고성과자와 저성과자의 이직의도: 전반적 조직공정성 지각의 역할

권기욱 한국기업경영학회 2015 기업경영연구 Vol.22 No.2

In a knowledge driven economy, organizations have recognized human resources as a source of sustained competitive advantage. In particular, retaining employees significantly influences organizations’ growth and profitability. Research in human resource management and organizational behavior have paid much attention to explaining employees’ retention and turnover processes. However, there are several limitations in this stream of research. First, although employee turnover could negatively influence firm performance, studies suggest that high performers’ turnover relative to low performers’ has differing impacts on firm performance. In addition, a recent study shows that although high performers’ turnover is negatively related to firm performance, low performers’ turnover are not significantly associated with firm performance. Nevertheless, most studies on employee’s turnover have not explicitly explored if high performers are more likely to leave their firm than low performers. Second, there are, in fact, a few theoretical and empirical studies on the relationship between employee performance and turnover intention or actual turnover. However, empirical results of this relationship are not unequivocal. For example, while studies indicates the negative relationship between employee performance and turnover, other studies show no relationship or positive relationship between employee performance and turnover. Third, as studies argue, there could be a direct relationship, either positive or negative, between employee performance and turnover behavior. However, scholars also suggest that this relationship may depend on the degree to which organizations recognize and reward employee performance using human resource practices such as performance-based compensation and promotion. Empirical studies support the moderating roles of such financial incentives on the relationship between employee performance and turnover. Although these studies help understand the employee performance-turnover relationship, there is lack of studies that investigate the moderating effects of other diverse factors besides financial incentives such as salary growth or promotion on the relationship between employee performance and turnover. Thus, this study explores these limitations and questions remained unanswered on the relationship between employee performance and turnover. First, this study examines the difference of turnover intention, which is a strong predictor of employee’s turnover behavior, between high performers and low performers. This study reviews diverse theoretical aspects of employee turnover including a March and Simon(1958)’s turnover model, which is foundation of understanding why and what factors could influence employees’ turnover intention and turnover behavior. Building upon three competing theoretical perspectives, this study develops three competing hypotheses related to turnover intention between high performers and low performers. Second, this study investigates the impacts of overall organizational justice perception on turnover intention of high performers and low performers. This study applies organizational justice theory and social exchange theory to develop hypotheses that turnover intention of high performers and low performers will be negatively influenced by overall organizational justice perception. Third, considering the conditional aspect of social exchange theory, this study predicts that the impacts of overall organizational justice perception on turnover intention will be stronger for high performers than low performer. The results of this study show that high performers’ turnover intention is lower than low performers’. In addition, the results indicate that while overall organizational justice perception negatively influences the turnover intention of both high performers and low performers, the effect of overall justice perception on turnover intention is stronger for high perform... 급변하는 경영환경 속에서 기업성과에 영향을 미치는 요인으로 인적자원관리의 중요성이 부각되고 있으며, 특히 고성과자의 확보, 유지 및 이직은 기업의 성과에 중요한 영향을 미칠 수 있는 것으로 나타나고 있다. 하지만, 기존의 개인의 성과와 이직 및 이직의도와의 관계를 살펴본 몇몇 논문들은 성과와 이직의 관계가 긍정적이라고 주장하는 한편, 몇몇 연구들은 이 관계가 부정적 또는 비선형적인 관계를 가진다고 주장한다. 이러한 개인의 성과와 이직의도 간의 관계의 복잡성과 불명확한 결과는 고성과자와 저성과자의 관리에 대한 기업들의 전략적인 대응을 어렵게 하고 있을 뿐만 아니라 성과와 이직에 관한 연구들을 이해하는데 어려움을 주고 있다. 이러한 상황에서 본 연구는 직원의 성과와 이직의 관계를 살펴보고 연구결과를 바탕으로 이론적이고 실무적 시사점을 제공하고자 한다. 이를 위하여, 본 연구는, 첫째, 고성과자와 저성과의 이직에 영향을 미치는 중요한 예측변수인 이직의도의 차이에 관하여 기존의 이직의도와 이직에 관련된 연구모델들을 바탕으로 살펴본다. 둘째, 고성과자와 저성과자의 이직의도가 전반적 조직공정성 지각에 의하여 영향을 받을 것이라는 것을 사회교환이론을 이용하여 설명하고, 셋째, 고성과자와 저성과자의 이직의도가 전반적 조직공정성에 의하여 영향을 받지만 그 영향의 정도는 고성과자에게 더 강하게 나타날 것이라는 가설을 도출한다. 가설검정은 6개 기업의 202명의 종업원들로부터 수집된 자료를 바탕으로 실증 분석을 실시하였다. 본 연구의 결과는 고성과자의 이직의도는 저성과자의 이직의도와 비교하여 낮게 나타났으며, 이들의 이직의도는 전반적 조직공정성 지각에 의하여 영향을 받는다는 것을 보여주었다. 또한, 고성과자의 경우 전반적 조직공정성이 이직의도에 미치는 영향이 저성과자와 비교하여 더 강하게 나타났다. 본 연구의 결과는 격화되는 시장경쟁에서 기업성과 향상을 위한 고성과자들의 유지관리에 관한 실무적인 시사점을 제공한다.

