북한이탈주민이 탈북 후 남한에 정착하는 과정에서 직업문화충돌을 어떻게 대처하는지, 어떻게 직업적응을 해 나가는지 등에 대한 문제의식을 가지고 출발하였다. 본 연구는 북한이탈주민이 우리나라에 입국 후 어떠한 과정과 결과로 자신의 진로에 대해 적응, 그 과정에서 직업문화충돌에 대한 인식과 극복, 직업생활 적응의 형태 등에 대한 관계를 분석하는데 그 목적을 두었다. 이와 같은 연구목적을 수행하기 위한 사례연구방법으로 면담을 통한 주제분석과 주제분석 결과를 검증하는 연구로 양적연구를 융합한 3세대 모델 연구방법인 혼합연구방법의 유형을 사용하였다.
연구Ⅰ의 연구로 면담은 2017. 8.~12.의 총 5개월에 걸쳐 진행하였으며, 연구대상 선정 후, 반구조화 된 질문지로 1인당 60~120분에 걸쳐 면담 후 주제를 분석하였다. 5개월간 수집된 면담 내용은 음성녹음 1,625분(평균 125분) 분량이며, 전사분량은 A4용지 기준으로 1인당 38~89쪽, 추가 면담이 발생한 연구참여자의 전사분량은 1인당 3~14쪽으로 연구참여자 13명의 전체 전사분량은 760쪽(평균 58.5쪽)에 이른다. 수집된 자료는 2017. 8. 부터 수집과 동시에 전사를 시작하였고, 녹음내용을 반복적으로 청취하였고, 2017. 12.까지 지속해서 비교·분석을 하였다.
연구Ⅱ는 양적연구로써 지필형 오프라인과 인터넷 구글을 이용하여 223부를 분석 자료로 활용하였다. 본연구의 통계분석은 SPSS 22.0을 활용하여 빈도분석과 기술통계분석, 직업문화충돌과 직업적응과의 관계는 단순상관관계분석, 차이검증을 위하여 t-test, one way ANOVA, 사후검증으로 scheffe 방법, 다중회귀분석, 매개회귀분석 순으로 진행하였다.
본 연구Ⅰ의 결과, 북한에서의 직업환경과 개인의 진로배경은 가정지향, 북한에서의 일 경험, 탈북동기, 자신의 정체성으로 분류되었고, 성공요인이나 새로운 삶을 구상, 지속해서 취업을 향해 노력하는 자세 등의 주제가 분류되었다. 직업문화충돌로 분류된 구성요소에서는 직업안정성을 추구하거나 남한생활 적응의 어려움, 남한의 문화를 수용하고 진로타협을 표현하기도 하였다. 직업적응에서는 진로자본으로 자격증 취득, 학업, 직무만족, 대인관계 등에 영향이 있다는 것을 인식하였다. 한편, 진로장벽으로 분류된 주제어가 제일 많은 요인으로 나타났다.
본 연구Ⅱ의 결과, 북한이탈주민의 개인별 특성에 따른 직업문화충돌과의 차이에서 남성보다 여성이 높고, 그중 40대가 가장 높았으며, 학력이 높을수록 직업에 대한 목표나 포부가 크고 기대치가 높아 문화충돌을 더 많이 경험한다. 수입이 낮은 경우 직업문화충돌이 낮게 나타났다. 북한이탈주민은 자율성, 문화학습·통합이 높아지면 직업적응 전체도 높아지고 반면, 배타성이 높아져서 직업적응의 양면성을 보여 주었다. 또한 북한이탈주민의 연령과 직업적응, 남한학력과 직업적응은 문화학습·통합에 의해 부분 매개, 북한학력과 직업적응은 문화학습·통합에 의해 완전 매개 등으로 나타났다.
본 연구는 연구결과와 논의를 거쳐 다음과 같은 결론을 제시한다.
첫째, 북한이탈주민은 북한과 남한에서 직업을 선택하는 과정이 타율성에서 자율성 전환으로 인한 직업선택 과정에서 어려움을 겪는다.
둘째, 북한이탈주민은 남한에서의 직업시장 진입 시 북한에서 축적된 진로자본의 제한, 편견, 의사소통의 어려움, 직업정보의 부재 등의 애로점을 제시하였다.
셋째, 북한이탈주민이 직업문화충돌에 대한 주요 호소는 이질적 문화 적응력 부족, 스트레스, 경제력의 와해 등이며, 대처하는 방법은 배타성, 문화학습, 통합과정을 거친다.
