초록 열기/닫기 버튼
조직 구성원이 일터에서 더 많은 의미와 높은 삶의 질을 추구함에 따라, 능동적이고 자기 주도적으로 직무를변화시켜 일의 의미와 정체성을 높이고 웰빙을 추구하는 잡크래프팅(job crafting)의 중요성이 증대되고 있다. 본 연구에서는 리더십 차원에서 구성원의 잡크래프팅 행동을 견인하여 조직과 구성원이 윈-윈(win-win) 할 수 있는 코칭리더십과 잡크래프팅의 동기를 유발하고 지원할 수 있는 심리 기제인 그릿(grit)과 프로티언경력태도(protean career attitude)를 매개변수로 제시하여 잡크래프팅에 미치는 각 요소의 동작 메커니즘을탐색해보고자 하였다. 가설검증을 위하여 국내 기업에 근무하는 재직자를 대상으로 설문을 실시했고, 총 389건의 유효 설문을토대로 AMOS와 PROCESS macro를 활용하여 분석하였다. 설계단계부터 동일방법편의(common method bias)를 극복하고자 독립변수와 종속변수의 측정 시기를 달리하는 방법 등을 적용하였고, 통제변수로 상사와의근무기간, 소속팀 인원 규모, 직무정서(긍정,부정)를 적용하였다. 분석 결과는 첫째, 리더의 코칭리더십은 구성원의 잡크래프팅과 정(+)의 관계가 있는 것으로 나타났다. 둘째, 그릿과 프로티언 경력태도는 각각 코칭리더십과 잡크래프팅 간 정(+)의 관계를 매개하는 것으로나타났다. 셋째, 코칭리더십과 잡크래프팅 간에 그릿과 프로티언 경력태도는 정(+)의 직렬다중매개효과가있음이 확인되었다. 본 연구는 리더의 코칭리더십과 구성원의 잡크래프팅 간 그릿과 프로티언 경력태도가 영향을 미치는 순차적다중매개 메커니즘을 규명함으로써 코칭리더십 연구범위에 대한 개념적 확장과 잡크래프팅 이론의 발전에기여한다. 또한 본 연구의 함의가 지닌 이론적·실무적 시사점을 제안하고, 연구의 한계점 및 향후 연구 방향을제시하였다.
Since the more employee seek the meaning of work and higher quality of life, the importance of job crafting, which actively and self-directed job changes to increase the meaning and identity of work and pursue well-being, has been widely highlighted in workplace. In this study, coaching leadership that can bring the mutual synergy for both organization and employee by driving the job crafting behavior of employee from the leadership level, grit and protean career attitude which are psychological mechanisms that can motivate and support job crafting, were presented as parameters to explore the mechanism of action of each element on job crafting. To explore and prove the hypothesis, a survey was conducted on employees who working at the local companies in Korea and it analyzed by using AMOS and PROCESS Macro based on the total of 389 valid servery respondents. In order to reduce the Common Method Bias from the research design stage, the servery for each independent and dependent variable was separately conducted with 2 different time series. As control variables, the duration of work with the leader, the size of the team members, and job affects of positive and negative were applied. As a result of the analysis, first, it was found that a leader’s coaching leadership had a positive (+) relationship with the employees’ job crafting. Second, grit and protean career attitude were confirmed to mediate the positive (+) relationship between coaching leadership and job crafting, respectively. Third, between coaching leadership and job crafting, it was confirmed that grit and protean career attitude had a positive (+) serial multiple mediating effect. It could be considered that this study contributes to the conceptual expansion of the scope of coaching leadership research and the development of job crafting theory by examining the serial multiple mediating mechanism of the grit and protean career attitudes between the coaching leadership of the leader and the job crafting of the members. In addition, it is intended to suggest theoretical and practical implications of this study. Also, the limitations of this study and constructive suggestions for future follow-up studies will be addressed as well.
키워드열기/닫기 버튼
Coaching Leadership, Job Crafting, Grit, Protean Career Attitude, Serial Mediation Effect