상사의 이직의도가 부하의 이직의도에 미치는 영향: 이직의도, LMX, POS의 상호작용 효과를 중심으로

이진복,곽원준 한국기업경영학회 2017 기업경영연구 Vol.24 No.3

Employee turnover increases costs of selection and training, and causes adverse effects on organizational effectiveness. Researchers have examined antecedents and processes of employee turnover and have attempted to find factors that prevent employees from leaving their organizations. The present study investigated how supervisors’ turnover intention would influence subordinates' turnover intention and how Leader-Member Exchange Perceived Organization Support would moderate the relationship between supervisor and employee turnover intention. The data for the study were collected through a paper-based survey toward 300 pairs of employees in private companies located in South Korea (each supervisor was paired with a subordinate). In total, 107 paired survey respnoses were collected and used for data analyses. The results were provided such that there was a positive relationship between supervisor turnover intention and employee turnover intention. This suggested the positive moderating effects of LMX on the supervisor-employee turnover intention relationship, while there was no significant moderating effects of POS. This positive relationship was found to be stronger when LMX was higher. Finally, when the three-way interactive effects of supervisor turnover intention, LMX, and POS on employee turnover intention was examined, it was found that the supervisor-employee turnover intention relationship was strongest when LMX was higher and POS was lower. This study contributes to the current literature by shedding light on how supervisors’ turnover intention coupling with employees’ social exchange relationships on the job would jointly influence their own turnover intention, based on theoretical foundations of social exchange and social information theory. As practical contributions, first, given the effects of supervisor turnover intention on employee turnover intention, companies which desire to reduce employee turnover intention might need to reduce supervisor turnover intention. Our results also provide an interesting solution to prevent supervisor turnover intention from affecting employee turnover intention. When POS was high, supervisor turnover intention was found to be not a significant determinant of employee turnover intention. This suggests that, even when supervisors intended to quit their job, companies may keep employee turnover intention to be low as long as having those employees develop a good relationship with their organizations. This study explains process how supervisor's intention(or attitude) affects subordinate's intention(or attitude), based on SIP(Social Information Processing Theory), and examines two-way interaction between Supervisor's turnover intention and LMX(Leader-Member Exchange), further, three-way interaction between supervisor's turnover intention, LMX and POS(Perceived Organization Support). 본 연구에서는 상사의 이직의도가 부하의 이직의도에 미치는 영향과 상사의 이직의도와 부하의 이직의도 사이의 관계에 미치는 상사-부하관계(LMX)와 조직지원인식(POS)의 상호작용효과를 조사하였다. 자료 수집을 위하여 상사의 이직의도를 측정하기 위한 상사용 설문지와 부하의 이직의도 및 관련 변수를 측정하기 위한 부하용 설문지를 구성하였으며 상사 1명 당 부하 1명을 쌍으로 연결하여 설문을 진행했다. 일반 영리기업에 다니는직원을 대상으로 설문을 진행한 결과 총 107쌍의 설문이 자료 분석의 대상이 되었다. 먼저 상사의 이직의도가부하의 이직의도에 정(+)의 영향을 미침을 확인하였다. 또한, 상사-부하관계(LMX)의 질이 높을수록 상사의 이직의도가 부하의 이직의도에 더 강한 영향을 미치는 것을 확인하였다. 나아가 상사-부하관계의 질에 의해 조절되는 상사와 부하의 이직의도 관계가 조직지원인식에 의하여 또한 조절됨을 확인하였다. 구체적으로, 조직지원인식을 낮은 수준으로 지각하고, 상사-부하관계의 질이 높을 때 상사의 이직의도가 부하의 이직의도에 미치는영향이 가장 강한 것으로 확인되었다. 연구결과 및 시사점과 함께 향후 연구 과제를 논의하였다.

