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사회적 지원과 잡크래프팅, 그리고 정서적 조직몰입에 관한 연구 – 조직, 상사, 동료 지원인식을 중심으로 -

Social Support, Job Crafting, and Affective Organizational Commitment - Focusing on Perceived Organizational, Supervisory, and Peer Support -

김경석|김경환
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2024.11|인적자원관리연구 (Journal of Human Resource Management Research)|제31권 제4호|pp. 93-121|DOI http://dx.doi.org/10.14396/jhrmr.2024.31.4.93

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참고문헌

키워드

조직몰입Organizational Commitment사회적 지원Social SupportJob Crafting조직지원인식Perceived Organizational Support상사지원인식Perceived Supervisor Support동료지원인식잡크래프팅(Job Crafting)Perceived Peer Support
주제분류경영학

초록

최근 주목받기 시작한 것이 ‘잡크래프팅(job crafting)’이며, 지난 20년 동안 경영 실무자와 연구자로부터 상당한 관심을 받아왔다. 이와 함께 잡크래프팅에 대한 그간 축적된 다채로운 연구업적들에도 불구하고 잡크래프팅이 발생할 수 있는 사회, 환경적 조건에 대한 연구는 부족한 실정이다. 또한 과학기술 연구자의 잡크래프팅을 촉진할 수 있는 방안과 이러한 행동이 조직에 미칠 수 있는 결과를 살펴본 연구도 찾아보기 어렵다. 따라서 본 연구는 과학기술 혁신을 이끄는 공공 과학기술(R&D) 연구자를 대상으로 잡크래프팅을 자극하는 사회적 요인과 잡크래프팅 행동이 정서적 조직몰입에 미치는 효과를 밝히고자 한다. 이를 위해 공공 과학기술 연구자를 대상으로 설문조사를 진행하였으며, 총 274부를 실증분석에 활용하였다. 가설검증 결과는 다음과 같다. 첫째, 사회적 지원(조직지원인식, 상사지원인식, 동료지원인식) 중 상사지원인식만이 잡크래프팅에 정적인 영향력을 미치는 것으로 확인되었으며, 조직지원인식과 동료지원인식은 유의미한 관계가 입증되지 않았다. 둘째, 잡크래프팅은 정서적 조직몰입에 긍정적인 영향력을 보였다. 셋째, 사회적 지원과 정서적 조직몰입의 관계에서 잡크래프팅의 매개효과는 상사지원인식-잡크래프팅-정서적 조직몰입 경로만이 유의미한 관계가 입증되었다. 이러한 결과는 사회적 지원 중 상사의 지원이 잡크래프팅 행동에 영향을 미치는 중요한 주체라는 것을 보여주는 결과라고 할 수 있다. 또한 과학기술 연구자 맥락에서 상사의 지원이 잡크래프팅을 촉진하고, 정서적 몰입을 높일 수 있는 단서를 제공해주었다는 점에서 이론적·실무적 시사점이 크다고 하겠다.

Abstract

Job crafting is a recent phenomenon that has received considerable attention from management practitioners and researchers over the past two decades. Despite the rich body of work on job crafting, there is a lack of research on the social and environmental conditions under which it occurs. In addition, few studies have examined the ways to promote job crafting among S&T researchers and the consequences of this behavior on organizations. Therefore, this study aims to identify the social factors that promote job crafting and the effects of job crafting behavior on affective organizational commitment among public S&T researchers who lead national S&T innovation. To this end, a survey was conducted among national S&T researchers, and a total of 274 copies were used for empirical analysis. The results of the hypothesis testing are as follows. First, among social support (perceived organizational support, perceived supervisor support, and perceived peer support), only perceived supervisor support was found to have a positive effect on job crafting, while perceived organizational support and perceived peer support did not have a significant relationship. Second, job crafting had a positive effect on affective organizational commitment. Third, the mediating effect of job crafting on the relationship between social support and affective organizational commitment was found to be significant only in the supervisor support-job crafting-affective organizational commitment pathway. These results suggest that among social support, supervisor support is an important factor in promoting job crafting. Furthermore, the theoretical and practical implications of this study are that supervisor support in the context of science and technology researchers provides cues to facilitate job crafting and increase affective organizational commitment.

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