조직 보상시스템이 구성원 직무착근도 및 이직의도에 미치는 영향 = The Effect of Reward System on Embeddedness and Turnover Intention

다국어 초록 (Multilingual Abstract)

The human resource management has become important due to recent changes in a corporate environment. Especially 'turnover' has emerged as one of the greatest issues in both organizations and employees. Variables related to job attitudes such as job satisfaction and organizational commitment have been identified as factors affecting turnover intention. However, some researchers including Mitchell et al. (2001) found that variables of job attitudes had relatively small influence on turnover intention. Since then, job embeddedness has emerged as the influencing factor on turnover intention. However, precedent research just deals with the relation between job embeddedness and turnover intention. In this research, we are interested in organizational reward system as a independent variable influencing job embeddedness.
Based on the social exchange theory, we identify the hypothesis1 that organizational reward system, which is devided into 4 variables such as job management, wage and salary management, promotion management, and education and training, will influence job embeddedness. And we also specify the hypothesis2 that job embeddedness will influence turnover intention of employees.
For an empirical analysis, total 600 questionnaires were distributed to employees of ‘K’ company, and 419 among them were returned.
SPSS19.0 was used as a research method for descriptive statistic analysis, reliability analysis, factor analysis, validity analysis, correlation analysis, and regression analysis, and the results are as follows.
Firstly, it was proved that three elements, except education and training, of organizational reward system affected job embeddedness. That is, it was revealed that job management, wage & salary management, and promotion management had a positive effect on job embeddedness. It is very significant that the organizational reward system was identified as a variable affecting job embeddedness.
Secondly, the hypothesis that job embeddedness will have a negative effect on turnover intention was proved. It was consistent with the results from precedent research. This research dealt with the relationship between job embeddedness and turnover intention with a control variable, organizational commitment. It was proved that job embeddedness has a very big influence on turnover intention even though organizational commitment is controlled.

참고문헌 (Reference)

1 전원배, "호텔 종사원의 직무착근도가 이직의도에 미치는 영향 에 관한 연구" 21 : 291-308, 2005

2 이민순, "항공사 종사원의 직무착근도가 직무만족, 조직몰입 및 이직의도에 미치는 영향" 한국콘텐츠학회 10 (10): 418-428, 2010

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