영업사원의 변화지향적 조직시민행동의 선행변수와 결과변수

전광호 ( Kwang-ho Jeon ) 한국유통경영학회(구 한국유통정보학회) 2020 유통경영학회지 Vol.23 No.6

Purpose: The purpose of this study is to empirically test the antecedents and consequences of change-oriented organizational citizenship behavior. Specifically, as the antecedents of change-oriented organizational citizenship behavior, the influence of the goal orientation(learning orientation and performance orientation) of salespeople at the individual level and the corporate control system(process control and performance control) at the organizational level on change-oriented organizational citizenship behavior will be examined. Next, we will examine the impact of change-oriented organizational citizenship behavior on the sales performance and turnover intention of salesperson. Research design, data, and methodology: In order to verify the research model presented in this study, a survey was conducted on 314 salespeople engaged in business activities in industries such as insurance sales, automobile sales, and B2B sales. For the reliability analysis of the measurement items, Cronbach's Alpha value was checked, and exploratory factor analysis and confirmatory factor analysis were used for validity. To test the hypotheses, a structural equation model analysis using LISREL 8.72 was conducted. Results: As predicted, learning orientation and performance orientation, the preceding variables at the individual level, were found to have a positive effect on change-oriented organizational citizenship behavior. Among the control systems, process control was found to have a positive effect on change-oriented organizational citizenship behavior, but performance control was not found to have a statistically significant effect. Subsequently, it was found that change-oriented organizational citizenship behavior had a positive effect on sales performance and a negative effect on turnover intention. Conclusions: In this study, the first implications can be found in that it has been confirmed that the changeoriented organizational citizenship behavior of salespeople plays a role in enhancing sales performance and lowering turnover intention. In addition, it provides a second implication in that the influence of the antecedents at the individual (goal oriented) and organization (control system) levels on change-oriented organizational citizenship behavior was confirmed.

