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The Korean Society for Journalism & Communication (KSJCS)
[ Article ]
Korean Journal of Journalism & Communication Studies - Vol. 67, No. 1, pp.272-315
ISSN: 2586-7369 (Online)
Print publication date 28 Feb 2023
Received 12 Aug 2022 Revised 27 Jan 2023 Accepted 03 Feb 2023
DOI: https://doi.org/10.20879/kjjcs.2023.67.1.007

정말 MZ세대 직원은 까다로운 개인주의자일까? : 미디어에서 묘사된 MZ세대 조직원 특징에 대한 당사자의 주관적 인식연구

호규현* ; 심승범** ; 조재희***
*서강대학교 신문방송학과 박사과정 sin7552@gmail.com
**서강대학교 신문방송학과 석사 ssboo1@naver.com
***서강대학교 지식융합미디어학부 교수 jcho76@sogang.ac.kr
Are MZ Generation Employees Really Demanding Individualist? : A Study of Participants' Subjective Perceptions of Gen MZ Employee Characteristics as Portrayed in the Media
Gyu Hyun Ho* ; Seungbum Shim** ; Jaehee Cho***
*Ph. D. Student, Department of Mass Communications, Sogang University sin7552@gmail.com
**Master, Department of Mass Communication, Sogang University ssboo1@naver.com
***Professor, School of Media, Arts, and Science, Sogang University, corresponding author jcho76@sogang.ac.kr

초록

최근에 M세대(1980~1994년 출생) 및 Z세대(1995~2010)를 통칭하는 ‘MZ세대’라는 용어가 미디어를 통해 활발히 나타나고 있다. 특히, 향후 조직의 주요 구성원이기 때문에 MZ세대는 조직원으로서의 특성에 관해 많은 관심을 받고 있다. 그러나, ‘MZ세대’ 특성에 대한 묘사가 활발하게 이뤄지는 것에 비해, 개념에 대한 논의는 충분치 않은 것으로 보인다. MZ세대 개념은 최대 30년까지 차이 나는 두 세대가 하나의 범주로 구성되며, 발화자의 의도에 따라 두 세대가 분리되거나 통합하여 취급되는 등 편의적으로 이용되고 있다. 미디어에서 묘사되는 MZ세대 조직원의 모습도 유사한 상황에 놓여있는데, 조직이 이러한 근거들을 바탕으로 MZ세대 조직원을 관리하는 것은 부적합할 수 있다. 따라서, 본 연구는 미디어에서 묘사된 MZ세대 조직원 특징에 대해 당사자들의 주관적 인식을 직접 살펴보고자 하였다. 이를 위해 Q방법론과 심층 인터뷰를 적용해 분석을 진행했다. 조직에 소속돼 있거나 소속됐던 경험이 있는 M세대 및 Z세대 각각 11명씩 총 22명을 표집해 분석했다. 심층 인터뷰에 따르면 연구참여자들은 미디어를 통해 묘사된 MZ세대 조직원이 ‘거침없이 의견을 제시하고, 조직보다 개인을 우선시하는’ 등 유사한 특성을 갖는 것으로 인식하고 있었으며 이러한 묘사에 대해 부정적으로 평가했다. Q방법론을 적용하기위해 ‘MZ세대 개념에 대한 태도, 직업에 대한 가치, 조직에 대한 가치’ 3가지 측면을 중심으로 진술문을 구성했으며 분석결과 6가지 주관적 인식 유형이 도출됐다. MZ세대 개념에 대한 태도는 부정적으로 인식하는 유형과(유형 I, 유형 II, 유형 IV), 직업이나 조직과 같은 측면에 비해 중요하지 않게 여기는 유형(유형 III, 유형 V, 유형 VI)으로 구분됐다. 직업에 대한 가치는 중요시하거나(유형 II), 전문성을 추구하는(유형 III) 유형도 있었으나 대체로 가치가 낮거나(유형 I, 유형 IV, 유형 VI) 무관심한 경우(유형 V)가 대부분을 차지했다. 조직에 대한 가치는 조직을 수단으로 여기거나(유형 I), 목적을 위해 순응하거나(유형 II, 유형 IV), 조직문화 자체를 중요시하거나(유형 III), 조직에 순종하고자 하거나(유형 V), 조직에 소속되지 않는다고 느끼는 등(유형 VI) 다양하게 나뉘었다. 본 연구는 미디어에서 묘사된 MZ세대 조직원의 특성을 당사자들이 어떻게 인식하는지 확인했으며, MZ세대 조직원의 다양한 주관적 인식유형을 확인했다. 이를 통해 미디어에서 묘사되듯이 MZ세대 조직원이 단순히 ‘까다로운 개인주의자’처럼 취급받기보다는 다양한 유형이 존재함을 지각할 필요가 있다고 제시한다.

Abstract

Recently, the phrase "MZ generation," which refers to Generation M (born 1980-1994) and Generation Z (born 1995-2010), has been widely used in the media. The MZ generation in particular is getting a lot of attention for their qualities as organizational members since they will play a significant role in the organization in the future. However, compared to the active description of the 'MZ generation' characteristics, the discussion on the concept seems to be insufficient. The concept of MZ generation is made up of two generations that can be up to 30 years apart in one category, and the two generations can be utilized in various ways depending on the speaker's goal, such as being divided or combined. The appearance of MZ generation members depicted in the media is in a similar situation, and it may be inappropriate for an organization to manage MZ generation members based on these grounds. Therefore, this study attempted to directly examine the subjective perceptions of the parties on the characteristics of MZ generation members depicted in the media. To this end, the analysis was conducted by applying the Q methodology and conducting in-depth interviews. A total of 22 people were sampled and analyzed 11 each from Generation M and Generation Z who belonged to or had experience in the organization. According to in-depth interviews, research participants perceived that members of the MZ generation described in the media had similar characteristics, such as "giving opinions without hesitation" and "prioritizing individuals over organizations," and evaluated these descriptions negatively. To apply the Q methodology, statements were composed focusing on three aspects of "attitude" to the concept of MZ generation. value to jobs and value to the organization." six subjective types of perception were derived as a result of the analysis. Attitudes toward the concept of the MZ generation were divided into negatively perceived types (Type I, Type II, Type IV) and insignificant types (Type III, Type V, Type VI) compared to aspects such as occupation or organization. There were types that valued jobs (Type II) or pursued professionalism (Type III), but most of them were low in value (Type I, Type IV, Type VI) or indifferent (Type V). The values of the organization were divided into various categories, such as considering the organization as a means (Type I), adapting to a purpose (Type II, Type IV), placing importance on the organizational culture itself (Type III), trying to obey the organization (Type V), and feeling that it does not belong to the organization (Type VI). This study identified how the parties perceive the characteristics of the MZ generation members depicted in the media and identified various subjective types of perceptions of the MZ generation members. Through this, as described in the media, it is suggested that members of the MZ generation need to perceive that various types exist rather than simply being treated like "demanding individualists."

Keywords:

MZ Generation, Organization, MZ Generation Employees, Q Methodology

키워드:

MZ세대, 조직, MZ세대 조직원, Q방법론

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