넷째, 북한이탈주민의 직업적응은 진로자본의 지속적 확장의 적응과 잦은 이직 등 부적응을 보였다.
다섯째, 북한이탈주민의 개인별 특성에 따라 직업문화충돌을 극복하고 적응하려고 하였다.
This study started with a critical mind about how North Korean defectors cope with vocational culture conflict in the process in which they get settled in South Korea and how they adapt themselves to their job after their defection from North Korea. This study aimed to analyze the process and result in which North Korean defectors adapt themselves to their career after entering South Korea, their perception and overcoming of vocational culture conflict and their adaptation to their vocational life.
As a method for a case study to achieve the above research purposes, this study used a topic analysis through an interview and a mixed research method, which is a research method of the third-generation model that integrates quantitative research as a study to test the result of the topic analysis.
As for Research Ⅰ, an interview was conducted for five months from August through December 2017. After selecting research subjects, the interview was conducted, for 60-120 minutes per person with a semi-structured questionnaire, and then, the topics were analyzed. The contents of the interview collected, for five months, voice recordings were 1,625 minutes long (125 minutes on average), and transcriptions were 38-89 pages per person based on A4 paper. The quantity of the transcriptions of the research participants in whom an additional interview was required was 3-14 pages per person. The total quantity of the transcriptions of 13 research participants was 760 pages (58.5 pages on average). The collected data have begun to be transcribed simultaneously with the collection since August 2017. The contents of the recordings were repeatedly listened to, and a comparative analysis was conducted continuously till December 2017.
Research Ⅱ was quantitative research, which utilized 223 copies as materials for an analysis, using written offline survey and online Google survey. As for the statistical analysis of this study, utilizing SPSS 22.0, frequency analysis and descriptive statistical analysis were conducted. Concerning the relationship between vocational culture conflict and vocational adaptation, Pearson’s correlation analysis was conducted. For difference verification, t-test and one-way ANOVA were conducted. In addition, Scheffe test, multiple regression analysis, and mediation regression analysis were conducted as post-tests.
As a result of Research Ⅰ, vocational environment and personal career background in North Korea were classified into family orientation, working experience in North Korea, the motivation for defection from North Korea and their identity. Also, the topics were classified as success factors, the conception of a new life and an attitude of making an effort to get a job continuously. In the components classified as vocational culture conflict, the defectors pursued vocational stability or had difficulty in adapting themselves to living in South Korea. They also accepted the South Korean culture and expressed career compromise. In vocational adaptation, it was noted that career capital includes the acquisition of certification, academic work, job satisfaction and the impact of interpersonal relationship, etc. In the meantime, there were the most factors in the topic, classified as the barriers to career.
As a result of Research Ⅱ, in vocational culture conflict according to North Korean defector’ individual characteristics, there were more conflict and more difference between vocational cultures in women than in men. Most were those in their 40s. The higher their education, the more their goal and ambition for a job became, and the higher their expectations became; and thus, they experienced a culture conflict more. In those with a low income, vocational culture conflict was low. In North Korean defector, the higher their autonomy, cultural learning and integration, the higher their overall vocational adaptation became, but the higher their unfriendly attitude became, which showed the double-sidedness of vocational adaptation. In addition, North Korean defector’ age and vocational adaptation, and their education in South Korea and vocational adaptation were partially mediated by cultural learning and integration, while their education in North Korea and vocational adaptation were fully mediated by cultural learning and integration.
This study draws the following conclusions through research results and discussions.
First, North Korean defectors have difficulty in the process of choosing a job due to conversion from heteronomy to autonomy in the course of choosing a job in North Korea and South Korea.
Second, North Korean defectors presented the limitation of the career capital accumulated in North Korea, prejudice, difficulty in communication and the lack of job information as the difficulties they encounter when they enter the job market in South Korea.
Third, North Korean defectors have a lack of adaptability to a heterogeneous culture, stress and the breakdown of the economic power as the main complaints because of vocational culture conflict and experience an unfriendly attitude, cultural learning and the process of integration as the methods for coping with them.
Fourth, North Korean defectors showed adaptation to the continuous expansion of career capital and maladaptation to frequent turnover in vocational adaptation.
Fifth, North Korean defectors would overcome the conflict between the vocational cultures and adapt themselves according to their individual characteristics.
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