임상간호사의 이직의도 및 이직에 관한연구 : 일개대학 병원을 대상으로 in the case of S University Hospital

김영미,박성애 서울대학교 간호대학 간호과학연구소 1995 간호학 논문집 Vol.9 No.1

The purpose of this study is, first of all, to identify the factors which influence the turnover intention and /or the turnover behavior through the literature review. Secondly, based on the identified factors, this study is to provide basic data for effective nursing personnel management in the hospital. Through the literature review, individual characteristics, familial characteristics, organizational structural characteristics, and organizational behavioral characteristics are identified as influencing factors of the turnover intention and/or the turnover behavior of nurses. Individual characteristics included in this study are age, tenure, religion, education level, and marital status. The number of children, the child caregiver, and the responsibility of household economy are variables included in the familial characteristics. The tenure of present job, experience of ward transfer, type of wards, position, night shift, the size of working unit, and number of new nurses are variables included in the organizational structural characteristics. Finally, organizational behavioral characteristics include the organizational commitment, job satisfaction, job characteristics, satisfaction of initial expectancy, and type of superior's leadership. The subjects of this study are two groups of nurses, the remaining group and the voluntary separation group. The remaining group is consisted of 291 nurses who were working in the S University Hospital in March, 1994. The voluntary separation group is consisted 114 nurses available among those who left S University Hospital form January, 1993 to March 1994. The questionnaire is used for data collection and the data are collected through mail for the voluntary separation group. According to the result of this study, the turnover intention is highest in the 25-29 age group. The relationship between turnover intention and tenure is similar to that of turnover intention and age, however the turnover intention is highest in the group with 3-5 years of experience group. The turnover intention by education level is not statistically significant, although the junior college group with three years of education shows the highest turnover intention. The turnover intention by religion is not statistically significant. The single group shows significantly higher turnover intention than the married group[(P<0.01). The turnover intention is lowest when paid housekeeper cares for children(P<0.05). The nurses who have many children show low turnover intention. The turnover intention by position shows that 4th class is the highest turnover intention group, next being 5th class group. It seems that the higher the position, the lower the turnover intention(P<0.001). The night shift group has a higher turnover intention(P<0.001). Turnover intention by type of wards differs significantly(P<0.05). The tenure of present job, the experience of ward transfer, the size of unit, the number of new nurses show no significant difference in turnover intention. The organizational behavioral characteristics such as organizational commitment, job characteristics, job satisfaction, satisfaction of initial expectancy, and type of leadership are negatively correlated with turnover intention. Organizational commitment, job satisfaction, and job characteristics are higher in the voluntary separation group than the remaining group. But when the remaining nurses are divided into the high turnover intention group and the low turnover intention group, the latter shows the highest score in organizational commitment, job satisfaction, job characteristics among all the three groups. For the purpose of identifying the predicting variables in turnover intention, multiple regression is conducted. The result shows that education level, tenure, number of children, childcaregiver, position(4th class, 5th class), and organizational commitment are the significant variables which we can predict the turnover intention. Among them, organizational commitment is the most powerful variable predicting turnover intention. Finally, as the result of logistic regression analysis for the purpose of identifying the turnover behavior predicting variables, it is found that the education and the type of leadership are powerful predictors of turnover behavior. Other variables predicting turnover are job tenure at the time of turnover, marital status, job satisfaction, ward, having the children. Therefore it is concluded that higher education level, unsatisfging superior's leadership, more job tenure at the time of turnover, single status, higher job satisfaction, type of wards, and those who have children are the predicting variables of turnover behavior.

