세대별 직원몰입 형성의 구성적 경로 차이: 퍼지셋 질적비교분석(fsQCA)

초록

This study applies fuzzy-set qualitative comparative analysis (fsQCA) to examine how different configurations of organizational communication, organizational justice, supervisor trust, job autonomy, and career satisfaction lead to employee engagement, and how these pathways vary across generations. Using survey data from 1,468 employees in Korea, the results reveal that employee engagement is not driven by the isolated effects of individual resources but rather emerges as an equifinal outcome formed through multiple combinations of resources. In addition, the presence and absence of employee engagement were found to exhibit asymmetric causal structures, indicating that different configurations underlie high and low levels of engagement. Generational analyses further demonstrate that organizational justice functions as a core resource for employees in their 20s and 30s, whereas organizational communication and supervisor trust play a more central role in fostering employee engagement among employees aged 40 to 60. By conceptualizing employee engagement as a configurational outcome, this study extends prior research that has predominantly focused on average effects and empirically demonstrates structural differences in engagement formation pathways across generations. The findings also highlight the importance of developing generation-specific human resource strategies to effectively enhance employee engagement.

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