공유리더십과 긍정심리자본, 조직몰입, 변화지향 조직시민행동, LMX 간의 구조적 관계

구인성(Insung Koo),정기수(Kisoo Jung) 대한경영학회 2021 大韓經營學會誌 Vol.34 No.10

본 연구의 목적은 공유리더십이 조직몰입 및 변화지향 조직시민행동에 미치는 영향관계를 검증하고, 이들 관계에서 긍정심리자본의 매개변수와 LMX의 조절변수를 투입하였을 때 나타나는 세부적인 효과를 확인하는 것이다. 이러한 변인의 관계를 실증함으로써 변화하는 환경에 적극적으로 대응하기 위한 실질적 시사점을 제공하고, 조직 현장에서 활용 가능한 이론적 토대를 제공하는데 기여하고자 하였다. 설정된 연구문제를 검증하기 위해 수도권에 소재한 기업체에서 재직 중인 20대~50대의 근로자를 대상으로 편의표집법을 통한 설문조사를 실시하였다. 이를 통해 총 565명으로부터 받은 응답 중 불성실한 답변 19부의 설문을 제외하고 활용 가능한 546부의 자료를 통해 실증적인 분석을 하였다. 상기 분석에 따른 연구결과를 요약하면 다음과 같다. 첫째, 각 변인 간 관계에서, 공유리더십은 조직몰입에 긍정적인 영향을 미치는 것으로 나타났으며, 공유리더십은 변화지향 조직시민행동에 긍정적인 영향관계를 가지는 것으로 나타났다. 둘째, 공유리더십은 긍정심리자본에 긍정적인 영향을 미치는 것으로 나타났다. 셋째, 긍정심리자본은 조직몰입에 긍정적인 영향을 미치는 것으로 나타났으며, 긍정심리자본은 변화지향 조직시민행동에 긍정적인 영향을 미치는 것으로 나타났다. 넷째, 공유리더십이 조직몰입과 변화지향 조직시민행동에 미치는 경로에서 긍정심리자본을 통해 매개효과가 나타났다. 다섯째, 공유리더십이 조직몰입과 변화지향 조직시민행동에 미치는 경로에서 리더 구성원 교환관계(LMX)에 의해 조절되는 것을 확인하였다. 본 연구의 결과를 토대로, 다음과 같은 시사점을 제공할 수 있다. 공유리더십의 조직유효성 증진에 대한 구체적인 메커니즘으로써 긍정심리자본과 LMX를 제시하여 향후 공유리더십 연구의 새로운 방향성을 제시하였으며, 변화지향 조직시민행동을 높이는 매개 및 조절 전략을 탐구하고 기업 조직의 변화 역량 제고와 향후 일자리 변화 환경에 적절히 대응하기 위해 이론적 토대를 형성하는데 기여하였다. 또한 기업 현장에서 구성원의 조직몰입과 변화지향 조직시민행동을 증진하기 위해 구성원들의 역량 증진과 자율성을 제고하고, 사회적 관계를 활성화하여 조직에 대해 신뢰를 형성하기 위한 제도적 지원을 강조하였다. 구성원의 긍정심리자본과 리더와 구성원의 LMX의 수준에 따라 조직의 업무성과가 변화됨에 따라 기업에서는 이를 활용한 인적자원의 개발과 리더와 구성원의 관계 향상을 위한 개선 프로그램 개발 및 구성원의 긍정적 마인드 제고를 위한 이론적 토대를 제공하는데 함의가 있다. The purpose of this study is to verify the effect of shared leadership on organizational commitment and change-oriented organizational citizenship behavior, and to confirm the detailed effects of positive psychological capital parameters and LMX moderators in these relationships. By demonstrating the relationship between these variables, it was intended to provide practical implications for actively responding to the changing environment and to contribute to providing a theoretical foundation that can be used in the field of organization. In order to verify the established research questions, a survey was conducted using a convenience sampling method for workers in their 20s and 50s working at companies located in the metropolitan area. Through this, an empirical analysis was conducted through the available data of 546 copies, excluding the 19 questionnaires with insincere answers among the responses received from a total of 565 people. The study results according to the above analysis are summarized as follows. First, in the relationship between each variable, shared leadership was found to have a positive effect on organizational commitment, and shared leadership was found to have a positive effect on change-oriented organizational citizenship behavior. Second, shared leadership was found to have a positive effect on positive psychological capital. Third, it was found that positive psychological capital had a positive effect on organizational commitment, and positive psychological capital had a positive effect on change-oriented organizational citizenship behavior. Fourth, in the path of shared leadership on organizational commitment and change-oriented organizational citizenship behavior, a mediating effect was found through positive psychological capital. Fifth, it was confirmed that shared leadership was regulated by the leader-member exchange relationship(LMX) in the path that shared leadership had on organizational commitment and change-oriented organizational citizenship behavior. Based on the results of this study, the following implications can be provided. Positive psychological capital and LMX were presented as specific mechanisms for promoting organizational effectiveness of shared leadership, suggesting a new direction for future shared leadership research, exploring mediation and control strategies to increase change-oriented organizational citizenship behavior, and enhancing the change capacity of corporate organizations and contributed to forming a theoretical foundation to properly respond to the future job change environment. In addition, in order to promote organizational commitment and change-oriented organizational citizenship behavior of employees in the corporate field, it emphasized institutional support to enhance employees’ competency and autonomy, and to build trust in the organization by activating social relationships. As the organization’s work performance changes according to the positive psychological capital of members and the level of LMX of leaders and members, companies use it to develop human resources, develop improvement programs to improve the relationship between leaders and members, and provide a theoretical foundation for enhancing members.

