earticle

영어

We investigated the antecedents and consequence of job crafting. The traditional job design, which are characterized by top-down design, the fixed ways of complete job, and little autonomy, is known to have advantage in terms of predictability and reliability but disadvantage in terms of intrinsic motivation and customization the way of completing the job to individual trait and job conditions. Recently, some researcher criticized the traditional top-down job design and suggested new approach, that is, job crafting. Before technologies did not develop like these days, job descriptions could reflect every aspect of what and how to do job. As complexity around job design increase more and more along with technological development and environmental change, the aspects of job which the traditional job design can consider in and the needs for job performers to develop their own way to perform their job. Likewise, job crafting emphasizes the role of job performers’ role to develop and customize the way to compete their job to their own traits and conditions. This characteristic of job crating is expected to have close relationship with intrinsic motivation according to Self-determination theory. In this vein, we developed the model that link job crafting with the studies on job engagement which is also highly related with intrinsic motivation. We expected the autonomy and self-efficacy which are proven to be the antecedents of job engagement as the antecedents and job engagement as the consequence. We collected 477 survey data from the employees working for Korean large sized companies and conducted structural equation model analysis to test hypothesis. As results, autonomy and self-efficacy showed significant effects on job crafting and job crafting also showed significant effect on job engagement. However, none of the two direct paths from two independent variables to job engagement was supported. With these results, we discussed academic and practical implications.