영업사원의 잡크래프팅(Job Crafting)이 조직시민행동에 미치는 영향에 관한 연구

이상민,유재원,김상연 한국생산성학회 2023 生産性論集 Vol.37 No.3

This study aims to examine the effect of salespersons with job crafting on organizational citizenship behavior through job satisfaction and the effect of psychological ownership on organizational citizenship behavior by mediating job satisfaction. From a salesperson’s point of view, job crafting can be described as a bottom-up job redesign. As a result of examining the effect on job satisfaction by composing three sub-factors, Task Crafting, Cognitive Crafting, and Relational Crafting, all of them had a positive effect. In addition, Job satisfaction was found to have a positive (+) effect on organizational citizenship behavior, and job satisfaction and psychological ownership also had a positive (+) effect on organizational citizenship behavior. To summarize the results of the study, first, salespersons can better understand what sales are through task crafting, cognitive crafting, and relationship crafting, and can develop improved jobs that add to the scope of sales by recognizing the meaning of sales work. Ultimately, job satisfaction and performance increase. Second, salesperson’s job satisfaction is related to productivity, efficiency, cost reduction, and organizational atmosphere of psychological ownership and organizational citizenship behavior. personal beliefs and attitudes. It has a positive effect on psychological ownership by including comprehensive jobs based on individual standards such as values and desires and increasing the positive emotional state of members who experience the work environment. In addition, it affects the salesperson’s active behavior and increases the possibility of acting out of role, which has a positive effect on organizational citizenship behavior. Third, previous studies found that salespeople induce a sense of responsibility when a sense of belonging, efficacy, effectiveness, and self-identity are satisfied based on a sense of ownership or psychological ownership of the organization, and variables such as psychological ownership affect organizational citizenship behavior for sales. It has been empirically confirmed that they play an essential role, and it can be said that salespeople with a high level of psychological ownership improve the level of organizational citizenship behavior and service. The purpose of this study is to recognize the importance of job crafting in the sales field and to increase knowledge about it, and to conduct theoretical and empirical research on the impact of job crafting salespersons participating in organizational citizenship behavior. In the end, the meaning of this study can be explained as the ability of salespeople to change their job characteristics through the practice of job crafting.

IT Job Crafting: Definition and Measurement

Jungwoo Lee 한국경영정보학회 2018 한국경영정보학회 학술대회논문집 Vol.2018 No.11

Advanced information technologies such as cloud, analytics, social media, mobile computing, IoT and AI are changing the nature of work as industrial technologies have changed the nature of work. Traditional job design theory, emphasizing skill variety, task identity, task significance, autonomy, and feedback [1-5], is not in effect any more in this world of knowledge-based work. Thus, revising the traditional model of job design are beginning to be suggested even by the proponents of traditional job design researchers [4, 5]. In this regard, alternative avenues are under investigation with focus upon behavior-based changes of worker. Having a focus on behavioral characteristics of workers including cognitions and attitude would be promising not only as yielding individual outcomes, but also benefiting the organizational effectiveness. The concept of job crafting is emerging. as an alternative bottom-up design of knowledge work in which employees are crafting their tasks and relations at work as well as cognitive interpretations [6-8]. This new construct of job crafting is being developed and defined mostly in the area of human resources research. However, detailed characteristics of IT are largely missing in studies explicating the impact and antecedents of job crafting behavior though the phenomenon of job crafting is only enabled by advanced information technologies. In this regard, this study systematically develop a conceptual definition of IT Job Crafting, defined as the extent to which an individual use of IT as integral to his or her job crafting behavior. The construct is framed within a theoretical model of task technology fit, and refined conceptually via qualitative literature review. Our goal is to facilitate the development of IT job crafting as a construct that can improve our understanding of knowledge work process. In doing so, this study intends to make following contributions. First, it delineates current understanding of IT as a medium of job crafting. In-depth understanding of job crafting might be used as a basis for designing future jobs. Second, it defines the conceptual details of IT job crafting relating to characteristics of IT. These characteristics might be useful in designing and revising work systems of the future. Third, it demonstrates the utility of IT job crafting to a range of information systems issues, offering potential further research opportunities. Implication and further research will be presented and discussed.

