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기업체 근로자의 직무재창조 조사도구 개발

The Development of an Instrument for Diagnosing the Job Crafting of Corporate Employee

정진철|양인준
한국인력개발학회 (The Korean Society For Human Resource Development)|2022.08|HRD연구 (The Korean Journal of Human Resource Development Quarterly)|제24권 제3호|pp. 355-391|DOI 10.18211/kjhrdq.2022.24.3.011

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참고문헌

키워드

Job crafting직무재창조도구개발Instrument development조사도구기업체 근로자Corporate employee

초록

이 연구는 우리나라 기업환경 및 근로자 특징을 종합적으로 반영한 직무재창조 조사도구를 개발하고 타당화하는 것을 목적으로 시행되었다. 이 연구에서는 연구목적 달성을 위해 선행연구 분석을 바탕으로 기업체 근로자의 직무재창조를 구인화하고, 구인화한 내용을 토대로 예비문항을 도출한 뒤, 현업 근로자 및 분아별 전문가를 대상으로 내용타당도 및 안면타당도 검증을 실시하였다. 이와 같은 과정을 거쳐 도출된 문항을 활용하여 국내 대기업 사무직 근로자 512명을 대상으로 파일럿 테스트를 실시하였다. 이후 파일럿 테스트를 통해 수집된 응답데이터를 바탕으로 문항분석, 탐색적 요인분석 및 확인적 요인분석을 실시한 결과를 종합하여 기업체 근로자 직무재창조 조사도구의 하위구인 및 세부 문항을 도출하였다. 분석결과는 다음과 같다. 첫째, 직무재창조는 직무 수행 개선, 사회 관계 형성, 직무 의미 확대, 직무 요구 대처 총 4개의 하위구인으로 구성된다. 둘째, 직무재창조 하위구인별 세부 문항 구성과 관련하여 직무 수행 개선 5문항, 사회 관계 형성 4문항, 직무 의미 확대 4문항, 직무 요구 대처 3문항 총 16문항으로 구성된다. 이 연구를 통해 도출된 후속연구를 위한 제언은 다음과 같다. 첫째, 직무재창조 역량 강화 프로그램의 효과성 향상을 위해 이 연구를 통해 개발된 직무재창조 조사도구를 바탕으로 근로자의 직무재창조 하위구인별 인식수준 차이에 따라 집단을 유형화하는 연구가 요구된다. 둘째, 이 직무재창조 조사도구를 활용하여 국내 기업환경 맥락을 반영한 직무재창조 영향요인을 구명해야 한다. 셋째, 다양한 직업군 및 산업군 근로자를 대상으로 이 연구에서 개발한 직무재창조 조사도구를 활용한 실증연구를 통해 조사도구의 외적타당성을 확보해야 한다.

Abstract

The purpose of this study was to develop and validate an instrument of job crafting for corporate employees. In this study, preliminary questionnaires were derived based on literature review on job crafting and content validity and facial validity which were done by field employees and experts were conducted. In addition, a pilot test was conducted on 512 corporate employees by using questionnaires derived through those process. After that, sub-sectors and main instrument of job crafting for employees were derived by synthesizing the results of item analysis, exploratory factor analysis, and confirmatory analysis by using the response data. The results were as follows, job crafting was consisted of 4 sub-sectors: improving job performance, making social relationships, expanding the meaning of job and responding job demand. Second, there are 16 items consisting of job crating instrument; 5 items of improving job performance, 4 items of making social relationships, 4 items of expanding the meaning of job and 3 items of responding job demand. Further suggestions based on the results of this study are as follows: First, it is required to categorize groups according to differences in the level of perception of employees by job crafting sub-sectors based on the job crafting instrument developed through this study in order to improve the effectiveness of job crafting development program. Second, it is needed to investigate the factors related to job crafting in the context of the domestic business environment by using this instrument. Third, it is necessary to ensure the external validity of job crafting instrument developed through this study by conducting empirical researches.

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