연구논문 : 카지노 종사원의 역할갈등이 이직의도에 미치는 영향 -갈등관리전략의 조절효과를 중심으로-

문창훈 ( Chang Hoon Moon ) 한국컨벤션학회 2014 MICE관광연구 Vol.14 No.2

The purpose of this study is to examine preliminary studies on role conflict and turnover intention, the effect of role conflict perceived by casino employees on turnover intention, and the moderating effect of conflict management strategy. First, the direct effect of role conflict on turnover intention was analyzed through multiple regression analysis. To verify this, role conflict was classified into role stress and role ambiguity. The direct effect of role conflict on turnover intention showed that sub-factors of role conflict, both role stress and role ambiguity had a statistically significant effect on turnover intention. One of sub-factors that had the biggest effect on turnover intention was role stress, followed by role ambiguity. Second, the moderating effect of conflict management strategy in the relationship between role conflict and turnover intention showed that the problem-solving type, obliging and avoiding type and control-dominating type moderated the relationship between role ambiguity and turnover intention, the relationship between role stress and turnover intention, and the relationship between role ambiguity and turnover intention, respectively. The problem-solving type of sub-factors of conflict management strategy had a significant effect on turnover intention in the relationship between role conflict and turnover intention. But the obliging and avoiding type and control-dominating type didn``t moderate in the relationship between role conflict and turnover intention.