조직특성과 서비스지향적 조직시민행동의 관계 연구

안종희(Ahn, Jong Hee),한인수(Han, In Soo) 한국서비스경영학회 2013 서비스경영학회지 Vol.14 No.2

The study aims at formulating the comprehensive model for service-oriented organizational citizenship behavior. Organizational service orientation, perceived organizational support, change leadership are considered as independent variables for service-oriented organizational citizenship behavior. commitment to service quality, organizational commitment, change commitment are hypothesized to mediate the relationships between independent variables and service-oriented organizational citizenship behavior, respectively. The research results reveal as follows. Organizational service orientation has positive effect on the commitment to service quality. Perceived organizational support has positive effects on the commitment to service quality and the organizational commitment. Change leadership has positive effect on the change commitment. The mediating effect between independent variables and the service-oriented organizational citizenship behavior are found only on the commitment to service quality. The research results imply that management measures to make employees to commit to service quality need to be mobilized for enhancing the service-oriented organizational citizenship behavior of service employees.

진성 리더십이 긍정심리자본 및 직무열의를 매개로 하여 변화지향 조직시민행동에 미치는 영향에 관한 연구

이미현,정진철,오민정 한국기업경영학회 2015 기업경영연구 Vol.22 No.3

The purpose of this research is to identify the relationships among the authentic leadership, positive psychological capital, job engagement, and change-oriented citizenship behavior in a sample of 416 employees from financial institutions and manufacturing companies. The main focus of this study is about the influential power of the authentic leadership which affects positive psychological capital, job engagement, and change-oriented citizenship behavior. Until now, there has been many attempts to identify the leadership style which boosts employee morale and productivity. However, there is a question whether and how the authentic leadership can impact on the employee’s changed-oriented citizenship behavior. Current challenging but stressful business environments throughout the world call for a different yet moral and authentic leadership perspective and style. Avolio et al. noted that “the unique stressor facing organizations throughout society today call for a new leadership approach aimed at restoring basic confidence, hope, optimism, resiliency, and self-efficacy”. Former CEO of Medtronic, Bill George states that “we need leaders who lead with purpose, values, and integrity; leaders who build enduring organizations, motivate their employees to provide superior customer service, and create long-term value for shareholders”. Furthermore, Enron cases and unethical CEO managerial practices have been criticized and more ethical and authentic leadership has been emphasized. More specifically, the more a society or business environment becomes competitive and unethical, the more the organization and society needs leaders leading with authenticity and strong integrity to create a sustainable company. Therefore, authentic leadership is conceived as a root of positive leadership which can deal with unethical problems of organization. This study attempts to examine the effect of authentic leadership on change-oriented citizenship behavior a through mediator of positive psychological capital and job engagement. Through the research findings, the study proposed the theoretical model which was then surveyed onto 416 employees to identify the empirical relationships. Employee engagement is the individual’s attachment to the job, the satisfaction with the task itself, and the enthusiasm for work. Positive psychological capital is characterized with four components such as self-efficacy, resiliency, optimism, and hope. Change- oriented organizational citizenship behavior is a special type of organizational citizenship. It is extra role performance, and it is conceived of as one of the important organizational effectiveness variables to change an organization. Specifically this study tested a proposed model of authentic leadership which was compared with other alternative models. Furthermore, this study found that authentic leadership is positively related with positive psychological capital, employee engagement and changed-oriented organizational citizenship behavior. It meant that the authentic leadership has played a vital role to enhance the employees’ intrinsic motivation, positive attitudes and extra role performance. The main findings are the following. (1)Authentic leadership is associated with positive psychological capital and employee engagement. (2) Positive psychological capital has influence on job engagement, and an impact on the changed-oriented OCB. (3)Employee engagement has influence on the change-oriented OCB, and authentic leadership is associated with the change-oriented OCB, (4)The relationship between authentic leadership and change-oriented OCB is mediated by positive psychological capital and job engagement. Research results shows that all hypotheses are significant. 본 연구는 최근 관심 대상이 되고 있는 진성 리더십의 효과성을 검증하는데 목적을 두고 있다. 리더의 진정성과 윤리성 등은 새로운 창조경제 시대에 적합하고 올바른 경영활동을 추진하는 리더십 원형이 되고 있으며, 이러한 진성 리더십이 어떤 과정을 거쳐 구성원들의 직무태도와 행동에 영향 미치는지 관심이 증폭되어 왔다. 본 연구는 진성 리더십과 긍정심리자본, 직무열의의 매개를 통해 구성원의 변화지향 조직시민행동에 미치는 심리적 프로세스를 규명하고 있으며 본 연구의 모델은 기존의 이론적 논리와 실증연구 결과를 바탕으로 설계되고 제시되었다. 금융권과 제조업 등 다양한 직종과 직군을 대상으로 설문조사하였고, 실증 분석한 결과 본 연구의 타당성을 입증하였고 설정한 가설들을 수용하였다. 구체적으로 진성 리더십은 변화지향 조직시민행동에 긍정심리자본과 직무열의를 매개효과를 통해 영향 미치며, 진성 리더십은 긍정심리자본과 직무열의에 영향력 미치는 변수로 증명되었다. 본 연구의 실증분석 결과는 진성 리더십의 측정모델 타당성을 검증하고 있을 뿐 아니라 구조적 관계성을 명확하게 제시하고 있어 진성 리더십이 구성원의 직무태도와 행동에 어떻게 전이되고 있는지를 판단할 수 있게 하고 있다. 특히 변화지향 조직시민행동은 조직의 변화를 가속화시키는 구성원의 자발적 역할외 행동으로서 의미 있는 변수이며, 진성 리더십은 이러한 변화지향 조직시민행동에 많은 영향을 미치는 핵심변수로 그 중요성이 강조될 수 있다.

