직무개선 행동의 유형 분류와 심리적 자본 및 일 열의에 관한 연구: 잠재 프로파일 분석을 중심으로

초록

As the environment surrounding the organization rapidly changed and competition intensified, it became more difficult for organizations to rely on the top-down management strategy. Therefore, today’s organizations are interested in employees who take the initiative in their jobs and generate work performance. The individual who performs job crafting behavior will be a key to the organization’s sustainable growth because they use their given capabilities and resources to improve their jobs and perform effectively. This study analyzed the types of job crafting behavior using a latent profile analysis following a person-centered approach for the expansion of prior research. For the analysis, we collected data from 167 employees working in various companies in South Korea. We tried to identify the distinct pattern of job crafting profiles by utilizing a job crafting questionnaire which is composed of three components (reducing demands, seeking resources, and seeking challenges). As a result of the analysis, three profiles were yielded: 1) passive job crafters, 2) adaptive job crafters, and 3) active job craters. Moreover, the result revealed that there is a significant difference in the level of work engagement between the job crafting profiles. Specifically, active job crafters reported the highest levels of work engagement than the other two profiles. Furthermore, the effects of psychological capital were significant in determining the latent profiles. Specifically, the higher the psychological capital, the higher the probability of belonging to an active job crafting profile than an adaptive profile. The implications of these findings are discussed in more detail.

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