조직의 업무 성과 및 개인의 심리적 과정을 동시에 반영하는 유용하고 효율적인 측정도구임이 확인되었으므로, 기업에서 적합한 창의성 수준을 자가진단하고 개발하고자 하는 구성원들이 효율적으로 활용할 수 있을 것으로 기대된다. 또한 기업 상담 및 교육 현장의 전문가들은 구성원들의 창의성을 함양하기 위해서 개인의 업무 성과와 심리적 안녕감을 고려할 필요가 있겠다. 마지막으로 본 연구의 제한점과 후속 연구를 위한 제언을 논의하였다.|Although creativity in workplace has been mainly discussed in a context of work performance, a number of studies on its psychological process have been recently increased, highlighting the integrated approach encompassing various psychological factors of creativity. However, creativity scales in previous studies currently avaliable have weaknesses assessing an integrated creativity of individuals in workplace. Those scales did not reflect the Korean culture because they developed in foreign countries. Recently many business corporations in Korea have been providing psychological counseling services for their employees, and so it is imperative to develop a new inventory on creativity which can be used in workplace counseling. The purpose of this study was to develop and validate an adaptive creativity inventory which will be a useful instrument in the field of workplace counseling. In this study, the adaptive creativity refers to an individual’s creativity optimized in a given environment, was defined as integrated approach that individual psychological factors as well as work performance factors of organization. Participants in this research were male and female employees from various business enterprises in Korea. In the pilot study, items about adaptive creativity were collected from the survey of 334 employees and the interviews of 17 employees in workplace, the collected items were verified by expert group consisting of five scholars and five field professionals. In the main study, exploratory factor analysis(EFA) was conducted on responses of 363 employees. Finally, survey was performed in order to verify the model of adaptive creativity to the sample of 644 male and female employees through online or offline responses. The results were as follows. First, the results of the exploratory factor analysis(EFA), the model of adaptive creativity was developed by selecting final twenty items. The four sub-factors were labeled according to the theories of creativity including “change oriented motivation(5 items), cooperative communication(5 items), integrated cognition(5 items), and behavior of work efficiency(5 items).” Second, the internal consistency reliability of all factors were acceptable and the whole scale reliability was also agreeable. Third, the results of the confirmatory factor analysis(CFA) with the Structural Equation Model showed that the four domains model fit was good supporting the cross-validity. Fourth, significant correlations of four factors with the employee creativity scale(Zhou & George, 2001) and the measure of creative leader competency(Chi & Ju, 2012) confirmed the concurrent validity of the newly developed instrument. The constructs of adaptive creativity were correlated with work performance-related variables such as task performance, work performance, and work engagement. Personal psychological-related variables such as occupational well-being and satisfaction with life were also correlated with the adaptive creativity constructs, thereby supporting the criterion validity. Overall, the inventory was found to have a good reliability and a sound validity. This study explored the factors of adaptive creativity and developed a new inventory accordingly. It is expected that individual employees would use the inventory for developing appropriate level of creativity in their workplace since the inventory includes both work performance and personal psychological process. It is necessary that professionals in the field of workplace counseling and education have to consider about work performance and psychological well-being of employees for the support creativity of employee. Limitations of this study and directions for future studies were also discussed.; Although creativity in workplace has been mainly discussed in a context of work performance, a number of studies on its psychological process have been recently increased, highlighting the integrated approach encompassing various psychological factors of creativity. However, creativity scales in previous studies currently avaliable have weaknesses assessing an integrated creativity of individuals in workplace. Those scales did not reflect the Korean culture because they developed in foreign countries. Recently many business corporations in Korea have been providing psychological counseling services for their employees, and so it is imperative to develop a new inventory on creativity which can be used in workplace counseling. The purpose of this study was to develop and validate an adaptive creativity inventory which will be a useful instrument in the field of workplace counseling. In this study, the adaptive creativity refers to an individual’s creativity optimized in a given environment, was defined as integrated approach that individual psychological factors as well as work performance factors of organization. Participants in this research were male and female employees from various business enterprises in Korea. In the pilot study, items about adaptive creativity were collected from the survey of 334 employees and the interviews of 17 employees in workplace, the collected items were verified by expert group consisting of five scholars and five field professionals. In the main study, exploratory factor analysis(EFA) was conducted on responses of 363 employees. Finally, survey was performed in order to verify the model of adaptive creativity to the sample of 644 male and female employees through online or offline responses. The results were as follows. First, the results of the exploratory factor analysis(EFA), the model of adaptive creativity was developed by selecting final twenty items. The four sub-factors were labeled according to the theories of creativity including “change oriented motivation(5 items), cooperative communication(5 items), integrated cognition(5 items), and behavior of work efficiency(5 items).” Second, the internal consistency reliability of all factors were acceptable and the whole scale reliability was also agreeable. Third, the results of the confirmatory factor analysis(CFA) with the Structural Equation Model showed that the four domains model fit was good supporting the cross-validity. Fourth, significant correlations of four factors with the employee creativity scale(Zhou & George, 2001) and the measure of creative leader competency(Chi & Ju, 2012) confirmed the concurrent validity of the newly developed instrument. The constructs of adaptive creativity were correlated with work performance-related variables such as task performance, work performance, and work engagement. Personal psychological-related variables such as occupational well-being and satisfaction with life were also correlated with the adaptive creativity constructs, thereby supporting the criterion validity. Overall, the inventory was found to have a good reliability and a sound validity. This study explored the factors of adaptive creativity and developed a new inventory accordingly. It is expected that individual employees would use the inventory for developing appropriate level of creativity in their workplace since the inventory includes both work performance and personal psychological process. It is necessary that professionals in the field of workplace counseling and education have to consider about work performance and psychological well-being of employees for the support creativity of employee. Limitations of this study and directions for future studies were also discussed.