조직정치 지각이 변화지향 조직시민행동에 미치는 영향 : 심리적 계약위반의 매개효과를 중심으로

정휘(Jung, Hwi),이현응(Lee, Hyun Eung) 대구과학대학교 국방안보연구소 2022 사회융합연구 Vol.6 No.1

본 연구는 조직정치 지각과 심리적 계약위반, 변화지향 조직시민행동 간의 관계를 규명하고 심리적 계약위반의 매개효과를 검증하는 데 목적이 있다. 본 목적을 달성하기 위해 국방연구개발기관 종사자를 대상으로 설문조사를 실시하여 420명이 응답한 자료를 실증 분석한 결과는 다음과 같다. 첫째, 조직정치 지각은 심리적 계약 위반에 유의한 정(+)의 효과가 있었다. 둘째, 심리적 계약위반은 변화지향 조직시민행동에 유의한 부(-)의 효과가 있었다. 셋째, 조직정치 지각은 변화지향 조직시민행동에 직접적으로 유의한 영향을 미치지 않았다. 넷째, 심리적 계약위반은 조직정치 지각과 변화지향 조직시민행동 간의 관계를 완전 매개하는 것으로 나타났다. 본 연구는 공정한 평가 및 보상체계를 구축하고 투명한 의사결정을 통한 자원배분 등의 노력으로 조직정치 및 심리적 계약위반 인식을 줄이고 변화지향 조직시민행동을 이끌어내는 것이 필요하다는 것을 시사한다. The purpose of this study is to investigate the relationship among perceptions of organizational politics, psychological contract breach, and change-oriented organizational citizenship behavior and to verify the mediating effect of psychological contract breach. In order to achieve this purpose, a survey questionnaire was administered to organizational members working in defense R&D institutions. The results of the analysis on data collected from 420 respondents are as follows. First, perceptions of organizational politics had a significant positive effect on psychological contract breach. Second, psychological contract breach had a significant negative effect on change-oriented organizational citizenship behavior. Third, perceptions of organizational politics did not have a significant direct effect on change-oriented organizational citizenship behavior. Fourth, psychological contract breach completely mediated the relationship between perceptions of organizational politics and change-oriented organizational citizenship behavior. This study suggests that making efforts for establishing a fair evaluation and reward system and allocating resources through transparent decision-making is necessary to lower perceptions of organizational politics and psychological contract to induce organizational members’ change-oriented organizational citizenship behavior.

