직원몰입 잠재프로파일 분석: 유형별 특징 및 업무그릿, 과업성과, 경력만족의 차이를 중심으로

Employee engagement is not a linear or unidimensional concept; it can manifest as various distinct profiles. This study aimed to explore the engagement profiles of employees in Korea and to analyze the differences in outcome variables across these profiles. Data were collected from 1,108 Korean employees and latent profile analysis (LPA) was conducted. Differences in demographic characteristics, work grit, task performance, and career satisfaction were examined across the identified profiles. The results revealed the following: First, a three-profile model was found to best represent employee engagement. Group 1 included 114 participants (10.3%), group 2 included 597 participants (53.9%), and group 3 included 397 participants (35.8%). Second, Group 1 showed relatively high scores on cognitive engagement but low scores on emotional and behavioral engagement, and was thus labeled the “cognition-based low engagement type.” Group 2 demonstrated moderate scores across all dimensions, earning the label “stable engagement type.” Group 3 displayed high scores across all dimensions, and was labeled the “active engagement type.” Third, the active engagement type showed significantly higher levels of work grit, task performance, and career satisfaction than the other two groups. This group also had a higher proportion of older employees, individuals in higher positions, and those with longer tenure. Based on these findings, this study suggests HRD strategies tailored to each engagement profile to enhance organizational development.