금융기관 종사자의 이직 및 창업의도에 영향을 미치는 요인 연구

이재명,강신기 한국벤처창업학회 2015 벤처창업연구 Vol.10 No.5

This study aims to clarify factors having effect on the turnover and entrepreneurial intention of financial institution workers. Particularly, this study analyzed the effect of job satisfaction, job insecurity, retirement expectation and retirement preparation activities. As research subjects, this study selected financial institution workers residing in Seoul and the capital area and used a total of 508 samples as analysis data. This study analyzed job satisfaction, job insecurity, retirement expectation and retirement preparation activities as factors having effect on the turnover and entrepreneurial intention of financial institution workers. The research results can be summarized as follows; Firstly, all the factors of job satisfaction had negative (-) effect on their turnover intention, and compensation satisfaction and interpersonal relation satisfaction also had negative (-) effect on their entrepreneurial intention. Secondly, since job insecurity had positive (+) effect on their turnover intention and entrepreneurial intentions, the more insecure their jobs became, the more their turnover and entrepreneurial intention increased. Thirdly, in the retirement expectation, forced frustration and continuation had positive (+) effect on their turnover intention, and forced frustration, new start and continuation also had positive (+) effect on their entrepreneurial intention. Fourthly, in the retirement preparation activity, entrepreneurial preparation, social preparation and physical preparation of retirement preparation activity had positive (+) effect on their turnover intention, but economical preparation had negative (-) effect on their turnover intention, while entrepreneurial preparation had positive (+) effect on their entrepreneurial intention. In other words, as they prepare business start-up more for retirement, their turnover and entrepreneurial intentions increase more. Although they receive higher wages than other workers in different job fields as financial institution workers, they showed significant results about turnover and entrepreneurial intentions, which indicates that job satisfaction, job insecurity, retirement expectation and preparation activities function as important variables in the relation with their turnover and entrepreneurial intentions. Such research results imply that it is necessary to develop various educational programs and turnover and business start-up support programs so that financial institution workers may have better understanding of both success and failure cases when they actually work on business start-ups. 본 연구의 목적은 금융기관 종사자의 이직 및 창업의도의 영향 요인을 밝히는데 있으며, 직무만족과 직무불안정, 은퇴기대 및 은퇴준비활동이 이직 및 창업의도에 미치는 영향을 분석하였다. 조사대상은 서울 및 수도권에 거주하는 금융기관 종사자이며, 총 508명의 표본이 분석 자료로 활용되었다. 금융기관 종사자의 이직 및 창업의도에 영향을 미치는 요인으로서 직무만족, 직무불안정, 은퇴기대, 은퇴준비활동을 분석하였다. 연구 결과에 따르면, 첫째, 직무만족의 모든 요인이 이직의도에 부(-)적인 영향을 미치고 있었고, 보상만족과 대인관계만족이 창업의도에 부(-)적인 영향을 미치고 있었다. 둘째, 직무불안정은 이직의도와 창업의도에 정(+)적인 영향을 미치고 있어 직무가 불안정할수록 이직 및 창업의도가 높아지고 있었다. 셋째, 은퇴기대의 강요된 좌절과 계속이 이직의도에 정(+)적인 영향을 미치고 있었으며, 강요된 좌절과 새로운 출발, 계속은 창업의도에 정(+)적인 영향을 미치고 있었다. 넷째, 은퇴준비활동의 창업준비와 사회적 준비, 신체적 준비가 이직의도에 정(+)적인 영향을 미치고 있었고, 경제적 준비는 이직의도에 부(-)적인 영향을 미치고 있었으며, 창업준비는 창업의도에 정(+)적인 영향을 미치고 있었다. 즉, 은퇴를 대비하여 창업준비를 많이 할수록 이직 및 창업의도가 높아진다고 할 수 있다. 금융기관 종사자 특성상 타 업종 대비 높은 임금에도 불구하고 이직의도와 창업의도에 대해 나타난 유의미한 결과는 직무만족과 직무불안정, 은퇴에 대한 기대와 준비활동이 이직 및 창업의도와의 관계에서 중요한 변수로 작용하고 있다고 할 수 있다. 이러한 결과는 금융기관 종사자들이 실제 창업을 했을 때의 성공사례와 실패사례에 대한 이해를 증가 시킬 수 있는 다양한 교육 프로그램과 이직 및 창업지원 프로그램 개발의 필요성을 시사하고 있다.

카지노 종사원의 역할갈등이 이직의도에 미치는 영향 - 갈등관리전략의 조절효과를 중심으로 -

문창훈 한국마이스관광학회 2014 MICE관광연구 Vol.14 No.S2

The purpose of this study is to examine preliminary studies on role conflict and turnover intention, the effect of role conflict perceived by casino employees on turnover intention, and the moderating effect of conflict management strategy. First, the direct effect of role conflict on turnover intention was analyzed through multiple regression analysis. To verify this, role conflict was classified into role stress and role ambiguity. The direct effect of role conflict on turnover intention showed that sub-factors of role conflict, both role stress and role ambiguity had a statistically significant effect on turnover intention. One of sub-factors that had the biggest effect on turnover intention was role stress, followed by role ambiguity. Second, the moderating effect of conflict management strategy in the relationship between role conflict and turnover intention showed that the problem-solving type, obliging and avoiding type and control-dominating type moderated the relationship between role ambiguity and turnover intention, the relationship between role stress and turnover intention, and the relationship between role ambiguity and turnover intention, respectively. The problem-solving type of sub-factors of conflict management strategy had a significant effect on turnover intention in the relationship between role conflict and turnover intention. But the obliging and avoiding type and control-dominating type didn't moderate in the relationship between role conflict and turnover intention.

