직무불안이 이직의도에 미치는 영향:LMX와 POS의 조절효과를 중심으로 = The Effects of Job Insecurity on Turnover Intention : Focused on Moderating Effect of LMX and POS

다국어 초록 (Multilingual Abstract)

The Effects of Job Insecurity on Turnover Intention : Focused on Moderating Effect of LMX and POS

국문 초록 (Abstract)

본 연구에서는 직무불안에 대한 집중적 검증을 위하여 그것을 측정하기 위해 사용된 다양한 선행연구의 척도(scale)를 인지적 직무불안, 정서적 직무불안의 2가지 관점으로 일반화하여 이직의도와의 관계를 검증하였다. 또한 이들의 관계에 영향을 미치는 상사와 부하간의 교환관계와 조직후원인식에 따른 영향관계를 알아보았다.연구결과는 다음과 같다. 첫째, 인지적 직무불안은 이직의도에 정적인 영향을 미치는 것으로 나타났다. 둘째, 종업원들은 정서적으로 직무불안을 느낄수록 이직 의도는 높아지는 경향을 보였다. 마지막으로 상사와 부하 간의 교환관계의 수준과 조직후원인식의 조절적 영향은 조직후원인식만이 인지적 직무불안, 정서적 직무불안과 이직의도에 있어서 유의미하게 나타났다. 따라서 조직은 개인의 직무불안 문제를 단순한 차원이 아니라 조직적 차원과 연결시켜 생각해 보아야 한다.본 연구는 직무불안 연구에 주목하여 그 동안 개념적 또는 결과요인 중심으로 수행된 연구가 갖는 한계점을 극복하고, 독립변수로서 기존의 선행연구를 토대로 한 체계적이고, 분명하게 새로운 개념으로 정의하여 보다 폭넓은 연구 활성화를 위한 계기를 마련하였다는 점에서 의의가 있다고 볼 수 있다.

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