직무특성과 고령친화적 인사제도가 직무만족도에 미치는 영향 연구 : 중고령층과 청장년층의 비교를 중심으로

The purpose of this research is to examine 1) how person-job fit, job demands, self-development efforts, and HRM practices for the aging workforce affect four job satisfaction measurements(job satisfaction, pay satisfaction, supervisor satisfaction and coworker satisfaction) and 2) whether the effects are the same to both group, younger group(30s and 40s) and older group(50s and 60s). For the research, data from total 997 employees were used. The empirical results show that person-job fit, self-development efforts, and HRM practices for aging workforce enhance four kinds of job satisfaction in both age group significantly. However, it is shown that heavy job demands affects only supervisor satisfaction significantly, different to the initial expectation. Also interaction term between self-development efforts and aged group and interaction term between job demands and aged group seems to affect two kinds of job satisfaction. The results imply that employers and employees should pay more attention to person-job fit, self-development efforts, and HRM practices for aged workforce in order to enhance employees’ job satisfaction. Also only limited effects of job demands are found in the results. It is shown that older group shows higher level of job satisfaction, compared to the younger group. It seems that there might be some interaction effects, such as between the aged group and self-development efforts and between the aged group and job demands on job satisfaction. Those results above imply that different effects of job characteristics and HRM practices across age groups should be considered before the design of job and HRM practices in order to enhance job satisfaction of employees.