사립유치원 교사의 이직 의도에 미치는 사회적 지지와 우울 및 소진의 영향

정혜영,이경화 한국영유아교원교육학회 2014 유아교육학논집 Vol.18 No.3

The study aims to identify the paths of kindergarten teacher turnover intentions with perceived social support, depression, and burnout. The data from a survey of 229 teachers were analyzed with partial correlation and structural equation modeling to examine the hypothetic path model. The statistically verified alternative model indicated that the eight paths within the variables have significant effects on turnover intention: 1) support in workplace → depression → turnover intention 2) support in workplace → depression → burnout → turnover intention 3) support in workplace → burnout → turnover intention 4) support from out of workplace → depression → turnover intention 5) support from out of workplace → depression → burnout → turnover intention 6) depression → turnover intention 7) depression → burnout → turnover intention, and 8) burnout → turnover intention. The results suggested that perceived supports in and out of the workplace as constructive variables can indirectly reduce the teacher’s turnover intention. Also, teachers’ depression or burnout has significant effect on turnover intention reduction, and presented importance of management for early childhood teachers’ mental health. 본 연구는 사립유치원 교사의 이직 의도에 영향을 미치는 환경적 차원의 보호요인과 개인심리적 차원의 위험요인들 간의 경로모형을 제시하는데 목적을 두었다. 이를 위해 선행연구를 바탕으로 교사의 이직 의도와 직장내·외로부터의 사회적 지지, 우울, 소진 간의 가설적 경로모형을 설정한 후, 모형 평가를 통해 수정모형을 제시하였다. 사립유치원 교사 229명으로부터 자료를 얻어 상관분석 및 공분산구조분석 등의 통계분석을 실시하였으며 2차에 걸쳐 모형을 수정하였다. 그 결과, 최종 경로모형에서는 1) 직장내 지지->우울->이직 의도, 2) 직장내 지지->우울->소진->이직 의도, 3) 직장내지지->소진->이직 의도, 4) 직장외 지지-> 우울->이직 의도, 5) 직장외 지지->우울->소진->이직 의도, 6) 우울->이직 의도, 7) 우울->소진->이직 의도, 8) 소진->이직 의도의 경로들을 포함하는 모형이 도출되었다. 사회적 지지가 교사의 이직 의도에 간접적으로 영향을 준다는 점에서 이직 의도의 보호요인으로서의 효과를 확인할 수 있었고, 우울이나 소진이 교사의 이직 의도에 미치는 직·간접적 영향을 토대로 교사의 정신건강 관리의 중요성에 관해 시사점을 도출하였다.

