학술논문
기술창업기업 조직원의 잡 크래프팅이 직무만족에 미치는 영향 : 창업기업 조직문화의 조절효과를 중심으로 / The Effect of Job Crafting on Job Satisfaction of Technological Entrepreneurs : Focusing on the moderating effect of organizational culture in start-up companies
Document Type
Dissertation/ Thesis
Author
Source
Subject
Language
Korean
Abstract
오늘날 새로운 기술들의 출현은 점점 빨라지고 있으며 따라서 기업들은 경쟁우위를 차지하기 위해 다양한 변화들을 시도하고 있다. 이러한 사회의 변화 속에서 창업기업들은 점점 더 많아지고 있으며 그 중에서도 기술창업기업의 비중은 점점 많아지고 있다. 일반적인 창업기업 같은 경우에는 다양한 자원에 대한 의존도가 많을 수 있지만 기술창업기업은 핵심 기술, 즉 조직원의 역량을 통한 기업의 핵심 기술 개발, 유지, 발전이 중요하다고 볼 수 있다. 조직원의 역량을 최대한으로 발휘하고 조직원의 만족도를 높이고 다른 기업으로의 이직을 줄이기 위해서는 먼저 적합한 직무설계가 이루어져야 한다. 하지만 전통적인 하향식(Top-down) 직무설계는 적합하지 않을 수 있다. 기술은 빠르게 변화하고 있으며 새로운 기술을 위해서는 유연하게 조직원의 직무를 변화시킬 필요가 있다. 따라서 최근 직무설계 이론에서 관심을 많이 받고 있는 잡 크래프팅이 기술창업기업에 적합할 수 있다.본 연구에서는 직무 자율성, 슈퍼리더십, 그릿이 잡 크래프팅, 직무만족에 미치는 영향을 분석하였고, 잡 크래프팅이 직무만족에 미치는 영향을 검증하였다. 다음 잡 크래프팅과 직무만족 간 관계에서 조직문화의 조절효과를 분석하였다. 연구 자료는 수도권 지역에 소재하고 있는 기술창업기업 조직원으로부터 자료를 수집하였으며, 자료는 SPSS 22.0 통계분석 프로그램을 사용하여 본 연구의 연구문제들을 검정하였다. 실증분석을 토대로 도출된 연구 결과는 아래와 같다.첫째, 슈퍼리더십, 그릿, 직무 자율성 모두 잡 크래프팅과 정의 관계를 나타냈다. 둘째, 잡 크래프팅은 직무만족과 정의 관계가 있는 것으로 나타났다. 셋째, 창업기업 조직문화의 조절효과에 대해 살펴본 결과 창업기업 조직문화는 잡 크래프팅과 직무만족 간 관계에서 부적(-)조절효과 있는 것으로 나타났다. 연구 결과를 기반으로 시사점을 살펴보면 아래와 같다. 이론적 시사점은 본 연구는 기술창업기업 조직원을 대상으로 직무만족에 미치는 영향을 검정하여 연구관점의 범위를 확장하며 이론적으로 기여하였고, 슈퍼리더십, 직무 자율성이 높아지면 잡 크래프팅을 활발하게 하는 것을 통해 직무만족이 높아진다는 것을 실증적으로 검정하였다. 실무적 시사점은 기술창업기업 조직원의 슈퍼리더십, 그릿, 직무 자율성을 높일 수 있다면 조직원들의 직무만족이 더욱 향상될 수 있다는 점과 창업기업 조직문화를 적절히 활용해야 한다는 것을 시사하였다.
Today, the emergence of new technologies is accelerating, so companies are attempting various changes to gain a competitive advantage. Amid these social changes, there are more and more start-up companies, and among them, the proportion of technology start-ups is increasing. In the case of a general start-up company, there may be a lot of dependence on various resources, but for a technology start-up company, it is important to develop, maintain, and develop the core technology of the company through the capabilities of the organization members. In order to maximize the capabilities of the members of the organization, increase the satisfaction of the members of the organization, and reduce the transfer to other companies, appropriate job design must be done first. However, traditional top-down job design may not be suitable. Technology is changing rapidly, and it is necessary to flexibly change the job of an organization member for new technology. Therefore, job crafting, which has recently received a lot of attention in job design theory, can be suitable for job design in technology start-up companies.In this study, we will first examine the effects of job autonomy, super leadership, and grit on job creeping and job satisfaction, and then examine the mediating effect of job crafting. Next, we will examine the moderating effect of organizational culture on the relationship between job crafting and job satisfaction. Research data was collected from members of technology start-up companies located in the metropolitan area, and the research questions of this study were tested using the SPSS 22.0 statistical analysis program. The research results derived from the empirical analysis are as follows.First, super leadership, grit, and job autonomy all showed a positive relationship with job crafting. Second, job crafting was found to have a positive relationship with job satisfaction. Third, as a result of examining the moderating effect of the organizational culture of a start-up company, it was found that the organizational culture of a start-up company had a negative (-) moderating effect on the relationship between job crafting and job satisfaction.Based on the research results, the implications are as follows. Theoretical implications are that this study expanded the range of research perspectives by examining the effect on job satisfaction of members of technology start-up companies, and theoretically contributed. It is differentiated from previous studies in that it has empirically verified that satisfaction increases, and that the higher the organizational culture of a start-up company, the lower the effect of job crafting on improving the job satisfaction of organizational members. Practical implications suggest that if the super leadership, grit, and job autonomy of members of a technology start-up company can be increased, the job satisfaction of the members can be further improved, and that the higher the organizational culture of the start-up company, the lower the job crafting effect.
Today, the emergence of new technologies is accelerating, so companies are attempting various changes to gain a competitive advantage. Amid these social changes, there are more and more start-up companies, and among them, the proportion of technology start-ups is increasing. In the case of a general start-up company, there may be a lot of dependence on various resources, but for a technology start-up company, it is important to develop, maintain, and develop the core technology of the company through the capabilities of the organization members. In order to maximize the capabilities of the members of the organization, increase the satisfaction of the members of the organization, and reduce the transfer to other companies, appropriate job design must be done first. However, traditional top-down job design may not be suitable. Technology is changing rapidly, and it is necessary to flexibly change the job of an organization member for new technology. Therefore, job crafting, which has recently received a lot of attention in job design theory, can be suitable for job design in technology start-up companies.In this study, we will first examine the effects of job autonomy, super leadership, and grit on job creeping and job satisfaction, and then examine the mediating effect of job crafting. Next, we will examine the moderating effect of organizational culture on the relationship between job crafting and job satisfaction. Research data was collected from members of technology start-up companies located in the metropolitan area, and the research questions of this study were tested using the SPSS 22.0 statistical analysis program. The research results derived from the empirical analysis are as follows.First, super leadership, grit, and job autonomy all showed a positive relationship with job crafting. Second, job crafting was found to have a positive relationship with job satisfaction. Third, as a result of examining the moderating effect of the organizational culture of a start-up company, it was found that the organizational culture of a start-up company had a negative (-) moderating effect on the relationship between job crafting and job satisfaction.Based on the research results, the implications are as follows. Theoretical implications are that this study expanded the range of research perspectives by examining the effect on job satisfaction of members of technology start-up companies, and theoretically contributed. It is differentiated from previous studies in that it has empirically verified that satisfaction increases, and that the higher the organizational culture of a start-up company, the lower the effect of job crafting on improving the job satisfaction of organizational members. Practical implications suggest that if the super leadership, grit, and job autonomy of members of a technology start-up company can be increased, the job satisfaction of the members can be further improved, and that the higher the organizational culture of the start-up company, the lower the job crafting effect.