직무역량과 직무만족 관계에 대한 메타분석

The purpose of this study is to examine the relationship between job competency and job satisfaction-related variables by conducting a meta-analysis based on the results of a number of empirical studies on the effect of job competence of organizational members on job satisfaction. To carry out this research, articles and papers published from 2004 to 2020, when the research papers on the effects of job competence on job satisfaction were first published in Korea, were collected. In 22 domestic journal articles and degree papers, when the effect size was presented for each component of each variable, each statistical value was coded as an independent study. A total of 91 subgroup statistics were used in this study. Meta-analysis and meta-regression were performed using the CMA 3.0 program. The results of this study are as follows. First, the overall mean effect size related to job competency and job satisfaction-related influence factors was 0.647, indicating a median effect size. Second. the effect size of the subfactors of job competency on the effects of job competency and job satisfaction was attitude factors (0.720), knowledge factors (0.680), and technical factors (0.586). Third, The size of the effect of job competency according to the publication year has a greater influence on job satisfaction in recent studies. In terms of data format, thesis has a greater impact on job satisfaction than thesis in academic journals. Fourth, subvariable variables of job competence did not affect job satisfaction according to gender or generational differences. This study suggests the implications of HRD for improving organizational performance based on the relationship between job competence and job satisfaction of organizational members by synthesizing the study of job competency and job satisfaction relationship through meta-analysis.