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개인, 직무, 관계 측면에서의 결정요인이 직무 크래프팅에 미치는 주효과 및 상호작용효과

Main and Interaction Effects of Determinants in Individual, Job, and Relational Aspects on Job Crafting

신인용
한국기업경영학회 (Korean Corporation Management Association)|2015.10|기업경영연구 (Korean Corporation Management Review)|제22권 제5호|pp. 107-125

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참고문헌

키워드

Job AutonomyJob Crafting주도적 성격Proactive Personality직무 자율성대인관계 피드백직무 크래프팅직무재설계Interpersonal FeedbackJob Redesign
주제분류경영학

초록

조직구성원이 자신의 직무 수행 방식과 범위를 자발적으로 변경하는 직무 크래프팅(job crafting)에 대한 학계와 실무계의 관심이 지속적으로 높아지고 있다. 그러나 어떤 요인들로 인하여 개인 수준에서 직무 영역의 변경이 유발 또는 촉진되는지에 대한 체계적인 연구는 활발하게 진행되고 있지 않은 실정이다. 이에 본 연구에서는 개인, 직무, 관계 측면에서 직무 크래프팅 정도를 결정하는 요인을 종합적으로 조사하였다. 국내 호텔의 서비스 담당자 208명을 대상으로 조사한 설문을 토대로 위계적 회귀분석을 시행한 결과, 개인 측면에서의 주도적 성격, 직무 측면에서의 직무 자율성, 관계 측면에서의 대인관계 피드백은 각각 직무 크래프팅에 긍정적인 영향을 미치는 것으로 나타났다. 또한 이러한 결정요인들은 상호작용하여 직무수행자가 직무 크래프팅에 관여하는 정도를 더욱 높이는 것으로 확인되었다. 본 연구는 직무 크래프팅에 대한 결정요인을 포괄적으로 파악하는 동시에 이들 간의 상호작용효과를 규명한다는 점에서 이론적 의의가 있으며, 직무 크래프팅 촉진을 위한 방향성을 제시한다는 점에서 실무적 시사점을 찾을 수 있다.

Abstract

The scholarly and practical focus with regard to job (re)design moves from traditional top-down processes by managers or supervisors to alternative bottom-up processes by employees or subordinates. Researchers have been recently interested in job crafting which represents that organizational members alter the boundaries of their jobs by changing how they perform tasks and expanding the scope of tasks. Previous research has shown that job incumbents in organizations actually tend to engage in job crafting behaviors, and that job crafting contributes to a variety of work outcomes including job attitudes and performance. However, it remains insufficient to identify factors which lead to or facilitate job crafting in the individual level. Given that job (re)design research should comprehensively consider the characteristics of jobs, incumbents, and social environments, this study attempted to investigate determinants of job crafting in individual, job, and relational aspects. In particular, the current study hypothesized that job crafting would be positively influenced by proactive personality in the individual aspect, job autonomy in the job aspect, and interpersonal feedback in the relational aspect. It was expected that proactive personality would function as the willingness, job autonomy would serve as the opportunity, and interpersonal feedback would play a role of the competency. This study collected data from 208 hotel service employees in Korea. Hierarchical multiple regressions was used to empirically test the hypotheses. The analyzed results indicated that proactive personality in the individual aspect, job autonomy in the job aspect, and interpersonal feedback in the relational aspect significantly had the positive effects on job crafting. In addition, these determinants interacted to affect the extent to which job incumbents engaged in job crafting. In other words, proactive personality had the strongest, positive relationship with job crafting when job autonomy was high and coworkers provided useful feedback. The findings of this study suggests implications for scholars and practitioners. Specifically, the present study offers evidence that proactive personality, job autonomy, and interpersonal feedback independently and interactively play pivotal roles in facilitating job crafting behavior as individual job redesign, which suggests that those determinants have main and synergistic effects on job crafting. Furthermore, it proposes that managers or supervisors in contemporary organizations need to change their perspectives on job redesign and to establish conditions for employees or subordinates to redesign job tasks spontaneously. The limitations of this study and the directions for future research are also discussed.

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