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대기업 안전직 근로자의 직무재창조와 직무열의, 무형식학습, 사회적 지지 및 긍정심리자본의 구조적 관계 KCI 등재
The Structural Relationship among Job-crafting, Work Engagement, Informal Learning, Social Support and Positive Psychological Capital of Safety Workers in Large Corporations
pp.49-60
The purpose of this study is to verify the structural relationship between job crafting and job enthusiasm, informal learning, social support, and positive psychological capital, and to investigate the effect of informal learning, social support, and positive psychological capital on job crafting through job enthusiasm. A survey was conducted on 451 safety workers at large domestic companies, and the collected data were analyzed for model suitability, influence relations between variables, and mediating effects with AMOS 23.0 using SPSS 23.0. Through research, we found five important results. First, the structural model of job crafting, job enthusiasm, informal learning, social support, and positive psychological capital properly explained the empirical data. Second, social support and positive psychological capital had a positive effect on job enthusiasm, but informal learning did not significantly affect job enthusiasm. Third, informal learning and positive psychological capital had a positive effect on job crafting, while social support did not significantly affect job crafting. Fourth, job enthusiasm had a positive effect on job crafting. Finally, job enthusiasm was found to mediate the relationship between social support and positive psychological capital and job crafting. These suggest that continuous environmental efforts and systematic management measures are needed to promote job crafting of safety workers so that informal learning, social support, positive psychological capital, and job enthusiasm can be expressed. Therefore, the necessity of developing various sub-factors of informal learning that can promote job crafting of safety workers was suggested as a follow-up study.
1. 서 론
2. 이론적 배경
3. 연구방법
3.1 연구대상
3.2 조사도구
3.3 자료분석
4. 연구결과
4.1 변인의 일반적 특성
4.2 측정모형의 확인적 요인분석
4.3 구조모형
4.4 무형식학습, 사회적지지, 긍정심리자본,직무열의 및 직무재창조 간 영향관계
4.5 직무열의의 매개효과
5. 결론 및 제언
6. References
