[논문]직무안정성과 직무재창조 간의 관계: GNS의 조절효과

해리스 데오나; 차윤석

doi:10.5392/jkca.2022.22.07.176

[국내논문] 직무안정성과 직무재창조 간의 관계: GNS의 조절효과
Can Employees with Job Insecurity Engage in Job Crafting? Moderating Effect of GNS 원문보기

한국콘텐츠학회논문지 = The Journal of the Korea Contents Association, v.22 no.7, 2022년, pp.176 - 186

해리스 데오나 (동아대학교 융합경영학과) , 차윤석 (동아대학교 경영학과)

초록
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이 연구의 목적은 자메이카와 한국의 두 문화권의 조직내 구성원들 사이에서 고용 불안정과 직무재창조 간의 관계GNS의 조절효과를 실증하는 것이었다. 조직의 성장에는 구성원들의 성장욕구(GNS)가 필요하지만 고용 불안과 직무재창조 간의 관계에서는 조절변수로 검토될 수 있다. 이 연구는 자메이카에서 일하는 조직 구성원들과 한국에서 한국기업에 근무하고 있는 98명을 대상으로 설문조사를 실시하였다. 실증분석 위해 탐색적 요인 분석(EFA)과 위계적회귀 분석을 사용했습니다. 통계 분석은 SPSS 24.0을 사용하여 수행되었습니다. 연구 결과에 따르면 고용불안이 직무재창조에 영향은 매우 큰 것으로 나타났으며 특히, 인식된 고용 불안과 직무재창조 사이의 관계는 문화에 따라 다르게 나타났다. 향후 좀 더 정교한 비교문화 관점의 연구를 전개하기 위해서는 국가문화 특성에 따른 개인의 추진력 또는 성장에 대한 욕구와 인지된 스트레스나 불확실성에 어떻게 대처하는지를 검토하여 좀 더 변수를 확대 혹은 통제하여 실증할 필요가 있다.

Abstract ▼ AI-Helper

The purpose of this study is to explore the effect of perceived job insecurity on job crafting behaviors among employees from two different cultures: Jamaica and South Korea. Growth needs strength was also examined as a moderating variable on the job insecurity/job crafting relationship. This study collected 102 data samples from working individuals from Jamaica and 98 from South Korea. The Exploratory Factor Analysis (EFA) and the hierarchical regression analysis were used in order to analyze the data. Statistical analysis was performed using SPSS 24.0. Our research results indicated that perceived job insecurity has a significant effect on employees job crafting behaviors. The relationship between perceived job insecurity and job crafting behaviors differs based on culture. In addition, employees growth need strength moderates the relationship between the two variables. Although this study has some limitations, it contributed to the stress-coping literature by showing that individuals will engage in coping behaviors when they perceived job insecurity in the organization. In addition, culture and individual drive or need for growth plays an important role in how individuals cope with perceived stress or uncertainty.

주제어

표/그림 (10)

그림 Figure. 1. Research Model
표 Table 1. Demographics of Respondents
표 Table 2. The Result of Means, Standard Deviations, Reliabilities and Intercorrelations (JA)
표 Table 3. The Result of Means, Standard Deviations, Reliabilities and Intercorrelations (SK)
표 Table 4. Regression Analysis: Job Crafting (Jamaica)
표 Table 5. Regression Analysis: Job Crafting (South Korea)
그림 Figure 2. The moderating role of growth needs strength (Jamaica)
표 Table 6. Moderating effect of Growth Needs Strength (Jamaica)
표 Table 7. Moderating effect of Growth Needs Strength (South Korea)
그림 Figure 3. The moderating role of growth needs strength (South Korea)

AI 본문요약
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문제 정의

In this research, job crafting is viewed as a form of proactive behavior that involves employees initiating changes in their job demands and resources to increase the fit between these job characteristics and personal abilities and needs[12]. The aim of this research is to determine if employees engage in job crafting as a coping behavior when they perceived job insecurity in the organization.
This research adds to the stress coping and also proactive literature by examining job crafting as a coping strategy for perceived job insecurity. Employees who perceived job insecurity in the organization may cope by engaging in job crafting behaviors.

가설 설정

H1: Perceived job insecurity will be positively related to job crafting behaviors.
H2: Employees growth needs strength will moderates the relationship between perceived job insecurity and employees job crafting behaviors.

이론/모형

Job crafting was measured with the scale that was developed by Tims, Bakker and Derks[23]. It contains 21 items in four subscales: increasing structural job resources (ISJR) J (α =.

성능/효과

This research has indicated several points that add to our understanding of employees' coping strategies when they faced with perceived stress. One of the most important findings of this research was thatJamaican and South Korean employees engage in job crafting differently when they perceived job insecurity in the organization. The findings are summarized as follows.

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