성격유형, 일-생활 균형, 그리고 이직의도와의 관계 = (A) Study on the relationships among personality types, work-life balance and turnover intentions

다국어 초록 (Multilingual Abstract)

This study aims to find out how two personality types (extraversion, and emotional stability) affect work-life(life-work) conflict & enrichment, and how work-life balance impacts on job and life satisfaction and finally turnover intention among non-scheduled time workers.
For the purpose of the study, a survey was conducted on cram school teachers in Korea. It was conducted from 15th March 2009 to 21th March 2009. 520 pieces of questionnaires were returned and analyzed out of 660 ones.
A structural equation model with five hypotheses developed based on the previous research was tested for the causal relationships among personality patterns and work-life conflict/enrichment, job/life satisfaction, and turnover intention.
The results of the study are as follows.
First, it was found that personality types (extraversion and emotional stability exert different influence on work-life conflict/enrichment. While extravert personality has both positive impact on the work->life conflict, and work-> life enrichment, it shows negative effect on the life->work conflict. On the other hand, emotional stability has, as expected, positive influence on negative influence on work->life conflict, and has positive influence on both work->life and life->work enrichment. The result has suggested that the higher the levels of extraversion and emotional stability are, the more effective the work-life balance becomes.
Second, the study shows that both work->life conflict and life->work conflict do not have direct impact on job satisfaction, but work->life conflict directly exerts negative influence on individual turnover intention. That is, individual turnover intention depends on the perceived work->life conflict, but not on life->work conflict even if both types of work-life conflicts do not lead to job dissatisfaction.
Third, all both types of work-life enrichment have positive influence on both job and life satisfaction, and negative influence on turnover intention. Based on the findings, this study suggests that both types of work-life (work->life and life->work) enrichment play a critical role in keeping employees from leaving the organizations.
Forth, the result reveals that job satisfaction and life satisfaction are tightly related. As this study points job satisfaction is closely related to turnover intention, life satisfaction should also be regarded as a serious managerial subject to keep turnover intention to be low.
Finally, according to the results of this study, managerial implications of this study and future research directions are suggested.

목차 (Table of Contents)

• Ⅰ. 서 론 1
• 1.1 연구목적 1
• 1.2 연구방법 및 구성 5
• Ⅱ. 이론적 고찰 9
• 2.1 성격 9
• 2.1.1 성격의 개념 9
• 2.1.2 성격유형 12
• 2.1.3 Big 5 성격유형 19
• 2.1.4 성격 6요인(HEXACO) 모형 22
• 2.1.5 성격에 대한 선행연구 23
• 2.2 일과 생활의 균형에 대한 선행연구 29
• 2.2.1 일-가정 갈등 32
• 2.2.2 일-가정 비옥화 40
• 2.2.3 일-가정 균형 50
• 2.3 직무만족과 생애만족의 선행연구 57
• 2.4 이직의도의 선행연구 65
• Ⅲ. 연구모형 및 가설의 설정 71
• 3.1 연구모형 71
• 3.2 가설의 설정 72
• 3.2.1 성격과 일-생활(생활-일) 갈등 및 비옥화 72
• 3.2.2 일-생활(생활-일) 갈등과 직무만족·생애만족 및 이직의도 80
• 3.2.3 일-생활(생활-일) 비옥화와 직무만족·생애만족 및 이직의도 82
• 3.2.4 직무만족과 생애만족 83
• 3.2.5 직무만족·생애만족과 이직의도 84
• Ⅳ. 연구방법 87
• 4.1 변수의 조작적 정의 87
• 4.1.1 성격유형 87
• 4.1.2 일-생활(생활-일) 갈등 90
• 4.1.3 일-생활(생활-일) 비옥화 91
• 4.1.4 직무만족과 생애만족 93
• 4.1.5 이직의도 95
• 4.2 변수의 측정 96
• 4.3 자료수집 및 분석방법 101
• 4.3.1. 자료수집 101
• 4.3.2. 분석방법 104
• Ⅴ. 실증분석 결과 및 논의 105
• 5.1 표본의 인구 통계적 특성 105
• 5.2 구성개념에 대한 요인분석과 신뢰성 및 타당성 분석 107
• 5.2.1. 신뢰성 분석 108
• 5.2.2 타당성 분석 108
• 5.2.3 탐색적 요인분석 109
• 5.2.4 확인적 요인분석 113
• 5.2.5 연구모형의 분석결과 120
• 5.3 가설검증 125
• 5.3.1 성격유형과 일-생활(생활-일) 갈등 및 비옥화 125
• 5.3.2 일-생활(생활-일) 갈등과 직무만족·생애만족 및 이직의도 132
• 5.3.3 일-생활(생활-일) 비옥화와 직무만족·생애만족 및 이직의도 137
• 5.3.4 직무만족과 생애만족 139
• 5.3.5 직무만족·생애만족과 이직의도 140
• 5.4 검증결과에 대한 논의 142
• 5.4.1 성격유형과 일-생활(생활-일) 갈등 및 비옥화 142
• 5.4.2 일-생활(생활-일) 갈등과 직무만족·생애만족 및 이직의도 145
• 5.4.3 일-생활(생활-일) 비옥화와 직무만족·생애만족 및 이직의도 146
• 5.4.4 직무만족·생애만족 및 이직의도 146
• Ⅵ. 결론 149
• 6.1 요약 및 시사점 149
• 6.2 한계점 및 제언 154

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