지각된 자격과잉이 직무열의에 미치는 영향: 잡 크래프팅과 조직기반 자긍심의 매개효과와 긍정적 심리자본의 조절효과 = The Effects of Perceived Over-Qualification on Job Engagement: Focus on the Mediating Role of Job Crafting and the Organization-Based Self-Esteem and the Moderating Role of Positive Psychological Capital

다국어 초록 (Multilingual Abstract)

This study is aimed to verify the impact of perceived over-qualification on job crafting and organization-based self-esteem. The influence of job crafting and organization-based self-esteem on job engagement is also verified. In addition, the mediating effect of job crafting and organization-based self-esteem and the moderating effect of positive psychological capital are also verified when organization members who experience perceived over-qualification influence job engagement. For the verification mentioned above, an online survey was conducted on members working for Chinese companies. 357 questionnaires were used for empirical analysis finally. With the data collected, frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, correlation analysis, structure equation model analysis, and regression analysis were conducted through SPSS V. 22.0 and Amos V. 22.0. The analysis results first showed that perceived over-qualification does not have positive influence on job crafting. Secondly, perceived over-qualification has been shown to have negative influence on organization-based self-esteem and job engagement. Thirdly, job crafting and organization-based self-esteem have been shown to have positive influence on job engagement. Fourthly, organization-based self-esteem has been shown to have a mediating effect between perceived over-qualification and job engagement. Fifthly, positive psychological capital has been shown to have a moderating effect between perceived over-qualification and job engagement. This study provided theoretical and practical implications by demonstrating the relationship between job crafting, organization-based self-esteem, job engagement, and positive psychological capital by expanding existing prior studies.

국문 초록 (Abstract)

본 연구에서는 지각된 과잉자격이 잡 크래프팅과 조직기반 자긍심에 미치는 영향 을 검증하고자 한다. 또한 잡 크래프팅과 조직기반 자긍심이 직무열의에 미치는 영향을 검증하고자 한다. 더불어 지각된 과잉자격을 느끼는 조직구성원이 직무열 의에 미치는 영향 과정에서 잡 크래프팅과 조직기반 자긍심의 매개효과와 긍정적 심리자본의 조절효과를 검증하고자 한다. 목적을 검증하기 위해 중국기업에서 근 무하는 구성원들을 대상으로 온라인 설문조사를 실시했다. 응답설문지가 최종 357 부의 설문지를 실증분석에 활용하였다. 수집된 자료는 SPSS V. 22.0과 Amos V. 22.0을 이용하여 빈도분석, 탐색적 요인분석, 신뢰도분석, 확인적 요인분석, 상관관 계분석, 구조방정식 모형분석, 회귀분석을 실시하였다. 분석결과는 첫째, 지각된 과 잉자격이 잡 크래프팅에 정(+)의 영향을 미치지 않는 것으로 나타났다. 둘째, 지각 된 과잉자격이 조직기반 자긍심과 직무열의에 부(-)의 영향을 미치는 것으로 나타 났다. 셋째, 잡 크래프팅과 조직기반 자긍심이 직무열의에 정(+)의 영향을 미치는 것으로 나타났다. 넷째, 조직기반 자긍심은 지각된 과잉자격과 직무열의 사이에 매 개효과를 하는 것으로 나타났다. 다섯째, 긍정적 심리자본은 지각된 과잉자격과 직 무열의 사이에 조절효과를 하는 것으로 나타났다. 본 연구에서는 기존의 선행연구 를 확장하여 지각된 과잉자격이 잡 크래프팅, 조직기반 자긍심, 직무열의, 긍정적 심리자본의 관계를 실증함으로써 이론적, 실무적 시사점을 제공하였다.

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