상사의 협력과 이직의도 간 관계에서직무스트레스와 임파워먼트의 매개와 상호작용 효과: 콜센터 상담사를 대상으로

김종훈 한국경영컨설팅학회 2017 경영컨설팅연구 Vol.17 No.4

The purpose of this study is as follows. First, we examine the effects of supervisor cooperation on job stress, empowerment(autonomy), and turnover intentions. Second, the effect of job stress on turnover intentions is identified. Third, the effect of empowerment on turnover intention is investigated. Third, we examine whether job stress and empowerment mediate in the relationship between supervisor cooperation and turnover intention. Finally, we examine the interaction between supervisor 's cooperation and job stress, the interaction between job stress and empowerment, and the interaction between supervisor' s cooperation and empowerment on turnover intention. The results of the analysis are as follows. First, the cooperation of supervisors was no significant impact on job stress. Second, cooperation of supervisor has significant positive effect on empowerment. Third, the cooperation of supervisor no significant impact on turnover intention. Fourth, job stress had positive influence on turnover intention. Fifth, empowerment has a significant negative effect on turnover intention. On the other hand, job stress showed no mediating effect on the relationship between supervisor 's cooperation and turnover intention. However, empowerment was found to be mediation impact on the relationship between job stress and turnover intention. Finally, only the interaction of job stress and supervisor 's cooperation significantly impacts on the turnover intention. The results of this study are expected to suggest the practical implications of effective strategy achievement through effective use of limited resources by proposing a management plan that can contribute to the improvement of workforce performance of call center service companies. 본 연구의 목적은 다음과 같다. 첫째, 상사의 협력이 직무스트레스, 임파워먼트 및 이직의도에 미치는 영향을 확인한다. 둘째, 직무스트레스가 이직의도에 미치는 영향을 확인한다. 셋째, 임파워먼트가 이직의도에 미치는 영향을 확인한다. 넷째, 직무스트레스와 임파워먼트가 상사의 협력과 이직의도 간의 관계에서 매개역할을 수행하는지 규명한다. 마지막으로 상사의 협력과 직무스트레스 간의 상호작용, 직무스트레스와 임파워먼트의 상호작용 및 상사의 협력과 임파워먼트 간의 상호작용이 이직의도에 미치는 영향을 확인한다. 분석결과는 다음과 같다. 첫째, 상사의 협력은 직무스트레스에 유의한 영향은 미치지 않았다. 둘째, 상사의 협력은 임파워먼트에 유의한 정(+)의 영향을 미쳤다. 셋째, 상사의 협력은 이직의도에 유의한 영향은 미치지 않았다. 넷째, 직무스트레스는 이직의도에 유의한 정(+)의 영향을 미쳤다. 다섯째, 임파워먼트는 이직의도에 유의한 부(-)의 영향을 미쳤다. 한편, 직무스트레스는 상사의 협력과 이직의도 간의 관계에서 매개효과가 없었지만, 임파워먼트는 직무스트레스와 이직의도 간의 관계에서 억제효과로서 매개역할을 수행하였다. 마지막으로 직무스트레스와 상사의 협력 간 상호작용은 이직의도에 유의한 영향을 미쳤다. 본 연구결과는 콜센터 서비스 기업의 인력성과 향상에 기여할 수 있는 운영방안(상사의 협력과 임파워먼트)를 제안함으로써 한정된 자원의 활용을 통한 효과적 목표달성과 효율적 전략방안에 대한 실증적 시사점을 제안할 것이라 기대한다. 또한, 대표적인 감정노동자라 할 수 있는 상담사들의 감정으로 인한 스트레스의 해소방안을 제안할 수 있다는 점에서 의의가 있다.

호텔직원의 직무스트레스와 이직의도 간의 영향관계 - 제주지역을 중심으로 -

서정모 ( Seo Jung Mo ) 한국호텔리조트학회(구 한국호텔리조트카지노산학학회) 2016 호텔리조트연구 Vol.15 No.3

The purpose of this study is to figure out a relationship between work stress and turnover intention of hotel staff in Jeju Island, South Korea and to provide the result of this study as a preliminary data for improvement of work environment and preparation for human resource management methods by setting demographic characteristics, work stress, experiences of turnover, and general characteristics as variables and figuring out the detail factor. The followings are three main results of the study. First, women had a higher intention to leave their job than men, single workers had a higher turnover intention than married workers, and non-regular workers had a higher turnover intention than regular workers. The second result represented that work environment ranked the most important work factor that has influence on the turnover intention of hotel staff followed by prospect, and work condition. Lastly, work environment and prospect had a significant influence on turnover intention of male workers, and work environment and communication were important factors of turnover intention of female workers. For non-regular workers, work environment and prospect were the most important factor of turnover intention, and for regular workers, work environment and work condition were the most significant factor of turnover intention. In addition, work environment, prospect, and work condition affect turnover intention of workers who had not changed their jobs. On the other hand, for workers who had changed their jobs, work environment was the only factor that affect turnover intention significantly.

