개인적 및 협력적 자기주도 직무설계(Job Crafting)가 제언행동에 미치는 영향에서 조직동일시의 조절효과

초록

Self-directed job crafting refers to the proactive process by which employees reshape their jobs in modern organizations, and it has drawn considerable attention over the past 24 years in management and related fields. While previous studies have suggested that self-directed job crafting is more effective than classical job design theories in enhancing job engagement and performance, most research has predominantly focused on its positive effects. However, depending on how job crafting is carried out and the context in which it is implemented, its outcomes may not always be positive. Despite this, academic discussions on the potential ambivalence of self- directed job crafting remain limited. To address this gap, the present study conceptualizes self-directed job crafting as comprising two distinct dimensions—independent and collaborative—and empirically examines how each influences voice behavior. Drawing on prosocial motivation theory, the study assumes that the direction of extra- role behavior may differ depending on the type of job crafting. Furthermore, based on social identity theory, the moderating role of organizational identification in these relationships is also analyzed. Data collected from 413 employees in South Korean organizations revealed that collaborative job crafting had a positive effect on voice behavior, while independent job crafting had a negative effect. Moreover, organizational identification functioned as a key contextual moderator: for individuals engaging in independent job crafting, the negative effect on voice behavior was further strengthened when organizational identification was high. In contrast, for those engaging in collaborative job crafting, higher levels of organizational identification further enhanced their voice behavior. These findings suggest that self-directed job crafting does not produce uniform outcomes; rather, its impact on employees’ organizational citizenship behavior may vary depending on the crafting style and social identity factors. This study expands theoretical understanding of the differential effectiveness and boundary mechanisms of self-directed job crafting and provides empirical evidence that supports a more context-sensitive application of job design in practice.

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