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COVID-19 시대의 재택근무, 조직동일시, 이직의도 간의 관계 : 지각된 직무자율성의 조절된 매개효과 탐색
서준교 ( Jun-kyo Seo ),장해미 ( Haimi Jang ),류수민 ( Soomin Ryu ),정혜정 ( Heajung Jung ) 한국생산성학회 2021 生産性論集 Vol.35 No.4
The biggest change in organizational environment caused by the COVID-19 pandemic is probably the rapid increase of telecommuting. The prolonged telecommuting due to COVID-19 has brought major changes not only to the business environments but also to the way employees work. More importantly, telecommuting, once a discretionary option, is now being either enforced by organizations as a compulsory requirement or strongly encouraged by organizations for the sake of employee safety. These changes in motivation for telecommuting together with other social containment measures are likely to alter the effect of telecommuting on work-related outcomes. Given that, we attempt to explore the impact of telecommuting in this new era where telecommuting established as a new norm. In this study, the effect of extent of telecommuting (measured by the ratio of telecommuting hours to total work hours) on employee turnover intention under COVID-19 was explored, and in order to understand the mechanism underlying the relationship between telecommuting and turnover intention, organizational identification was examined as a mediator drawing on social identity theory. Furthermore, perceived job autonomy, which refers to perceived autonomy in decision-making, scheduling, and work method, was tested as a moderating variable that could buffer the negative effect of telecommuting on organizational identification and in turn turnover intention. Survey data were collected from 251 full-time employees through Amazon MTurk service in the middle of COVID-19 pandemic and were analyzed with multiple regression and PROCESS macro. It was found that extent of telecommuting was positively related to turnover intention. In other words, the higher the ratio of employee telecommuting hours per total work hours, the higher their turnover intention. The mediating effect of organizational identification in this relationship was not significant while the moderating effect of perceived job autonomy in the relationship between extent of telecommuting and organizational identification was significant. Furthermore, the moderated mediation analysis turned out to be significant such that the mediation effect of organizational identification was significant only when perceived job autonomy was low, but not when high. One of the main contributions of this research is that we have examined the effect of telecommuting on turnover intention under COVID-19 considering the fact that the primary reason behind telecommuting changed dramatically due to the pandemic. This research responds to the request for revisiting the telecommuting practice and its outcomes in the new COVID-19 context in a timely manner. In addition, we tested the role of organizational identification as a potential mechanism and found an interesting moderated mediation effect of perceived job autonomy. Another contribution lies in providing practical implications to managers and HR professionals. We learned that extent of telecommuting needs to be adjusted rather than to be applied equally to all employees and more efforts to enhance organizational identification and perceived job autonomy are required to mitigate the negative outcomes of telecommuting such as increased turnover intention.
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