한계점 및 향후 연구방향

본 연구가 고용 불안정성 논문에 대한 이론적, 실제적 함의를 가지고 있음에도 불구하고 한계는 여전히 존재한다. 첫째 고용 불안정성에 영향 을 미치는 다양한 외부 특성을 충분히 고려하지 못했다. 본 논문에서는 고용 불안정성에 대한 구성원의 인식을 활용하여 주관적인 척도로 고용 불안정성을 측정했다. 그러나 고용 불안정성 인식을 둘러싼 객관적 상황 을 충분히 고려하여 적절히 통제한 추가 연구가 필요하다고 제안한다.

둘째, 연구대상을 구성원 개인 수준을 넘어서 조직 수준으로 검증할 필요가 있다. 조직에서 개인이 인식하는 고용 불안정성 수준과 혁신행동 의 관계에 대해서만 조사하였기 때문에 조직 구성원의 지위나 지각된 정 도에 따라 달라질 것이다. 또한 조직에서 객관적으로 존재하는 혁신행동 의 의미는 누가 응답하느냐에 따라 측정하는 개념이 달라질 수 있으므 로, 최고경영자 또는 부서장 등을 대상으로 다양한 응답자에 대한 질증 연구 결과를 축적할 필요가 있다.

마지막으로 본 연구는 다양한 직장인들을 대상으로 연구하여 검증하 였다. 향후 연구에서는 대기업군, 공공기관, 중소기업 등 단일대상으로 검증하여 일반화된 연구결과를 개별적으로 비교 분석하여 연구를 진행해 야 할 것이다.

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