Earticle

초록

영어

Organizations are constantly under pressure for survival in a highly volatile work environment. This change has been accelerated by trends such as smart work environments and simultaneously artificial intelligence in the organizational context. Given such uncertainty deriving from a fast rate of change and high complexity, it is vital for organizations to fully utilize and support individuals to be fully engaged in their work, setting ground for transformation and modification of specific tasks and general roles. On the basis of the job demands-resources model, our hypotheses is tested by using preliminary empirical data extracted from 109 part-time MBA students working in organizations. By commissioning questionnaire survey method and hierarchical regression analysis as the analytic approach, the results offer partially strong support for our proposed research model. We attained moderate support for our hypotheses, in that an individuals’ perception of job resources and job demands in the work context is expected to be inducers of job crafting (i.e., task, cognitive, and relational), which acts as a critical mechanism arousing individual work engagement and job stress.

목차

Abstract
 IntroductionAs
 Literature Review and Hypotheses
  Job Demands-Resources Theory
  Job Demands-Resources and Job Crafting
 Methods
  Procedures and Participants
  Measures
  Statistical Analysis
 Results
 Discussion
 Acknowledgments
 References

저자

• 이상훈 [ 한양대학교 일반대학원 경영학과 조직인사전공 석사과정 ]
• 신유형 [ 한양대학교 경영대학 부교수 ]
• 백승익 [ 한양대학교 경영대학 교수 ]
• 강현정 [ 홍익대학교 경영대학 부교수 ]

참고문헌