셀프리더십이 직무재창조를 매개로 혁신행동 및 변화지향 조직시민행동에 미치는 영향

이동훈,정기수 한국콘텐츠학회 2024 한국콘텐츠학회논문지 Vol.24 No.4

This study examined the evidence on the relationship between self-leadership, job crafting, innovation behavior, and change-oriented organizational citizenship behavior. Among domestic companies, a survey was conducted on employees working in companies, 246 valid responses were obtained, and the results were analyzed using SPSS 27.0, and a Sobel test was conducted to verify the significance of the mediation effect. The analysis results are as follows. First, self-leadership had a positive effect on innovation behavior, change-oriented organizational citizenship behavior, and job crafting. Second, job crafting had a positive effect on innovation behavior. Third, job crafting had a positive effect on change-oriented organizational citizenship behavior. Fourth, job crafting mediated the relationship between self-leadership and innovation behavior. Fifth, job crafting mediated the relationship between self-leadership and change-oriented organizational citizenship behavior. These findings suggest that in order to improve innovation behavior and change-oriented organizational citizenship behavior of employees, various training programs are needed to promote self-leadership and job crafting.

공유리더십이 변화지향 조직시민행동에 미치는 영향: 긍정심리자본의 매개효과

구인성,정기수 리더십학회 2019 리더십연구 Vol.10 No.4

본 연구는 공유리더십이 긍정심리자본을 매개로 하여 변화지향 조직시민행동에 미치는 영향관계를 분석하는 것이다. 이를 위해서 국내 기업에 재직 중인 직장인 304명을 대상으로 실시한설문조사를 통해 수집한 자료를 SPSS 22.0을 이용해 분석하였으며, 선행연구들에서 검증된 측정도구들을 사용하거나 일부분을 수정하였다. 공유리더십과 주요변수들에 대한 개별 가설들을 수립하고 검증하였다. 주요한 분석 결과는 다음과 같다. 첫째, 공유리더십은 변화지향 조직시민행동에긍정적인 영향을 미쳤다. 둘째, 긍정심리자본은 변화지향 조직시민행동에 긍정적인 영향을 주는것으로 나타났다. 셋째, 공유리더십은 변화지향 조직시민행동과의 관계에서 긍정심리자본이 긍정적인 매개효과가 있는 것으로 나타났다. 결과를 종합하면, 공유리더십은 변화지향 조직시민행동에 직접적인 영향을 주지만 그 과정에 긍정심리행동이 매개로 작용했을 때 변화지향 조직시민행동은 더욱 고취되는 것으로 확인되었다. 이러한 연구결과의 실증적 근거를 바탕으로 학문적 의의및 시사점과 한계점에 대하여 논의하였다. 키워드: 공유리더십, 긍정심리자본, 변화지향 조직시민행동 This study analyzes the effect of shared leadership on change oriented organizational citizenship behavior through positive psychological capital. For this purpose, the data collected through a survey of 304 workers in a domestic company were analyzed using SPSS 22.0, and the measurement tools verified in previous studies were used or partly modified. Individual hypotheses about shared leadership and key variables were established and tested. The main analysis results are as follows. First, shared leadership had a positive effect on change oriented organizational citizenship behavior. Second, positive psychological capital was found to have a positive effect on change oriented organizational citizenship behavior. Third, positive leadership capital has a positive mediating effect on shared leadership in relation to organizational citizenship behavior. Although shared leadership has a direct impact on change oriented organizational citizenship behavior, it has been found that change oriented organizational citizenship behavior is more inspired when positive psychological behaviors act as a mediation. Based on the empirical evidence of these findings, we discussed academic significance, implications and limitations. Key words: shared leadership, positive psychological capital, change oriented organizational citizenship behavior

