한국판 잡 크래프팅 척도(JCQ-K)의 타당화 연구 (Validation of the Korean Version ofJob Crafting Questionnaire (JCQ-K))

서지정보

· 발행기관 : 한국기업경영학회
· 수록지 정보 : 기업경영연구 / 21권 / 4호 / 181 ~ 206페이지
· 저자명 : 임명기, 하유진, 오동준, 손영우

초록

본 연구는 외국의 잡 크래프팅 척도를 한국어로 번안하여 척도의 요인구성을 확인하고 신뢰도와 타당도를 검증하는데 목적이 있다. Slemp와 Vella-Brodrick(2013)이 개발한 잡 크래프팅 원척도(Job Crafting Questionnaire; JCQ)를 번역과 역번역 과정을 거쳐 한국판 잡 크래프팅 소명척도(JCQ-K) 15문항으로 완성하였고, 국내 다양한 기업에 종사하고 있는 직장인 259명을 대상으로 설문을 실시하였다. 수렴 및 변별 타당도 검증을 위해 조직시민행동, 역할명확성, 심리적 임파워먼트와 성취목표지향성과의 관계를 살펴보았고, 준거 타당도 검증을 위해 잡 크래프팅의 선행변인과 결과변인들과의 관계를 살펴보았다. 선행변인으로는 주도성과 소명의식을, 결과변인으로는 직무만족, 직무열의와 조직몰입을 사용하였다. 확인적 요인분석 결과 원척도와 마찬가지로 3요인(과업가공, 인지가공, 관계가공)으로 구성된 잡 크래프팅 척도가 국내에서도 타당함이 확인되었다. 수렴 및 변별타당도 검증 결과, 잡 크래프팅 척도는 조직시민행동, 역할명확성, 심리적 임파워먼트와 모두 높은 정적상관을 보였다. 성취목표지향성 중 숙달접근, 수행접근과는 정적 상관을 보인 반면 숙달회피, 수행회피와는 유의미한 상관관계를 보이지 않았다. 선행변인 및 결과변인들과의 관계도 잡 크래프팅 관련 기존 연구들과 같은 결과를 보였다. 이러한 결과는 3요인으로 구성된 JCQ-K가 국내에서 잡 크래프팅을 측정하고 연구하는데 적합한 척도임을 나타내는 것이다. 끝으로 본 연구의 의의와 제한점에 대해 논의하였다.

영어초록

This study was conducted for the purpose of examining the reliability, validity and factorial structure of the Korean version of Job Crafting Questionnaire (JCQ). The 15 items from the original scale were translated into Korean and back-translated prior to the distribution to 259 working adults in various vocations in Korea. In order to test convergent and discriminant validities, we examined the relationships between job crafting and organizational effectiveness such as organizational citizenship behavior, role clarity, psychological empowerment, and achievement goal orientation which are qualitatively similar to job crafting. Proactive personality and calling were used as the antecedent variables. In addition, job satisfaction, work engagement, and organizational commitment were used as the outcome variables for testing predictive validity.
This study has two primary objectives. The first objective is to examine the validity of the Korean version of Job Crafting Questionnaire (JCQ-K). Results from the confirmatory factor analysis supported the three factor structure (task crafting, cognitive crafting, and relational crafting) in the Korean version, as in the original scale. The second objective is to examine the relationships of job crafting with other work-related variables. The results verified in this study are as follows: First, job crafting correlated positively with organizational citizenship behavior, role clarity, and psychological empowerment. Second, job crafting also correlated positively with mastery-approach and performance-approach goal orientations, but not with mastery-avoidance and performance-avoidance goal orientations. Third, proactive personality and calling had a strong influence on job crafting. Fourth, job crafting had a strong influence on job satisfaction, work engagement, and organizational commitment. Furthermore, this study revealed job crafting's differentiated impacts on the outcome variables apart from other variables which are qualitatively similar to job crafting. Job crafting still had a significant influence on job satisfaction, work engagement, and organizational commitment, controlling for the influences of organizational citizenship behavior, role clarity, and psychological empowerment.
As a result, the relationships of job crafting with antecedent and consequences were consistent with previous research. Such results altogether imply that JCQ-K is a reliable and valid tool for measuring and studying the concept of job crafting in Korean society.
The implications of this study are as follows: First, this study provided the measure of job crafting for a wide range of Korean employees. Considering growing interest in job crafting in Korea recently, the introduction of job crafting measure can be beneficial for managers who are interested in improving the level of employees' work motivation. Second, this study examined the empirical evidence of the role of job crafting in the process of individual job satisfaction and organizational performance. The final implication of this study is that job crafting essentially has a positive impact on both individuals and organizations. We confirmed motivations for job crafting are not avoidance-based orientations but approach-based orientations, leading to the better performance of individuals as well as organizations. Directions for future research and limitations were also discussed.

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