이문화 적응과 전환학습 과정에 관한 사례연구

Abstract

이 연구는 Mezirow의 10단계 전환학습 과정에 기초하여 주재원이 이문화 환경에서 딜레마에 직면하는 과정과 극복하는 과정을 심층적으로 이해하는데 있다. 연구문제로 첫째, 주재원이 경험한 이문화 적응과정은 어떠한가. 둘째, 주재원은 이문화 적응에서 어떠한 전환의 과정을 경험하는가. 셋째, 주재원이 이문화를 극복한 촉진요인은 무엇인가이다. 연구대상은 K자동차사 미국공장에서 주재원으로 3년 이상 근무하고 귀임한 5명으로 자료 수집은 심층면담을 통해 생성하였다. 연구결과는 첫째, 참여자들의 이문화 적응과정은 이문화 마찰→위기→변화→적응 순으로 시계열적으로 나타났다. 둘째, 참여자들의 이문화 적응과정은 혼란스러운 딜레마 경험→문제인식과 자기반성→도움요청과 인식변화→관점전환과 새로운 시도→변화된 모습 인식의 순으로 Mezirow의 10단계과정을 압축적으로 나타났다. 셋째, 이문화에 적극적으로 적응하게 한 촉진 요인은 조직의 기대, 책임감과 사명감으로 확인되었다.

The purpose of this study was to gain an in-depth understanding of the process through which expatriates face and overcome dilemmas in a cross-cultural environment based on Mezirow’s ten-stage transformative learning process model. For this purpose, the following questions were set: First, what cross-cultural adaptation process do expatriates experience? Second, what transformative process do they experience in cross-cultural adaptation? Third, what factors assist them in overcoming cross-cultural situations? This qualitative case study consisted of five Koreans who had worked as expatriates at U.S. plants of K Automobile Company for three years or more and then returned to Korea. The results of this study can be summarized according to three themes. First, the study participants experienced a time-series cross-cultural adaptation process that involved: ① cross-cultural friction, followed by ② crisis, ③ changes, and ④ adaptation. Second, the participants passed through Mezirow's (1991) transformative learning stages in the cross-cultural adaptation process. Their transformative process involved five stages: ① experience of a confusing dilemma; ② problem awareness and self-reflection; ③ requests for help and a shift in awareness; ④ perspective shifting and new attempts; and ⑤ awareness of a changed self. Third, there were several factors that catalyzed the participants into adopting positive cross-cultural adaptations. Organizational expectations and their sense of responsibility and duty facilitated both crisis and adaptation. Other facilitators of cross-cultural adaptation included advice from those with prior experiences, discussions and conversations with colleagues, advice provided by the Human Resources department, resident Koreans, help from HCNs, and help from natives. Discussions and conversations with colleagues and help from others were found to be vital to cross-cultural adaptation.