한국판 잡 크래프팅 척도(JCQ-K)의 타당화 연구

임명기,하유진,오동준,손영우 한국기업경영학회 2014 기업경영연구 Vol.21 No.4

This study was conducted for the purpose of examining the reliability, validity and factorial structure of the Korean version of Job Crafting Questionnaire (JCQ). The 15 items from the original scale were translated into Korean and back-translated prior to the distribution to 259 working adults in various vocations in Korea. In order to test convergent and discriminant validities, we examined the relationships between job crafting and organizational effectiveness such as organizational citizenship behavior, role clarity, psychological empowerment, and achievement goal orientation which are qualitatively similar to job crafting. Proactive personality and calling were used as the antecedent variables. In addition, job satisfaction, work engagement, and organizational commitment were used as the outcome variables for testing predictive validity. This study has two primary objectives. The first objective is to examine the validity of the Korean version of Job Crafting Questionnaire (JCQ-K). Results from the confirmatory factor analysis supported the three factor structure (task crafting, cognitive crafting, and relational crafting) in the Korean version, as in the original scale. The second objective is to examine the relationships of job crafting with other work-related variables. The results verified in this study are as follows: First, job crafting correlated positively with organizational citizenship behavior, role clarity, and psychological empowerment. Second, job crafting also correlated positively with mastery-approach and performance-approach goal orientations, but not with mastery-avoidance and performance-avoidance goal orientations. Third, proactive personality and calling had a strong influence on job crafting. Fourth, job crafting had a strong influence on job satisfaction, work engagement, and organizational commitment. Furthermore, this study revealed job crafting's differentiated impacts on the outcome variables apart from other variables which are qualitatively similar to job crafting. Job crafting still had a significant influence on job satisfaction, work engagement, and organizational commitment, controlling for the influences of organizational citizenship behavior, role clarity, and psychological empowerment. As a result, the relationships of job crafting with antecedent and consequences were consistent with previous research. Such results altogether imply that JCQ-K is a reliable and valid tool for measuring and studying the concept of job crafting in Korean society. The implications of this study are as follows: First, this study provided the measure of job crafting for a wide range of Korean employees. Considering growing interest in job crafting in Korea recently, the introduction of job crafting measure can be beneficial for managers who are interested in improving the level of employees' work motivation. Second, this study examined the empirical evidence of the role of job crafting in the process of individual job satisfaction and organizational performance. The final implication of this study is that job crafting essentially has a positive impact on both individuals and organizations. We confirmed motivations for job crafting are not avoidance-based orientations but approach-based orientations, leading to the better performance of individuals as well as organizations. Directions for future research and limitations were also discussed. 본 연구는 외국의 잡 크래프팅 척도를 한국어로 번안하여 척도의 요인구성을 확인하고 신뢰도와 타당도를 검증하는데 목적이 있다. Slemp와 Vella-Brodrick(2013)이 개발한 잡 크래프팅 원척도(Job Crafting Questionnaire; JCQ)를 번역과 역번역 과정을 거쳐 한국판 잡 크래프팅 소명척도(JCQ-K) 15문항으로 완성하였고, 국내 다양한 기업에 종사하고 있는 직장인 259명을 대상으로 설문을 실시하였다. 수렴 및 변별 타당도 검증을 위해 조직시민행동, 역할명확성, 심리적 임파워먼트와 성취목표지향성과의 관계를 살펴보았고, 준거 타당도 검증을 위해 잡 크래프팅의 선행변인과 결과변인들과의 관계를 살펴보았다. 선행변인으로는 주도성과 소명의식을, 결과변인으로는 직무만족, 직무열의와 조직몰입을 사용하였다. 확인적 요인분석 결과 원척도와 마찬가지로 3요인(과업가공, 인지가공, 관계가공)으로 구성된 잡 크래프팅 척도가 국내에서도 타당함이 확인되었다. 수렴 및 변별타당도 검증 결과, 잡 크래프팅 척도는 조직시민행동, 역할명확성, 심리적 임파워먼트와 모두 높은 정적상관을 보였다. 성취목표지향성 중 숙달접근, 수행접근과는 정적 상관을 보인 반면 숙달회피, 수행회피와는 유의미한 상관관계를 보이지 않았다. 선행변인 및 결과변인들과의 관계도 잡 크래프팅 관련 기존 연구들과 같은 결과를 보였다. 이러한 결과는 3요인으로 구성된 JCQ-K가 국내에서 잡 크래프팅을 측정하고 연구하는데 적합한 척도임을 나타내는 것이다. 끝으로 본 연구의 의의와 제한점에 대해 논의하였다.

