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인식된 과잉자격이 조직몰입에 미치는 영향: 경력적응력의 조절된 매개효과와 직무재창조의 매개효과

The relation between perceived overqualification and organizational commitment: Moderated mediation effect of career adaptability and mediating effect of job crafting

우형록
한국기업교육학회 (Korean society for learning and performance)|2018.06|기업교육과인재연구 (Journal of Corporate Education and Talent Research)|제20권 제2호|pp. 1-25|DOI https://doi.org/10.46260/KSLP.20.2.1

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조직몰입organizational commitment경력적응력career adaptability직무재창조job craftingcareer construction theoryperceived overqualification인식된 과잉자격경력구성이론
주제분류교육학

초록

저성장 경제가 공고화되면서 실업률뿐만 아니라 불완전고용 또한 사회적 문제로 부각되고 있다. 특히, 고용의 질이 낙후되는 경향과 함께, 소위 ‘스펙 쌓기’나 ‘가방끈 늘리기’로 취업의 돌파구를 찾는 구직자들의 자격과 교육수준은 높아지는 현상이 엇물리면서 과잉자격이 사회적인 이슈로 부각되고 있다. 과잉자격은 지식, 교육, 경험 등의 측면에서 업무를 수행하는 데 필요한 수준보다 조직구성원이 보유한 능력이 더욱 뛰어난 경우를 일컫는다. 이에 과잉자격의 부정적인 영향을 완화하고 긍정적으로 전환하는 방안을 모색하는 데 본 연구의 목적이 있다. 연구 결과, 조직구성원의 인식된 과잉자격과 조직몰입을 매개하는 직무재창조의 매개역할과, 직무재창조의 매개효과를 강화하는 경력적응력의 조절역할이 유의미하게 나타났다. 인식된 과잉자격이 긍정적인 성과로 전환되는 메커니즘은 다음과 같이 해석할 수 있다. 첫째, 인식된 과잉자격은 개인-직무의 적합성이 저조한 상태이므로, 직무재창조를 통해 직무를 주도적으로 재설계, 재해석함으로써 과잉자격의 격차를 감소시킨다. 둘째, 경력구성이론의 관점에서 경력적응력은 경력개발과정에서 예측하지 못했던 도전적 상황을 효과적으로 처리할 수 있는 심리적 힘으로서, 인식된 과잉자격과 조직몰입을 이어주는 직무재창조의 매개효과를 강화한다. 본 연구에서 구명된 경력적응력과 직무재창조의 역할을 바탕으로, 과잉자격을 해소하기 위한 인적자원개발 차원의 개입과 시사점을 제안하였다.

Abstract

As the serious economic depression has persisted, the unemployment as well as underemployment has emerged as social and economic issues in recent years. Overqualification, a mode of underemployment, refers to the situation where employees possess higher qualifications than job requirements. In general, scholars have insisted that employees overqualified for their job tend to show negative or counterproductive behaviors. The current research was aimed at exploring the way to mitigate the negative influence of overqualification and to turn it into a positive one. Drawing on career construction theory and person-job fit theory, this research examined the relations among career adaptability, job crafting, perceived overqualification and organizational commitment. First, the result represented the significant mediating effect of job crafting between perceived overqualification and organizational commitment. Second, the moderating impact of career adaptability significantly enhanced the relation between perceived overqualification and job crafting. Third, the moderating impact of career adaptability significantly strengthened the relation between job crafting and organizational commitment. These findings provide meaningful insights into managing the employees’ perception of overqualification and applying the identified roles of job crafting and career adaptability to human resource development.

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