대기업 사무직 근로자의 적응수행 유형에 따른 직무재창조, 직무전문성 및 직무열의 수준 차이 분석 = Analysis of Differences of Job Crafting, Job Expertise and Job Engagement Depending on the Type of Adaptive Performance of Office Workers in Large Corporations

다국어 초록 (Multilingual Abstract)

This study aims to investigate deriving types according to the level of adaptive performance and comparing differences among job crafting, job expertise and job engagement by types perceived by office workers in large corporations. To this end, response data of 493 office workers in large corporations were collected. In this study, latent profile analysis was conducted to derive the type according to the level of adaptive performance, and cross-analysis and variance analysis were carried out to analyze the difference in the level of job crafting, job expertise and job engagement and factors consisting adaptive performance by type. The results of the study are as follows. First, there are a total of four types of adaptive performance of office workers in large corporations. Second, the higher level of recognition for each sub-variable of adaptive performance, the higher recognition level of job crafting, job expertise and job engagement. The academic and practical suggestions derived through this study are as follows. First, it is necessary to operate systemic support to strengthen adaptive performance for office workers as a part of human resource development and management. Second, it is needed to have a lot of empirical research related to adaptive performance with a relatively having a short history to give forward-looking academic implications.

국문 초록 (Abstract)

이 연구는 대기업 사무직 근로자가 인식하는 적응수행 수준에 따라 유형을 도출하고, 유형에 따른 직무재창조, 직무전문성 및 직무열의 인식수준 차이를 비교분석하는 것을 목적으로 시행되었다. 이를 위해 대기업 사무직 근로자 493명의 응답데이터를 수집하였다. 이 연구에서는 적응수행 수준에 따른 세부 유형을 도출하기 위해 잠재프로파일분석을 실시했으며, 유형별 적응수행의 하위구인과 직무재창조, 직무전문성 및 직무열의 수준의 차이를 분석하기 위해 교차분석과 분산분석을 실시하였다. 연구결과는 다음과 같다. 첫째, 대기업 사무직 근로자의 적응수행 유형은 총 4개(적극적 적응수행형, 소극적 적응수행형, 일반적 적응수행형, 관계중심 적응수행형)로 구분된다. 둘째, 적응수행 하위구인의 인식수준이 전반적으로 높은 유형일수록 직무재창조, 직무전문성 및 직무열의 수준이 높다. 이 연구를 통해 도출된 학문적 및 실천적 제언은 다음과 같다. 첫째, 조직구성원의 적응수행 역량 강화를 위해 조직적 차원에서 체계적인 인적자원개발 및 인적자원관리 지원이 이루어져야 한다. 둘째, 상대적으로 짧은 연구 연한을 지닌 적응수행과 관련하여 다양한 실증연구를 수행함으로써 적응수행 후속연구를 위한 학문적 시사점을 제공해야 한다.

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