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혁신행동에 대한 자기주도직무설계(Job Crafting) 행위의 효과 - 직무열의의 매개효과를 중심으로 -

The effect of job crafting behavior on innovative behavior - focused on mediating effect of work engagement -

김현근|배성현|안성익|김성용
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2016.12|인적자원관리연구 (Journal of Human Resource Management Research)|제23권 제5호|pp. 1-26

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참고문헌

키워드

Job Characteristics직무열의혁신행동Innovative BehaviorJob CraftingWork EngagementSelf-Determination Theory내재적 동기부여직무특성이론internal motivation자기주도직무설계자기결정이론관점
주제분류경영학

초록

본 연구는 혁신행동의 선행요인을 직무측면과 심리측면에서 살펴보였다. 구체적으로 말하면, 직무설계 측면에서 자기주도직무설계 행위와 심리적 상태요인으로 직무열의가 혁신행동에 미치는 영향을 살펴보았다. 테일러리즘에 기반을 둔 전통적 직무설계방식은 작업장의 물리적 효율을 극대화하였지만 작업자의 심리적 요소를 고려하지 못하였고, 이를 비판하면서, 1970년대 말, 작업자의 내재적 동기부여를 강조한 직무특성이론이 등장하였다. 하지만, 두 종류의 직무설계 방식 모두가 조직으로부터 개인으로의 탑다운(top-down) 방식의 직무설계이어서, 최근 급변하는 경영환경과 직무열의로 대표되는 작업자의 내재적 동기부여 강화 측면에서 심각한 문제가 제기되었고, 이에 개인이 보유한 역량을 독립적이면서도 자유롭게 자신의 직무와 적합하게 변형시켜 스스로 내재적 동기부여 되는 자기주도직무설계 행위가 주목받게 되었다. 본 연구는 작업자 스스로 자신의 역량과 여건에 적합하도록 주어진 직무를 변형시켜나가는 행위인 자기주도직무설계 행위가 작업자의 직무열의를 높이고, 높아진 직무열의로 인해 작업자가 더욱 더 적극적으로 혁신행동을 할 것이라고 예측하였다. 이의 실증연구를 위해, 국내 대기업 구성원들을 대상으로 223부의 자료를 수집하였으며, 각 변인들 간의 영향력을 파악하고자 구조모델분석을 실시하였다. 분석결과를 요약해보면, 예상한 바와 같이 자기주도직무설계는 직무열의에 양(+)의 영향을 미치고, 직무열의는 혁신행동에 강한 양(+)의 영향을 미치는 것으로 나타났다. 또한 직무열의는 자기주도직무설계와 혁신행동 간의 관계에서 매개역할을 하는 것으로 나타났다. 연구결과에서 가장 흥미로운 점은 혁신행동에 대한 자기주도직무설계의 직접효과가 지지되지 않았다는 점이다. 이는 자기주도직무설계의 다양한 효과 중에서 자기결정이론에서 강조되는 내적동기부여 효과가 현실에서 매우 크다는 것을 입증한다.

Abstract

We investigated the antecedents of innovative behavior that is essential for the firms confronting high competition from job design perspective and psychological state perspective. For more details, we explored the effects of job crafting as the antecedents of job design factor and work engagement as the antecedents of psychological state. The traditional job design which is originated from Taylorism was successful in optimizing physical efficiency but fail in improving workers’ psychological motivation. Criticizing motivational failure, Hackman and Oldham suggested new way for job design, that is, JCT(Job Characteristics Theory), that empathize reflecting job design factors stimulating employees’ intrinsic motivation for job design. However, recently, some researchers argued that both the two approaches are not suitable to catch up fast environmental changes and develop employees intrinsic motivation because they are all top-down ways. From these backgrounds, job crafting, which means the behavior to fit given job to their own competence and conditions and develop their intrinsic motivation, has drown researchers’ and practitioners’ interest as the alternative ways for JCT. We expected that job crafting will increase work engagement and increased engagement will increase innovative behavior. To test our model, we collected data from 223 employees from Korean large firms and conducted structural equation model for hypothesis test. According to results, job crafting had positive effect on work engagement, work engagement also had positive effect on innovative behavior, but the direct effect of job crafting on innovative behavior was not supported. With these, we discussed theoretical and practical implications.

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