감성활용이 오센틱리더십과 변화적 조직시민행동에 미치는 영향

강윤희(Yoon-hee Kang),김종관(Jong Kwan Kim) 인문사회과학기술융합학회 2018 예술인문사회융합멀티미디어논문지 Vol.8 No.8

본 연구는 감성활용이 오센틱 리더십과 개인의 변화적 조직시민행동에 미치는 영향을 살펴 보았다. 감성활용은 감성지능의 네가지 하부요인으로 개인의 본인 및 타인의 감성 인지, 감성 이해 감성조절 및 감성활용 능력이며, 최근 많은 연구를 통해 개인의 감성지능이 높을수록 성과, 효율, 선제적 행동을 증가 시키며, 조직 내 부정적 행동을 감소한다는 연구들이 발표되었다. 감성활용은 감성지능의 하부요인 중 하나로써 동양의 유교적 문화는 타인을 인식하고 함께 협력해서 공존하는 관계지향적 사회적 구조이며 이런 문화에서는 감성활용이 매우 중요한 요인이라는 연구도 발표되었다. 하지만 현재 국내에서 감성활용 관련 논문은 미습한 수준이다. 오센틱 리더십 선행연구들은 학교 또는 기업체 중심으로 연구되었으며 개선과 변화가 시급한 병원, 간호사 및 의료 환경을 중심으로 실행된 연구는 미흡한 상황이다. 이런 현상은 최근 태움과 같은 안타까운 사건으로 나타났다. 본 연구에서는 간호사가 인식하는 수간호사의 오센틱 리더십이 개인의 변화적 조직시민행동에 미치는 영향을 감성 활용의 매개 효과를 통해 살펴 보았으며 SPSS 21.0을 통해 B도시의 두 개의 종합병원에서 300명의 간호사를 상대로 분석했으며 결과는 다음과 같다. 오센틱 리더십은 변화적 조직시민행동에 유의의 영향을 미친다고 나타났으며 세부적으로 네 가지 하부요인 중 자아인식, 관계적 투명성과 내재된 도덕관점 세 가지 관점 모두가 변화적 조직시민행동에 유의한 영향을 보였다. 오센틱 리더십은 감성 활용에도 유의한 영향을 미쳤으며 네 가지 하부요인 중 세 가지 요인인 자아인식, 관계적 투명성과 내재된 도덕관점 모두 유의하다고 나타났다. 오센틱리더십의 하부 요인인 균형적 정보처리 요인만 변화적 조직시민행동과 감성 활용에 유의한 영향을 미치지 않는다는 결과가 나타났다. 감성 활용은 오센틱 리더십과 변화적 조직시민행동을 부분 매개한다는 결과가 나옴으로 향 후 감성 활용과 오센틱 리더십 훈련 및 교육을 통해 직무만족과 조직효율성을 높이고 선제적 행동요인인 변화적 조직시민행동도 높일 수 있다는 가능성을 제시하였다. Emotional Intelligence is the ability to recognize, facilitate, understand and control and utilize one s and other s emotions and has been researched extensively in last 20 years. Of the four domains of emotional intelligence, Emotional Regulation, the ability for one to manage and modify one s emotional reactions in order to achieve goal-directed outcomes, with its influence on authentic leadership and change oriented organizational citizenship behavior was researched by surveying 300 nurses at large metropolitan hospitals in B city in South Korea. Previous research demonstrated in relationship based and long term oriented cultures, such as Korea, Japan and Chinese cultures, ability to regulate emotions is critical component in successful social dynamics yet research the topic is minimal in Korea. Authentic leadership is a leader displaying sincerity and authentic behavior and through such, trust is gained in followers and collaboration is formed. Change oriented organizational citizenship behavior is a proactive behavior where the individual performs behaviors not included in his job functions voluntarily. The results indicate the three out of four sub domains of authentic leadership influenced positively to change oriented organizational citizenship behavior with the exception of balanced information processing. Moreover, Emotional Regulation partially mediated between authentic leadership and change oriented organizational citizenship behavior. Such results validated previous studies that indicated authentic leadership as possible antecedents of individual proactive behaviors and by examining authentic leadership and change oriented organizational citizenship behavior with emotional regulation as a mediator proved possibility as another potential antecedent of change oriented organizational citizenship behavior in hospital setting.

