잡크래프팅 프로파일과 개인-직무 적합성, 경력역량 연구: 사람중심 접근법을 중심으로

In a contemporary work situation, job design has evolved from traditional top-down approaches to more dynamic and individualized bottom-up strategies that highlight employee autonomy and initiative. In this context, job crafting has garnered considerable attention as a proactive behavior through which employees autonomously redefine and reshape their job boundaries to better align with their personal values and competencies. However, the majority of previous research on job crafting has largely studied on the basis of a variable-centered approach, which limits the ability to capture the heterogeneity and multidimensional nature of how employees actually engage in job crafting within organizations. To address these methodological limitations, the present study adopted a person-centered approach by conducting a Latent Profile Analysis (LPA) to identify distinct job crafting profiles based on the combined patterns of its three sub-dimensions: task crafting, relational crafting, and cognitive crafting. The analysis identified three distinct profiles of job crafting behavior among employees:(1) Moderate-level job crafting,(2) Low-level job crafting, and (3) High-level job crafting. Although overall statistical differences across the three profiles were not significant, further investigation of antecedent factors revealed that needs–supplies fit and motivation reflection were significantly associated with all three profile types. In contrast, demands–abilities fit showed no meaningful association with any profile. These findings suggest that employees’ perception of resource fulfillment and intrinsic motivational processes are more influential in shaping job crafting behaviors than ability-based fit alone. This study provides empirical evidence supporting a nuanced understanding of job crafting typologies and contributes both theoretically and practically to the development of customized strategies for career competency enhancement and organizational support systems.