본연구는국내기업체에서근무하는조직구성원들을대상으로하여잡크래프팅, 조직지원인식, 직무열의 및창의성의구조적관계를고찰하고잡 크래프팅과 창의성에 관한향후연구의방향성을제시하였다. 본연구의연구결과와이에대한함의는다음과같다. 첫째, 잡크래프팅은직무열의에정(+)의영향을미치는것으로확인되었다. 또한잡크래프팅은창의성에정(+)의 영향을 미치는 것으로 확인되었다. 둘째, 조직지원인식은 잡 크래프팅과 직무열의 간의관계를 매개하는 것으로 나타났다. 셋째. 조직지원인식은 잡 크래프팅과 창의성 간의 관계를매개하는 것으로 나타났다. 넷째, 직무열의는 창의성에 정(+)의 영향을 미치는 것으로 확인되었다. 이에따라본연구는잡크래프팅이직무열의와창의성에미치는영향에서조직지원인식의매개효과를검증함으로써잡크래프팅에관한이론적확장과함께조직관리방안을제시하였다.

This study targeting organizational members working in domestic companiesexamined the structural relationship between job crafting, perceivedorganization support, job engagement, and creativity and suggesteddirections for future research on job crafting and creativity. The results andimplications of this study are as follows. First, job crafting was confirmed tohave a positive (+) effect on job engagement. Additionally, job crafting wasconfirmed to have a positive effect on creativity. Second, perceivedorganization support was found to mediate the relationship between jobcrafting and job engagement. Third, perceived organization support wasfound to mediate the relationship between job crafting and creativity. Fourth,job engagement was confirmed to have a positive (+) effect on creativity. Accordingly, this study proposed an organizational management plan alongwith theoretical expansion on job crafting by verifying the mediating effect ofperceived organizational support in the impact of job crafting on jobengagement and creativity.