심리적 계약의 위약이 직무만족도와 이직의도에 미치는 영향에 관한 연구 = The Impact of the Violation degree of Psychological Contract on Job Satisfaction and Intenttion to Turnover

다국어 초록 (Multilingual Abstract)

The present study was investigated that the impact of the violation degree of psychological contract between employer and employees about organizational duties on job satisfaction and intention to turnover in order to understand their work situation and contribute to grope for making a rational and effective management strategy.
The eight research hypotheses were formulated to test present study. The major findings of this study were as below:
1.As the correlation analysis in hypothesis 1, the results of the test show that three factors and the mean of sum in three transactional contract factors were found to have significant negative relationship between the violation degree of transactional contract and job satisfaction at the .05 level.
According to the results, the hypothesis 1 was accepted for 3 factors on the 3 factors and the mean of sum in three transactional contract factors.
2.As the correlation analysis in hypothesis 2, the results of the test show that three factors and the mean of sum in three transactional contract factors were found to have significant positive relationship between the violation degree of transactional contract and intention to turnover at the .01 level.
According to the results, the hypothesis 2 was accepted for 3 factors on the 3 factors and the mean of sum in three transactional contract factors.
3.As the correlation analysis in hypothesis 3, the results of the test show that three factors except opportunity of self development factor and the mean of sum in four relational contract factors were found to have significant negative relationship between the violation degree of relational contract and job satisfaction at the .01 level.
According to the results, the hypothesis 3 was accepted for 3 factors except opportunity of self development factor on the 4 factors and the mean of sum in four relational contract factors.
4.As the correlation analysis in hypothesis 4, the results of the test show that three factors except opportunity of self development factor and the mean of sum in four relational contract factors were found to have significant positive relationship between the violation degree of relational contract and intention to turnover at the .01 level.
According to the results, the hypothesis 2 was accepted for 3 factors on the 4 factors and the mean of sum in four transactional contract factors.
5.As the multi-regression analysis, job satisfaction got influenced by the wage factor and the mean of sum in three transactional contract factors in the violation degree of transactional contract. The influence of the two factors to the job satisfaction was explained as 41%(r2).
According to the results, the hypothesis 6 was accepted for 1 factor(the wage) on the 3 factors and the mean of sum in three transactional contract factors.
6.As the multi-regression analysis, intention to turnover got influenced by the promotion and increase in pay factor and the mean of sum in three transactional contract factors in the violation degree of transactional contract. The influence of the two factors to the intention to turnover was explained as 23%(r2).
According to the results, the hypothesis 6 was accepted for 1 factor(the promotion and increase in pay) on the 3 factors and the mean of sum in three tansactional contract factors.
7.As the multi-regression analysis, job satisfaction got influenced by the occupation stability factor, opportunity of training factor, and the mean of sum in four relational contract factors in the violation degree of relational contract. The influence of the three factors to the job satisfaction was explained as 53%(r2).
According to the results, the hypothesis 7 was accepted for 2 factors on the 4 factors and the mean of sum in four relational contract factors,
8.As the multi-regression analysis, intention to turnover got influenced by the occupation stability factor, opportunity of training factor, organizational support factor, and the mean of sum in four relational contract factors in the violation degree of relational contract. The influence of the four factors to the intention to turnover was explained as 39%(r2).
According to the results, the hypothesis 8 was accepted for 3 factors except opportunity of self development factor on the 4 factors and the mean of sum in four relational contract factors.

목차 (Table of Contents)

• Ⅰ.서론
• Ⅱ.연구방법
• 1.조사도구 및 척도
• 2.자료수집
• 3.분석방법
• Ⅲ.결과분석
• Ⅳ.결론 및 논의
• 참고문헌
• 〈Abstract〉