재직 외국인 근로자의 직업능력개발훈련 요인이 잡 크래프팅에 미치는 영향: 개인 적합성을 매개로 (The Effects of Working Foreign Workers’ Vocational Training Factors on the Job Cracking: Focused the Personal Fit)

서지정보

· 발행기관 : 대한경영학회
· 수록지 정보 : 대한경영학회지 / 32권 / 11호 / 2029 ~ 2049페이지
· 저자명 : 최종락, 임상혁

초록

본 연구는 외국인 근로자가 직업능력개발훈련을 받으면, 조직적합성(Organization fit), 동료 적합성(Coworker Fit), 그리고 직무 적합성(Job fit)이 강화되어, Job Crafting의 높은 인식의 변화로 직무향상을위한 창조적 개선에 미치는 영향에 관한 연구이다. 설문조사는 2019년 8월 1일부터 8월 31일까지 31일간에외국인 근로자(E-9)를 직접 대면하여 총 300부 배부하여 모두 회수하여, 유효한 294부를 SPSS 20.0과 AMOS 20.0을 이용하여 최종 분석하였다. 분석내용은 외국인 근로자의 직업능력개발훈련이 개인 적합성을 매개로잡 크래프팅에 미치는 영향 간의 구조적 관계를 연구하였다. 그 연구결과는 A. 외국인 근로자의 직업능력개발훈련이 개인 적합성 간의 영향 관계의 결과에서 (1) 훈련교사와 직무 적합성의 영향관계에서는 0.153(P<0.1)으로 유의미한 것으로 나타났다. (2) 훈련과정과 조직 적합성의 영향관계에서는 0.174(P<0.05), 훈련과정과 동료적합성의 영향관계에서는 0.293(P<0.01), 훈련과정과 직무 적합성의 영향관계에서는 0.523(P<0.01)이므로 통계적으로 유의미한 것으로 나타났다. (3) 훈련환경과 조직 적합성의 영향관계에서는 0.372(P<0.01), 훈련환경과동료 적합성의 영향관계에서는 0.569(P<0.01)로 통계적으로 유의미한 것으로 나타났다. 그러므로 외국인 직업능력개발훈련에서는 훈련과정과 조직, 동료의 적합성이 중요하다는 것을 알 수 있었다. B. 개인 적합성과잡 크래프팅 간의 영향 관계의 결과에서 (1) 조직 적합성과 과업 크래프팅의 영향관계에서는 0.154(P<0.05)로, 조직 적합성과 인지 크래프팅의 영향관계에서는 0.205(P<0.1)로 유의미한 것으로 나타났다. (2) 동료 적합성과과업 크래프팅의 영향관계에서는 0.293(P<0.01)로 통계적으로 유의미한 것으로 나타났다. (3) 직무 적합성과과업 크래프팅의 영향관계에서는 0.205(P<0.01), 직무 적합성은 인지 크래프팅의 영향관계에서는 0.135(P<0.1) 통계적으로 유의미한 것으로 나타났다. 이는 조직 적합성이 높을수록 과업 크래프팅이나 인지 크래프팅에서는높아 지고, 동료 적합성이 높을수록 업무 외 다른 영역으로 범위를 확장이 가능할 것이며, 직무 적합성이높을수록 일의 목적을 보다 다른 영역을 확장으로 보여 지는 결과이다. 시사점으로는 외국인 근로자의 직업훈련을 현재의 6～8주(40～48시간)의 단기 보다 장기의 직업훈련을 실시하고 개인 적합성과 잡 크래프팅의 인식을높혀야 직무향상에 성과가 있을 것이다.

영어초록

This study is on the effects of changes in the high awareness of Job Crafting on creative improvement by strengthening the Organization Fit, Coworker Fit, and Job fit when foreign workers receive vocational training. In the first half of 2018, Korea had 3,232,619, and the number of people in the country was 84,882(2.6%)(Ministry of Employment and Labor, 2018), who are mostly foreign workers and are expected to be replaced by foreign workers. Foreign workers entering the country have become major members of the manufacturing sector in the 3D industry, contributing significantly to improving productivity. Foreign workers to improve the productivity of small and medium-sized enterprises are badly in need of research on personal synthesis and Job Cracking related to job improvement. The status of the number of foreigners eligible to stay is 2,337,607, while the number of non-professional (E-9) workers accounts for 11.8 percent with 280,312, while the number of visiting (H-2) workers stood at 25,381, the data showed(Ministry of Justice, 2018). Job fitness through training of foreign workers to develop their job competency refers to the degree of conformity of their character relationship with their job, in which their job competency and psychological needs are handled (Edwards, 1991). Job-cracking has the advantage of working in both the professional and individual work environments, which leads to employee immersion in the business and, in the case of individuals, to the satisfaction of the work. Recent studies have also shown that value inconsistencies between organization members and companies are mitigated and help increase worker immersion and performance improvements (Vogel, Rodell, & Lynch, 2015). The survey was conducted face-to-face with foreign workers (E-9) for 31 days from August 1st to August 31st 2019 and collected all 300 copies in total. 294 parts were finally analyzed using SPSS 20.0 and AMOS 20.0. The analysis details studied the structural relationship between the effects of foreign workers' vocational training on Job Crafting by means of personal Fit. The findings showed that foreign workers' vocational training was significant in the outcome of the relationship between individual Fit: (1) the relationship between training teachers and job Fit was 0.153 (P<0.1). (2) 0.174 (P<0.05) for training courses and organizational Fit; 0.293 (P[0.01); and 0.523 (P[0.01) for training courses and job Fit were found to be statistically significant. (3) In terms of the relationship between training environment and organizational Fit, 0.372 (P<0.01) and 0.569 (P<0.01) were found to be statistically significant in terms of the relationship between training environment and Coworker Fit. Therefore, it was found that the Fit of training courses, organizations and colleagues was important in the foreign vocational training. The results of the relationship of influence between personal Fit and Job Crafting showed that (1) the relationship between tissue suitability and task cracking was significant at 0.154 (P<0.05) and 0.205 (P<0.1) in the relationship between tissue suitability and cognitive cracking. (2) The relation between Coworker Fit and task breaking was found to be statistically significant at 0.293 (P<0.01).
(3) 0.205 (P<0.01) in relation to job Fit and task impacting were found to be statistically significant in relation to job Fit and job Fit in relation to cognitive crafting. This is the result of higher organizational Fit in task-crafting or cognitive-crafting, higher Coworker Fit in extending beyond work, and more job-conformity in extending the purpose of the job to a greater extent. As a suggestion, foreign workers' vocational training will be more effective in improving their job performance if they conduct long-term vocational training and raise awareness of personal fitness and job crafting than the current six to eight weeks (40 to 48 hours).

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