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Perceived Overqualification and Its Relationships with Job Crafting and Organizational Commitment: A Longitudinal Study

인식된 과잉자격이 직무재창조와 조직몰입에 미치는 영향: 종단연구

  • Kwon, Jung-Eon (Department of Career and Vocational Consulting, JoongBu University) ;
  • Woo, Hyung-Rok (Department of Business Administration, Mokpo National University)
  • 권정언 (중부대 원격대학원 진로직업컨설팅학과) ;
  • 우형록 (목포대학교 경영학과)
  • Received : 2020.12.02
  • Accepted : 2021.01.08
  • Published : 2021.01.31
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Abstract

This study was undertaken for identifying ways to positively resolve problems associated with perceived overqualification from the perspective of job crafting, which is highlighted as a social issue in the labor market. We hypothesized the mediating role of job crafting in order to uncover the questions regarding when and how perceived overqualification associates with an employee's organizational commitment. Autoregressive cross-lagged models were applied to the longitudinal data gathered from 263 full-time employees across 3 waves over 9 months. Our results demonstrate positive and significant cross-lagged effect of perceived overqualification on job crafting and organizational commitment. However, the cross-lagged effect of job crafting on perceived overqualification was found to be insignificant, but was significant for organizational commitment. There were no other indications of reverse causation effects. Our data indicates that job crafting longitudinally mediates the relation between perceived overqualification and organizational commitment. These findings offer a meaningful implication that employees who perceive themselves to be overqualified should be given an opportunity to craft their own jobs.

본 연구의 목적은 근래에 노동시장에서 부각되고 있는 과잉자격 문제를, 직무설계 관점에서 긍정적으로 해소하는 방안을 모색하는 것이다. 과잉자격이란, 조직구성원이 보유한 기술, 지식, 교육 수준이 자신에게 부여된 업무에서 요구하는 자격요건 수준보다 상회하는 상태이다. 그동안 과잉자격의 부작용이 중점적으로 연구되어 왔지만, 본 연구는 이를 극복하는 돌파구로서 직무재창조에 초점을 두었다. 과잉자격에 대한 조직구성원의 인식이 직무재창조 활동을 촉발시키고, 나아가 조직몰입을 제고하는 과정을 자기회귀교차지연 모형으로 실증하였다. 3개월 간격으로 총 3차례에 걸쳐 반복측정하여 263명의 종단자료를 수집하였다. 연구 결과, 조직구성원의 인식된 과잉자격이 직무재창조와 조직몰입에 미치는 교차지연적 효과는 유의미하게 나타났다. 그리고 이전 시기의 직무재창조는 다음 시기의 조직몰입에 긍정적인 영향을 미쳤으며, 다른 역인과관계는 발견되지 않았다. 즉, 인식된 과잉자격과 조직몰입의 관계에서 직무재창조의 종단적 매개효과를 확인하였다. 이러한 결과를 토대로, 과잉자격을 자각하는 조직구성원이 자발적으로 직무재창조에 나설 수 있는 조직풍토를 조성할 것을 제언하고, 이를 추진할 수 있는 개입 방안을 논의하였다.

Keywords

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