리더의 영향력 전술이 조직 구성원의 잡 크래프팅에 미치는 영향: 조직 지원 인식의 조절효과 = The Impact of Leader‘s Influence Tactics on Job Crafting of Organizational Members: The Moderating Effect of Perceived Organizational Support

다국어 초록 (Multilingual Abstract)

This study aims to categorize the intentional influence tactics exerted by leaders on subordinates into hard and soft influence tactics, based on the meta-classification by Steensma & van Milligen(2003), and examine which type of tactics influence subordinates' job crafting. Additionally, the study aims to verify the moderating effect of organizational support perception at the organizational level, rather than at the individual leader level. To achieve these research objectives, an online survey was conducted among employees at the supervisor level who had been working for more than six months. Multiple regression analysis was used to analyze the direct effects between soft influence tactics and job crafting, as well as between hard influence tactics and job crafting. Hierarchical regression analysis and simple slope tests were conducted to verify the moderating effect of perceived organizational support. The analysis results revealed that soft influence tactics had a positive(+) effect on job crafting, while the relationship between hard influence tactics and job crafting was not significant. The moderating effect of perceived organizational support between soft influence tactics and job crafting was confirmed, but the moderating effect between hard influence tactics and job crafting was not significant. This study is significant in that it empirically validates the strategies that leaders and organizations should adopt to foster job crafting, a career management concept in which employees take proactive control, at the organizational level in a rapidly changing business environment. The study findings suggest that in order to enhance employees' job crafting behaviors, leaders should use soft influence tactics. Furthermore, to foster the formation of job crafting among employees, the necessity and methods of implementing a Making strategy were proposed. Additionally, suggestions were made regarding the policies and operational methods that the HR department should review to enhance employees' perception of organizational support. There is practical significance in proposing organizational empowerment for leaders to perform influence tactics effectively.

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