잡크래프팅의 선행요인과 맥락적성과에 관한 연구 - 보상만족과 개인-직무적합성의 선행효과 분석 -

Abstract

Organizations can achieve their goals and sustainable competitive advantages by having organizational members take the lead in their duties. Accordingly, many researchers have conducted research on effective human resource management, and recently, the concept of job crafting has been focused on. Job crafting is a modern job design method in which an individual actively predicts the environment and redesign their job. Thus, many studies have suggested that job crafting has a positive effect on employees’ job performance. As a result, this study tried to investigate the antecedents that increase employees’ job crafting. Specifically, in the context of extrinsic and intrinsic compensation, we sought to demonstrate the effects of rewards satisfaction and person-job fit(P-J Fit) on job crafting. In addition, this study investigated the mediating effect of job crafting in the relationship between the antecedents (i.e., rewards satisfaction and person-job fit) and job performance. To test the hypotheses, we used the data of a questionnaire of 310 team leaders and employees working at four universities in Chung-cheong province in South Korea. The results of our study suggested that reward satisfaction, one of the extrinsic rewards, plays a critical role as an antecedent that increases job crafting. In terms of intrinsic reward, personal-job fit was positively related to job crafting. In addition, both reward satisfaction and personal-job fit were found to enhance contextual performance through job crafting. These results show that both extrinsic and intrinsic rewards can be a precursor to job crafting, and can positively influence organizational and individual performance through job crafting. Based on these results, this study suggests the importance of job crafting in order to increase the value of the organization's human resources. In addition, this study shed new light on the fact that reward satisfaction and person-job fit can be an important antecedent to promote job crafting. This study also gives significant implications by demonstrating the mediating effect of job crafting that leads to organizational performance.