진성리더십과 조직시민행동 관계에 관한 통합적 문헌연구 : 국내 실증연구를 중심으로

황혜미,조현정,김우철 한국인력개발학회 2023 HRD연구 Vol.25 No.3

In this study, prior research between authentic Leadership and organizational citizenship behavior was analyzed and synthesized from an integrated perspective through the literature review. The results of the study based on the selected 56 empirical studies are as follows. First, authentic Leadership has a positive effect on organizational citizenship behavior, and when authentic Leadership moderates or mediates the relationship between preceding variables and organizational citizenship behavior, there is inconsistency in the results of the structural relationship between the two variables. Second, in the relationship between those two variables, mediating variables such as positive psychological capital, organizational commitment, and organizational atmosphere, moderating variables such as positive psychological capital and social identity, antecedent variables such as organizational fairness and growth mindset, and consequent variable such as job performance are identified and presented in the study. Third, the results demonstrates that the sub-factors of authentic leadership and conscience and change-oriented organizational citizenship behavior of organizational citizenship behavior have a positive effect, and that the relationship between the sub-factors of authentic leadership and other sub-factors of organizational citizenship behavior was inconsistent. In this study, extant studies focusing on the relationship between authentic leadership and organizational citizenship behavior were analyzed and synthesized through the literature review to explore the research trends and agendas on the relationship. Based on the results of the study, this study discussed and suggested academic and practical HRD implications.

일터영성이 변화지향 조직시민행동 및 혁신적 업무행동에 미치는 영향: 잡크래프팅의 매개역할

김민섭,이종건 한국무역보험학회 2021 무역금융보험연구 Vol.22 No.6

Purpose: This study examined the effects of workplace spirituality on change-oriented organizational citizenship behavior and innovative work behavior, and the mediating role of job crafting in the relationships between workplace spirituality, change-oriented organizational citizenship behavior and innovative work behavior. Research design, data, and methodology: In order to verify the hypothesis established, research data were collected from employees working at domestic companies. 215 questionnaires were used for the analysis. Results: Results of this study showed that workplace spirituality was positively related to job crafting and innovative work behavior, respectively. Results also showed that job crafting was positively related to change-oriented organizational citizenship behavior and innovative work behavior, respectively. Specifically, results showed that job crafting completely mediated the workplace spirituality-change-oriented organizational citizenship behavior relationship, and that partially mediated the workplace spirituality-innovative work behavior relationship. Conclusion: Finally, the theoretical and practical implications of this study were discussed. 본 연구는 일터영성이 변화지향 조직시민행동과 혁신적 업무행동에 미치는 영향과 이 변수들 간의 관계에 있어서 잡크래프팅의 매개역할을 분석하였다. 가설을 검증하기 위하여 국내 기업에 근무하는 조직구성원을 대상으로 연구자료를 수집하였고, 불성실 또는 누락이 있는 답변을 제외한 215부를 분석에 사용하였다. 본 연구결과를 요약하면 다음과 같다. 첫째, 일터영성은 잡크래프팅과 혁신적 업무행동에 각각 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 잡크래프팅은 변화지향 조직시민행동과 혁신적 업무행동에 각각 정(+)의 영향을 미치는 것으로 나타났다. 마지막으로, 잡크래프팅은 일터영성-변화지향 조직시민행동 관계를 완전 매개하고, 일터영성-혁신적 업무행동 관계를 부분 매개하는 것으로 나타났다. 아울러 본 연구결과가 제시하는 이론적 및 실무적 시사점을 논의하였다.