HRD담당자의 직무특성과 업무몰입의 관계에서 직무재창조(Job Crafting)의 매개효과
The Mediating Effect of Job Crafting on the Relationship between Job Characteristics and Work Engagement for HRD Practitioners
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참고문헌
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초록
본 연구는 HRD 담당자들의 직무 특성이 이들의 업무몰입에 미치는 영향을 살펴보고, 직무특성과 업무몰입의 관계에 있어 직무재창조가 매개효과를 나타내는지 살펴보는데 그 목적이 있다. 이를 위해 기업체와 공공기관 등에 근무하고 있는 HRD 담당자들을 대상으로 설문을 실시하여 총 302부의 설문 데이터를 사용하여 분석에 활용하였다. 분석방법은 상관관계분석과 함께 잠재변인들 간의 인과 관계에 대한 검증을 위한 구조모형 검증 및 직무재창조의 매개효과를 검증을 위해 부트스트래핑을 사용하였다. 연구결과 독립변인인 직무특성과 매개변인인 직무재창조, 종속변인인 업무몰입은 서로 정(+)의 관계가 있는 것으로 나타났으며, 직무특성과 업무몰입과의 관계에서 직무재창조는 부분매개효과를 갖고 있는 것으로 분석되었다. 이들 연구 결과를 바탕으로 HRD 담당자의 업무몰입을 높이기 위해서는 직무특성이 중요하며, 이 과정에서 직무재창조 활동이 활발하게 일어날 수 있도록 하는 것이 필요하다는 것을 알 수 있었다. 본 연구는 HRD담당자들의 직무특성과 업무몰입의 관계를 살펴보았으며, 업무몰입의 중요한 선행요인인 직무재창조의 매개효과를 직무특성과 업무몰입의 관계에서 살펴보았다는데 의미가 있다.
Abstract
The purpose of this study is to examine the mediating effects of job crafting on the relationship between job characteristics and work engagement for human resource development (HRD) practitioners. To achieve this, a theoretical model was established and tested. The model included job characteristics as independent variables, work engagement as a dependent variable, and job crafting as a mediator variable. Data were collected from 302 HRD practitioners in Korean companies and public institutions. The results of this study show that job characteristics positively affect work engagement, job characteristics positively affect job crafting, and job crafting positively affects work engagement. Job crafting partially mediates the relationship between job characteristics and work engagement. Based on these findings, this study suggests that job characteristics are important for increasing HRD practitioner’s work engagement. Further, to increase HRD practitioners’ work engagement, job crafting should also be considered.
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