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중학교 체육교사와 스포츠강사의 조직동일시, 직무몰입, 그리고 이직의도의 관계
권형일 ( Hyung Il Kwon ),김은혜 ( Eun Hye Kim ),이지원 ( Ji Won Lee ),강인석 ( In Suk Kang ),고수진 ( Su Jin Ko ),김아형 ( A Hyung Kim ),송주은 ( Ju Eun Song ),유효석 ( Hyo Suk You ) 중앙대학교 학교체육연구소 2013 Asian Journal of Physical Education of Sport Scien Vol.1 No.-
본 연구는 정규직인 체육교사들과 비정규직인 스포츠강사의 직무몰입과 이에 관련된 변인들의 집단차이에 대한 경험적인 규명을 하는데 목적이 있다. 이를 위해 비확률표집(non probability sampling)을 사용하여 총 129명의 체육교사와 스포츠강사가 설문에 참가하였다. 응답자 중 남자는 101명 여자는 28명이었다. 가설 검증을 위해 변인들의 집단 차를 보는 가설 1, 2, 3은 one-way MANOVA를 통해 검증하였고, 조직몰입의 매개효과를 검증하는 가설 4는 다중회귀분석이 사용되었다. 가설 검증 결과, 직무몰입은 체육교사들이 스포츠강사들보다 높은 평균값을 나타냈으며, 이직의도는 스포츠강사들이 체육교사들보다 높은 평균값을 나타내었다. 그러나, 체육교사들과 스포츠강사들의 조직동일시의 차이는 나타나지 않아 가설 1은 지지되지 않았다. The purpose of the study is two-fold. First, this study attempted to examine possible group differences between PE teachers and sport instructors in terms of organizational identification, job commitment, and turnover intention. Second, this study examined mediating effect of job commitment in the relationship between organizational identification and turnover intention using Baron and Kenny’s (1986) method. The data were collected from 129 (men = 101; women = 28) PE teachers and instructors. The sample of the study was drawn by convenience sampling. Using convenience sampling, 74 PE teachers and 55 instructors were secured. The data were collected using a questionnaire that included three scales that measured organizational identification, job commitment, turnover intention. In addition, several demographic questions were included. The six items of organizational identification were adapted from Mael and Ashforth (1992). The Cronbach’s alpha of the scale was .90, which indicated a good internal consistency. The job commitment was measured with Meyer, Allen, and Smith’s (1993) six items (Cronbach’s alpha = .86). The turnover intention was measured with three items of Yoo (2011). The internal consistency of the items was .90. The research hypotheses (H1, H2, and H3) were tested using one-way MANOVA. To test mediating effect of organizational commitment, multiple regression analyses were utilized. Normality of the data was examined using skewness (-.59 and -1.79) and kurtosis (-.59 and -2.34). In addition, the assumption of using MANOVA was examined using Box’s M test (p = .11). The results of MANOVA indicated that there was statistically significant group difference (Wilk’s Lamda = .82, p < .001. ηp2=.18, power=.99). Follow up univariate analyses indicated that PE teachers scored higher on job commitment(p<.001) and instructors group scored higher on turn over intention(p<.001). The groups were in variant in terms of organizational identification(p=.08). There search hypothesis 4 was tested using Baron and Kenny’s(1986) method. The direct relationship between organizational identification and turn over intention was insignificant(β = .07, p < .44). However, the path between organizational identification and job commitment (β = .42, p < .001) and the path between job commitment and turnover intention (β = =-.47, p < .001) were statistically significant. The denoted that job commitment mediated the relationship between organizational identification and turnover intention. The Sobel test statistic was -.268 (p = .004).
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