대기업의 유연근무제 실행요인이 직무몰입에 미치는 영향 : 자기주도성의 매개효과를 중심으로 = The Effect of Large Corporations’ Flexible Work System Implementation Factors on Job Engagement : The Mediating Role of Self-Directedness

다국어 초록 (Multilingual Abstract)

Rapid changes in the business environment driven by digital transformation and technological advancement have revealed the limitations of traditional work systems. In this context, Flexible Work Arrangements have emerged as a key human resource management strategy aimed at enhancing organizational adaptability and sustainability. However, the implementation of Flexible Work Arrangements does not uniformly lead to higher Job Engagement, as employees demonstrate different levels of engagement even under the same work conditions. This suggests that the effectiveness of Flexible Work Arrangements may depend on individual psychological mechanisms, particularly Self-Directedness.
The purpose of this study is to examine the effect of Flexible Work Arrangements on Job Engagement, focusing on the mediating effect of Self-Directedness in large manufacturing organizations. Flexible Work Arrangements are conceptualized as execution factors consisting of institutional factors, human resource management factors, and job-related factors. Self-Directedness is operationalized through work motivation and self-regulation ability, while Job Engagement is measured in terms of job satisfaction, job responsibility, and job attachment.
Data were collected from employees working in large domestic corporations between June and July 2025, and a total of 526 valid responses were used for empirical analysis. Structural equation modeling was conducted using SPSS and AMOS to test the proposed research model.
The results indicate that the execution factors of Flexible Work Arrangements are associated with Self-Directedness, and that Self-Directedness mediates the relationship between Flexible Work Arrangements and Job Engagement. In particular, work motivation plays a central role in linking Flexible Work Arrangements to multiple dimensions of Job Engagement, while self-regulation ability is primarily related to satisfaction and responsibility toward work.
These findings demonstrate that the impact of Flexible Work Arrangements on Job Engagement is influenced not only by organizational design but also by employees’ Self-Directedness. This study contributes to the literature by clarifying the psychological mechanism through which Flexible Work Arrangements affect Job Engagement in large manufacturing organizations.

목차 (Table of Contents)

• I. 서 론 1
• 1. 연구의 배경 및 목적 1
• 1) 연구의 배경 1
• 2) 연구의 목적 4
• 2. 연구의 방법 및 논문의 구성 5
• 1) 연구의 방법 5
• 2) 논문의 구성 6
• II. 이론적 배경 7
• 1. 유연근무제 7
• 1) 유연근무제의 개념 7
• 2) 유연근무제 유형 9
• 3) 국내 유연근무제 도입 현황 12
• 4) 유연근무제 관련 이론 14
• 5) 유연근무제와 조직성과 19
• 6) 유연근무제 유사개념 비교 21
• 2. 자기주도성 29
• 1) 자기주도성의 개념 29
• 2) 자기주도성의 구성요소 32
• 3) 자기주도성과 조직성과 34
• 4) 자기주도성의 측정 36
• 3. 직무몰입 40
• 1) 직무몰입의 개념 41
• 2) 직무몰입의 선행연구 43
• 3) 직무몰입의 구성요소 44
• III. 연구모형과 조사설계 50
• 1. 연구모형과 연구가설의 설정 50
• 1) 연구모형 50
• 2) 연구가설의 설정 51
• 2. 변인의 조작적 정의 61
• 1) 유연근무제 실행요인 61
• 2) 자기주도성 62
• 3) 직무몰입 63
• IV. 실증분석 65
• 1. 자료의 수집 65
• 1) 조사개요 65
• 2) 인구통계학적 특성 65
• 3) 기술통계 67
• 2. 측정항목의 평가 68
• 1) 신뢰성 분석 68
• 2) 상관분석 69
• 3) 확인적 요인분석 71
• 3. 연구가설의 검정 73
• 1) 경로분석 73
• 2) 매개효과 분석 76
• V. 결 론 79
• 1. 연구 결과 요약 및 논의 79
• 2. 연구의 시사점 84
• 3. 연구의 한계점 및 향후 연구방안 85
• 참고문헌 87
• ABSTRACT 100
• 설문지 102