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직무자율성, 직무재창조, 주도적 성격, 일 몰입 간의 관계

The Relationships between Job Autonomy, Job Crafting, Proactive Personality, and Work Engagement

김문중|손군의
한국상업경영학회 (The Korean Academy of Business Management)|2023.02|상업경영연구 (Korean Journal of Business & Management)|제37권 제1호|pp. 167-195|DOI 10.34274/krabe.2023.37.1.008

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참고문헌

키워드

직무자율성Job AutonomyJob CraftingWork Engagement주도적 성격Proactive Personality직무재창조일 몰입
주제분류경영학

초록

본 연구의 일차적인 목적은 직무자율성이 직무재창조와 일 몰입을 유발하는지 여부를 살펴보고, 조절된 매개모델을 이용하여 주도적 성격이 직무재창조에 의해 매개되는 직무자율성과 일 몰입의 관계를 어느 정도까지 조절하는지를 살펴보는 것이다. 따라서 본 연구의 목적은 직무요구-자원(JD-R) 이론을 활용한 직무재창조의 선행요인과 결과를 밝히는 것이다. 연구를 수행하기 위해 횡단면 설계가 사용되었고, 자료는 37개 문항으로 구성된 설문조사에 의해 수집되었다. 선행연구에서 채택된 설문문항이 개발되었고, 인구통계학적 정보는 성별, 연령, 학력, 근속기간, 직위 및 업종 등을 검증하기 위해 수집되었다. 표본은 중국 산동성 내 제조업, 서비스업, 금융업, 정보통신업, 공공기관에 종사하는 직원들로 구성되었다. 직무재창조가 삶의 모든 분야와 관련되므로, 다양한 업종에서 자료를 수집하게 된 주된 이유는 모든 분야에 대한 모델의 적용가능성을 검증하는 것이었다. 자료는 두 단계로 분석되었다. 먼저, 구조방정식 접근법은 AMOS v25.0의 부트스트래핑 기법을 이용하여 모형의 적합성을 검증하는데 사용되었다. 그리고 매개 및 조절효과는 Hayes의 SPSS PROCESS macro v3.5의 모델 4와 모델 58을 이용하여 검증하였다. 설정된 가설과 일관되게 본 연구 결과는 직무자율성이 직접적으로 직무재창조와 일 몰입을 자극한다는 것을 나타낸다. 또한, 이는 직무자원으로서의 직무자율성이 직무재창조를 통해 동기부여 과정을 시작한다는 JD-R이론의 가정을 입증하고, 동기부여 과정의 결과로서 일 몰입으로 이어진다는 것을 나타낸다. 추가적으로 조절된 매개 결과 주도적 성격이 높은 직원들이 직무재창조에 더 적극적이고 이는 일 몰입을 증가로 이어질 수 있음을 보여준다. 본 연구는 조직이 하향식 및 상향식 직무(재)설계 접근법을 조정하기 위해 인적자원관리(HRM) 정책 및 관행을 개발하는 동안 이러한 결과의 활용이 가능하며, 특히 급속하게 변화하는 환경 하에서 미래의 상업교육의 방향 설정과 교육 내용에 대한 질과 양적 개선에 도움을 줄 것으로 판단된다.

Abstract

The primary study purpose is to examine whether job autonomy triggers job crafting and work engagement, and to what extent proactive personality moderates the relationship between job autonomy and work engagement mediated by job crafting using a moderated mediation model. Thus, this study aims to uncover antecedent and outcomes job crafting using job demands and resources(JD-R) theory. Consistent with the formulated hypothesis, the results of this study indicate that job autonomy directly stimulates job crafting and work engagement. Further, this validates the JD-R theory assumption that job autonomy as job resource initiates a motivation process through job crafting, leading to work engagement as the outcome of the motivation process. Additionally, the moderated mediation results shows that employees with high proactive personality are more engaged in job crafting to boost their work engagement. Organizations may incorporate these findings while developing human resources management(HRM) policies and practices to align top-down and bottom-up job (re)design approaches. For example, it shows that proactive behaviors of employee with high proactive personality can successfully induce job crafting and increase employees’ work engagement by ensuring job autonomy to employees as much as possible in creating a supportive work environment.

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