대기업 사무직 근로자의 적응수행 유형에 따른 직무재창조, 직무전문성 및 직무열의 수준 차이 분석

This study aims to investigate deriving types according to the level of adaptive performance and comparing differences among job crafting, job expertise and job engagement by types perceived by office workers in large corporations. To this end, response data of 493 office workers in large corporations were collected. In this study, latent profile analysis was conducted to derive the type according to the level of adaptive performance, and cross-analysis and variance analysis were carried out to analyze the difference in the level of job crafting, job expertise and job engagement and factors consisting adaptive performance by type. The results of the study are as follows. First, there are a total of four types of adaptive performance of office workers in large corporations. Second, the higher level of recognition for each sub-variable of adaptive performance, the higher recognition level of job crafting, job expertise and job engagement. The academic and practical suggestions derived through this study are as follows. First, it is necessary to operate systemic support to strengthen adaptive performance for office workers as a part of human resource development and management. Second, it is needed to have a lot of empirical research related to adaptive performance with a relatively having a short history to give forward-looking academic implications.