재택근무 환경에서 고립감이 잡크래프팅에 미치는 영향: 네트워킹 행동의 매개효과와 정서적 몰입의 조절된 매개효과
The effect of isolation on job crafting in telecommuting: Mediating effects of networking behavior and moderated mediating effects of affective commitment
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초록
본 연구는 재택근무 환경에서 조직구성원이 고립감을 경험할 때 이를 극복하기 위해 어떠한 행동을 보이는지 확인하기 위해 시행되었다. 구체적으로 고립감 극복을 위한 긍정적 대처 방안으로 조직 내 네트워킹 행동이 나타날 것이며, 네트워킹 행동을 통해 잡크래프팅에 긍정적 영향을 미칠 것이라는 매개 과정을 살펴보고자 한다. 또한, 이러한 매개 과정은 조직에 정서적 몰입을 높게 지각하는 구성원에게서 높게 나타날 것으로 가정하였다. 이를 위해 현재 재택근무 중인 국내 기업의 남녀 직장인을 대상으로 온라인 설문을 시행하였으며, 총 313부의 자료를 분석하였다. 연구 결과는 다음과 같다. 첫째, 고립감과 네트워킹 행동의 관계에서 전문적 고립감은 업무적 네트워킹 행동과, 사회적 고립감은 친교적 네트워킹 행동과 정적 관계가 있는 것으로 나타났다. 둘째, 업무적 및 친교적 네트워킹 행동과 잡크래프팅은 정적 관계가 있는 것으로 나타났다. 셋째, 고립감과 잡크래프팅의 관계를 업무적 및 친교적 네트워킹 행동이 매개하는 것으로 나타났다. 넷째, 정서적 몰입의 조절효과는 사회적 고립감과 친교적 네트워킹 행동의 관계에서만 유의하게 나타났다. 다섯째, 사회적 고립감이 잡크래프팅에 미치는 영향에 대한 친교적 네트워킹 행동의 매개효과는 정서적 몰입에 의해 조절되는 것으로 나타났다. 연구 결과를 바탕으로 재택근무 도입 초기에 나타날 수 있는 조직구성원의 정서 및 행동을 보다 심층적으로 이해하는 데 도움을 줄 것으로 기대한다.
Abstract
The aims of this study was to identify what behavior of employees in order to overcome the isolation in the environment in which telecommuting was implemented. Specifically, this study was the networking behavior will appear as a positive coping method for the employees to overcome the isolation, and the mediating process that it will have a positive effect on job crafting through these behaviors is examined. Also want to identify the moderating effect according of affective commitment in this influence series of processes. For this purpose, an online survey was conducted on employees who are currently telecommuting from domestic companies and a total of 313 data were analyzed. The results of this study are as follows. First, professional isolation had a positive related on task networking behavior and social isolation had a positive related on friendship networking behavior. Second, the relationship between networking behavior and job crafting had all positively related. Third, the mediating effect of networking behavior was significant in the relationship between isolation and job crafting. Fourth, the moderating effect of affective commitment was significant only in the relationship between social isolation and friendship networking behavior. Fifth, the moderated mediating effect of affective commitment was significant only in the indirect effect of friendship networking behavior. Based on these findings, we expect to help to understand the emotions and behaviors of employees that may appear at the beginning of introduction of telecommuting in depth.
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