교사용 직무재창조 프로그램 개발

장경원,고수일 인하대학교 교육연구소 2019 교육문화연구 Vol.25 No.6

Job crafting refers to a series of activities in which an individual newly forms, transforms, and redefines his or her job by physically and cognitively changing the boundaries of work in his / her work. The job crafting program aims to provide the opportunity for members to improve their working environment and quality of work through recreating their jobs. To accomplish this goal, this study developed a job crafting program specialized for teachers. In order to develop a teacher job crafting program, literature and cases related to job crafting, and success stories of job crafting teachers were collected and analyzed. Based on the collected data, a job crafting program for teachers was developed and operated and, we conducted a formative evaluation of teacher job crafting program. Teachers who participated in the program evaluated the program as meaningful because they had an opportunity to recognize their job again. This job crafting program for teachers is expected to contribute to the education of teachers for teachers and preliminary teachers. 직무재창조(job crafting)는 개인이 자신의 일에서 과업의 경계를 물리적・인지적으로 변화시킴으로써, 자신의 직무를새롭게 형성, 변형 및 재정의하는 일련의 활동을 의미한다. 직무재창조 프로그램은 구성원들이 직무재창조를 통해자신들의 근무환경과 근무의 질을 향상시키기 위한 기회를 제공하는 것을 목적으로 한다. 이러한 목적을 달성하기위해서 이 연구에서는 교사들에게 특화된 직무재창조 프로그램을 개발하였다. 교사용 직무재창조 프로그램 개발을위해 먼저 직무재창조 관련 문헌 및 사례를 분석하였다. 다음으로 교사들을 대상으로 직무재창조 검사를 수행하고, 검사 결과 상위 20%에 해당하는 직무재창조 우수 교사들의 직무재창조 우수사례를 수집, 분석하였다. 수집한 자료와교사들의 의견을 토대로 교사용 직무재창조 프로그램을 개발하고 운영한 후 이에 대한 형성적 평가를 실시하였다. 프로그램에 참여한 교사들은 이 프로그램을 통해 자신의 직무에 대해 다시 인식할 수 있는 기회가 되어 의미 있다고 평가하였다. 교사용 직무재창조 프로그램은 학문적・실용적 측면에서 교사 및 예비교사 대상 교사교육을 위해 기여할것으로 기대된다.

고경력 바리스타의 Job Crafting 행동에 관한 탐색적 연구 : 개별 심층 면담을 중심으로

안정관(An, Jeong-Kwan),차종석(Cha, Jong-Seok) 한국외식경영학회 2020 외식경영연구 Vol.23 No.1

The purpose of this study is to explore the job crafting behaviors shown by high-career barista. We applied the qualitative research method using individual in-depth interview to deduce detailed and meaningful experiences. Participants in this study were selected by convenience sampling with snowball method. The period of data collection was around 42 days from June 17th, 2019, to July 29th, 2019. The results of this study were as follows: First, the 91 statements on job crafting behaviors of high-career barista were identified in the perspective of job crafting concept. Second, Job crafting behaviors of high-career barista were finally summarized as 17 meaningful behavioral categories. Finally, this study discussed the academic meanings and implications based on the result of job crafting behaviors of barista, and suggested the practical implications for fostering the job environment to enhance job crafting behaviors in a hospitality field. 이 연구의 목적은 바리스타로서 오랜 경력을 보유한 사람들이 보이는 Job Crafting 행동에 대한 심층적인 조사에 있다. 세밀하고 의미 있는 경험을 도출하기 위하여 경험적 현상에 근거한 질적 연구방법으로 접근하면서 개별 심층 면담방식을 활용하였다. 연구 참여자는 편의표본추출 방식에서 눈덩이 추출법을 이용하여 15년 이상의 경력자로 선정하였으며, 참여자와의 개별 심층 면담은 2019년 6월 17 일부터 2019년 7월 29일까지 약 42일간 진행되었다. 개별 심층 면담 내용은 모두 녹취되었고, 녹취된 내용은 반복 청취 후, 모두 필사되었다. 반복적인 필독을 통하여 의미 있는 부분들을 찾아내 텍스트화 하는 방식으로 자료를 분석하였다. 이 연구의 결과는 첫째, 오랜 경력을 보유한 바리스타들의 의미 있는 Job Crafting 행동이 확인되었다. 둘째, 고경력 바리스타의 Job Crafting은 총 91개의 의미 있는 진술로 도출되었는데 이는 다시 17개의 의미 있는 행동으로 재구성 및 범주화 되었다. 이 연구는 Job Crafting 행동에 대한 인과관계가 아닌 실질적인 바리스타의 행동을 심층적으로 파악함으로써 학문적 의미를 논하였고, Job Crafting 행동이 이루어지기 위해서 다양성, 자율성, 중요성 등이 제공되는 직무환경의 필요성과 현재 실무를 담당하고 있는 바리스타에게 긍정적이고 능동적인 행동 제시를 위한 실무적 시사점을 제공하였다.

