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직무중심 인사관리가 직무열의에 미치는 영향 : 개인-직무 적합성과 일의 의미의 매개효과

The Impact of Job-based HR on Job Engagement : Mediating Effect of Person-job Fit and Work Meaningfulness

이혜정|유규창|윤미소
한국노동연구원 (Korea Labor Institute)|2019.12|노동정책연구 (Quarterly Journal of Labor Policy)|제19권 제4호|pp. 33-61|DOI 10.22914/jlp.2019.19.4.002

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키워드

직무열의job engagement일의 의미개인-직무 적합성person-job fitwork meaningfulness직무중심 인사관리job-based HR
주제분류사회과학일반

초록

직무열의(job engagement)는 직무 관련 행동, 직무 수행 능력 등 직무성과에 대해 높은 설명력을 갖는 개념으로 최근 그 중요성이 강조되고 있다. 본 연구에서는 직무 요구 자원 모델(Job Demands-Resources Model)에서 제시하는 직무자원으로 직무중심 인사관리(Job-based HR)가 기능하여 직무열의에 긍정적인 역할을 할 것이라 예측하였다. 이러한 연구 배경을 토대로 본 연구는 직무열의에 영향을 미치는 직무중심 인사관리의 효과를 검증하였다. 또한 일의 의미(work meaningfulness)와 개인-직무 적합성(person-job fit)의 매개효과를 검증함으로써 직무중심 인사관리가 직무열의로 나타나는 과정을 규명하였다. 분석은 236명의 MBA 과정의 직장인들을 대상으로 Time1과 Time2로 나누어 수집한 데이터를 활용하였다. 분석 결과, 직무중심 인사관리는 직무열의에 정(+)의 영향을 미치는 것으로 나타났다. 또한 개인-직무 적합성과 일의 의미에도 직무중심 인사관리는 유의한 정의 영향을 미쳤으며, 직무중심 인사관리와 직무열의의 관계에서 개인-직무 적합성과 일의 의미의 매개 효과 역시 유의하게 나타났다. 결론에서는 분석 결과를 토대로 본 연구가 갖는 이론적 시사점과 실무적 시사점을 제시하였으며 연구의 한계 및 향후 연구 방향을 제시하였다.

Abstract

Job engagement is a concept that has high explanatory power on job performance such as job -related behavior and job competency. In this study, we predicted that job-based HR would play a positive role in job engagement by functioning as a job resource suggested by the Job Demands-Resources Model. Based on these research backgrounds, this study examined the effect of job-based HR on job engagement. We also verified the mediating effects of person-job fit and work meaningfulness to identify the mechanism of job-based HR to the performance in the relationship between job-based HR and job engagement. Data for analysis was collected from 236 employees taking MBA courses at Time1 and Time2. As a result, job-based HRM has a significantly positive(+) influence on job engagement. Also, it has a significantly positive(+) influence on person-job fit and work meaningfulness, and a significant mediating effect of person-job fit and work meaningfulness in the relationship between job-based HR and job engagement. In conclusion, we suggested theoretical and practical implications of this research based on analysis results, with its limitations and future research directions.

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