성별에 따른 직무배태성과 이직의도간의 관계에 관한 연구

김은애 한국취업진로학회 2013 취업진로연구 Vol.3 No.1

본 연구는 성별에 따른 직무배태성과 이직의도간의 관계에 관한 연구로써, 직원들이 왜 조직에 남아 있는가를 설명하는 새로운 접근방식의 개념으로 직무배태성(Job embeddedness)을 이직에 영향을 미치 는 원인변수로 보고 이직의도에 어떠한 영향을 미치는지를 파악하기 위한 연구이다. 직무배태성이란, 직원들이 조직에 남아있는 이유를 조직과 지역사회의 각각의 적합성(Fit), 연계(Link) 그리고, 희생(Sacrifice)에 있다고 보는 것이다. 이것은 전통적인 이직 연구들과 달리 종업원들이 조직에 왜 남아있는가를 이해하는 새로운 방식의 접근으로 직장내 요소(조직에 대한 적합성, 연계, 희생) 및 직 장외적 요소(지역사회에 대한 적합성, 연계, 희생)들이 직원을 조직내 잔류할 수 있게 매개해주는 핵심 개념이라고 보는 것이다. 본 연구를 통해서 다음과 같은 결론을 제시할 수 있다. 첫째, 조직 구성원들의 조직에 대한 직무배태 성이 높을수록 이직의도는 낮아지는 것으로 나타났다. 세부적으로 살펴보면, 조직에 대한 적합성과 희 생이 높을수록 이직의도는 낮아지는 것으로 나타났다. 그러나 조직에 대한 연계는 이직의도에 유의한 영향을 미치지 않은 것으로 나타났다. 둘째, 조직 구성원들의 지역사회에 대한 직무배태성과 이직의도 간의 관계에서는 지역사회에 대한 적합성, 연계, 희생 모든 변수가 유의한 영향을 미치지 못하는 것으 로 나타났다. 셋째, 조직에 대한 직무배태성과 이직의도간의 관계는 성별에 따라 차이가 없는 것으로 나타났다. 남녀 모두 조직에 대한 적합성과 희생이 높을수록 이직의도는 낮아지는 것으로 나타났으며, 조직에 대한 연계는 이직의도와는 유의하지 않은 것으로 나타났다. 이와 같은 결과는 남녀 모두 조직에 대한 적합성과 희생의 지각정도가 실제 이직의도에 큰 영향을 미치는 변수임을 보여주고 있다. 또한 조 직에 대한 희생보다는 적합성 변수가 이직의도와 더 강한 부(-)의 상관관계를 보여주었다. 넷째, 지역사 회에 대한 직무배태성과 이직의도간의 관계는 성별에 따라 차이가 없는 것으로 나타났다. 남녀 모두 지 역사회에 대한 적합성, 연계, 희생 모든 변수가 이직의도와는 유의하지 않으며, 결과적으로 본 연구에 서는 지역사회에 대한 직무배태성과 이직의도간의 관계는 성별에 따라 아무런 차이가 없다는 것을 보여주고 있다. The purpose of this study is to examine the relationship between job embeddedness and turnover intention. The term of “Job embeddedness” is the new concept to explain why employee chooses to stay with an organization and we could assume that this is a reason variable to effect turnover intention. Job embeddedness is conceived as a key construct between on-the-job (Fit, Link, Sacrifice) and turnover intention and also between off-the-job factors (Fit, Link, Sacrifice) and turnover intention. Through this study, the following conclusions can be presented, First, Job embeddedness on the organization had a negative effect on turnover intention. To be concrete, an individuals’ fit to the organization and organization-related sacrifice had significantly negative effects on turnover intention but the organization-related link didn’t have any effect on turnover intention. Second, Job embeddedness on the community didn’t have any effect on turnover intention. Thrid, there is no difference, according to gender, in the relationship between job embeddedness and the fit, link and sacrifice of the organization and turnover intention. Regardless of gender, only the fit and sacrifice to the organization had any negative effect on turnover intention. The fit to the organization had more negative effects on turnover intention than the link to the organization for both genders. Fourth, Job embeddedness on the fit, link, sacrifice of the community had no effect on the turnover intention of either gender. In conclusion, regardless of gender, job embeddedness has no effect on the fit, link and sacrifice of the community and turnover intention.