조직구성원의 고용가능성 인식과 조직과 직무에 대한 태도와의 관계에 관한 연구

다국어 초록 (Multilingual Abstract)

There have been dramatic changes in the employment relationship. organizations and employees may need to seriously consider new career management under boundaryless careers circumstance, so career is more important to each others, specially to employees. This research investigate the relationship between employability(internal flexibility, external mobility) and organizational commitment(affective, normative and continuance), job involvement, turnover intention.
For an empirical research, questionnaires were distributed to different types of 13 business firms. 264 questionnaires were collected from 325 distributed ones, recording responding rate of 81.2%. Among the collected questionnaires, 255 were used in the analysis excluding 9 unreliable ones.
The major findings obtained from statistical analysis are as follows: first, employability, internal flexibility, have statistically significant negative influence on normative commitment, and external mobility have significant negative influence on continuance commitment. second, external mobility have statistically significant positive influence on job involvement, also positive influence on turnover intention. third, collectivism have statistically significant positive influence on affective and normative commitment, also positive influence on job involvement, negative influence on turnover intention. fourth, based on type of employability, high on internal flexibility- external mobility group is more positive attitude for job than other groups. and low on internal flexibility-external mobility group is low level of affective commitment than other groups.
All of results explain that employability, career based concept, is affect on employees' attitude for organizational and job. so that organization have strategic method for HR practice(eg, education for competency etc) implicate to increase employability for career management.

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