잡 크래프팅과 직무만족에 관한 실증적 연구 : 개인-직무 적합성의 매개효과와 심리적 계약위반의 조절효과 (An Empirical Sudy on Job Crafting and Job Satisfation : Mediating Effect of Person-Job Fit and Moderating Effect of Psychological Contract Violation)

서지정보

· 발행기관 : 한국생산성학회
· 수록지 정보 : 생산성연구: 국제융합학술지 / 36권 / 3호 / 33 ~ 59페이지
· 저자명 : 이홍연, 이태식

초록

조직에서는구성원들을관리하여각구성원들이높은수준의직무만족을경험하게하고이에따라개인성과및조직성과향상방안마련에중심을두고있다.이는구성원들의직무만족수준이높을수록성과가향상될것이라고예상되기때문이라고볼수있다.또한조직에서개인-직무적합성의수준이높은구성원들은자신의직무에만족할것이며이는나아가개인및조직의성과를향상시킬것이다.이에따라구성원들이효율적으로자신의직무를수행하기위해서는직무설계방식이중요하다.과거에는하향적직무설계방식을통해구성원들을관리하였지만현재에는4차산업혁명및경영환경의변화에따라상향적직무설계방식이필요하다.따라서본논문에서는상향적직무설계방식의대표적인변수인잡크래프팅에초점을맞춰연구를진행하였다.잡크래프팅을하는구성원들은자신의직무를재설계하여의미있는일로변화시키는과정을통해높은수준의개인-직무적합성을인지할수있다.또한높은수준의개인-직무적합성을인지한구성원들은보다자신의직무에만족할것이다.따라서본논문에서는직무만족의선행요인으로잡크래프팅과개인-직무적합성의영향력을검증하는것에초점을맞추고이를경로분석을통해검증하였다.또한잡크래프팅과같은개인수준에서자신의직무에대한노력은개인-직무적합성및직무만족의수준을향상시키지만조직차원에서개인에게심리적계약을위반했을경우구성원들이잡크래프팅을하더라도그영향력이감소될것이다.따라서잡크래프팅과개인-직무적합성간의관계에서심리적계약위반의조절효과를검증하였다.분석결과를종합하면다음과같다.잡크래프팅은개인-직무적합성에정(+)의영향을미치는것으로나타났다.개인-직무적합성은직무만족에정(+)의영향을미치는것으로나타났다.잡크래프팅은직무만족에정(+)의영향을미치는것으로나타났다.또한잡크래프팅과직무만족간의경로에서개인-직무적합성의매개효과가검증되었다.마지막으로심리적계약위반은잡크래프팅과개인-직무적합성간의관계를부(-)적으로조절하는것으로나타났다.

영어초록

Organizations, regardless of age or region, focus on finding ways to improve individual and organizational performance by efficiently managing members and improving their job satisfaction levels. In this regard, it can be seen that in general, members who are satisfied with their job are expected to generate higher performance than those who do not. In addition, when the organization recognizes that the job assigned to the member is suitable for the member, it can increase the level of job satisfaction, and this process is expected to lead to positive attitudes and actions. Based on this, it can be seen that the method of job design is important in order for members to perform their jobs efficiently. In the past, a top-down job design was used for instructing employees to work, but today, upward job design is required. Thus, in this study, we focused on job crafting as a representative variable of the upward job design. The core role of job crafting is to make members perceive their job as a more meaningful action, which can lead to a high level of person-job fit, which in turn will increase the level of satisfaction with the job.
Therefore, this study focuses on job crafting and person-job fit, which are representative variables of the up-to-date job design method, as the preceding factors that can induce job satisfaction. In addition, even if job crafting, which is an action that changes one's job in a positive direction, is expected to diminish the influence of job crafting if the psychological contract that the organization must protect to individuals is violated. Overall, it is important to emphasize the importance of self-improvement behavior at the individual level, such as job crafting, but the psychological contracts that must be kept to individuals at the organization level are also important. Accordingly, we verified the moderating effect of psychological contract violations in the relationship between the person-job fit of job crafting, a key variable in this paper.
Summarizing the above, in this study, the process of job crafting members experiencing job satisfaction was explained through the mediating effect of person-job fit. In order to verify this, path analysis was conducted using the structural equation model. Furthermore, to secure the mediating effect, additional bootstrapping techniques were used. In addition, according to the level of perception of psychological contracts, the influence of job crafting on person-job fit would be different. Thus, in order to verify this, the control role of psychological contracts was clearly identified and verified through multiple regression analysis.
The results of the empirical analysis are summarized as follows. Job crafting was found to have a positive (+) effect on person-job fit. In addition, it was found that person-job fit had a positive (+) effect on job satisfaction. And it was found that job crafting had a positive (+) effect on job satisfaction. Significant mediating effects of psychological contracts were verified in the relationship between job crafting and person-job fit. Finally, psychological contracts showed a significant moderating effect in the relationship between job crafting and person-job fit. Through these research results, practical implications and future research directions were presented.

참고자료

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