Towards High Performance Organization: The Impacts of Job Characteristics and Job Crafting

Gu-Ne, Kim,Young-Min Lee 보안공학연구지원센터 2016 International Journal of u- and e- Service, Scienc Vol.9 No.2

The present study validated the study results regarding the relationship between job characteristics and job crafting with respect to a sales organization and demonstrates differences in organizational performance resulting from the effects of job characteristics and job crafting. As a theoretical model of the present study, five elements – skill variety, task identity, task significance, autonomy, and feedback – were set as premises that limit job crafting. In addition, we attempted to explain how performing job crafting consisting of task crafting, relational crafting and cognitive crafting affected organizational performance such as financial performance, job satisfaction, and organizational commitment. To achieve this objective, eight propositions regarding the effect of job characteristics and job crafting on organizational performance were identified and 406 sales consultants from insurance firms were surveyed to test the hypothesis of the study. The results of the studies were as follows. First, job characteristics partially influenced job crafting as per sub-factors. Skill variety and feedback did not influence job crafting significantly whereas task identity, task significance, and autonomy influenced job crafting significantly. Second, job crafting had a positive effect on the financial performance of organizations. Third, job crafting had a positive effect on the job satisfaction of organization members. Fourth, job crafting had a positive effect on the organizational commitment of organization members.

구성원의 상사후원인식에 따른 자기주도 직무설계(Job Crafting) 행위가 조직시민행동에 미치는 영향

김성용(Kim Seong Yong),김현근(Kim Hyun Geun),안성익(Ahn Seong Ik) 대한경영학회 2018 大韓經營學會誌 Vol.31 No.7

향상-예방초점 잡 크래프팅의 선행요인 및 직무성과에 미치는 영향에 관한 연구

장가,구자숙,증가미 한국경영학회 2022 經營學硏究 Vol.51 No.2

This study divided job crafting into promotion and prevention focused job crafting based on the regulatory focus theory. The purpose of this study was to explore the situational and personal motivational antecedents of promotion-prevention focused job crafting and to uncover their differential effects. Specifically, we examined the relationship of social support, work overload and achievement goal orientation with promotion-prevention focused job crafting. Analyzed the differential effects of promotion-prevention focused job crafting on individual job performance. Finally, the mediating role of promotion-prevention focused job crafting was tested. The data for this study come from 316 employees working at various companies in China, and 271 responses were included for the final analysis. The results showed that social support and learning goal orientation increased promotion focused job crafting, while work overload and performance goal orientation increased prevention focused job crafting. Promotion focused job crafting was positively, while prevention focused job crafting was negatively related to job performance. Results of mediation models showed that promotion focused job crafting mediated the relationship between social support/learning goal orientation, and performance. Work overload/performance goal orientation was negatively related with performance through prevention focused job crafting. The theoretical and applied implications of the results are discussed.

IT 기술인력의 직무자율성이 잡크래프팅과 성과에 미치는 영향: 인구통계학적 특성에 따른 집단분석을 중심으로

고민정,한주희 아시아.유럽미래학회 2020 유라시아연구 Vol.17 No.3

Based on Job Demands-Resources Model, this study investigated whether the basic mechanism of job crafting is applied equally to IT workforce. Further, we explored the role of demographic characteristics within job crafting mechanism. Using structural equation modeling and multi-group analysis, we analyzed 501 IT workforce’s survey data from Chinese telecommunication enterprises. The results suggested as follows. First, job autonomy had a positive effect on job performance mediated by job crafting. Second, the effect of job autonomy on job crafting was different among age groups. In the 20s, job autonomy had the smallest influence on job crafting, and in all other groups, job autonomy had a very strong influence on job crafting. Third, different relationships between variables were observed among education level groups. Although job autonomy predicted job crafting very strongly in the low education level group, the effect of job crafting on job performance decreased relatively. Moreover, the direct effect of job autono- my on job performance was not significant. In the bachelor’s degree group, there was a significant positive relationship in all paths between job autonomy, job crafting, and job performance. In high education level group, job crafting did not predict job performance where as positive relationship between job autonomy and job crafting existed. Fourth, different relationships between job crafting and job performance were observed among tenure level groups. In the 1-3 years of work experience group, job crafting had the strongest influence on job performance. In contrast, in over 5 years of work experience group, job crafting had no significant effect on job performance. Summarizing the results of this study, job crafting is not effective for all employees within the purpose of improving job performance. This study confirmed that the basic mechanism of job crafting is applied equally to IT workforce who has relatively high job demand and unique work consciousness. Also, this study provided development of enhanced theories of job crafting by confirming the moderating effects of demographic characteristics. Even though Rudolph et al.(2017) tried to prove the role of demographic characteristics, they were not able to identify the actual effect because they used a meta-analysis. This study, using empirical data, proved the clear relationships between variables moderated by demographic characteristics. Further, fo- cusing on the IT workforce of Chinese mobile telecommunication companies, this study provides a clear and specific basis for using of job crafting to the HR practitioners. Nevertheless, since we focused on specific workforce, it is required to be cautious for generalization of research results. Finally, future re- search directions were discussed with the limitations of this study.

자기주도 직무설계(Job Crafting) 행위가 일중독에 미치는 영향에서 심리적분리의 조절효과

김성용(Kim Seong Yong),안성익(Ahn, Seong-Ik) 대한경영학회 2021 大韓經營學會誌 Vol.34 No.1