상호작용공정성과 상사-부하 교환관계가 이직의도에 미치는 영향 = The Effects of the Perception of Interactive Justice and Leader-Member Exchange on Turnover Intention

국문 초록 (Abstract)

본 연구의 목적은 조직구성원의 상호작용공정성 인식 및 상사-부하 교환관계가 이직의도에 어떤 영향을 미치는가를 검증해 보는 것이다. 이를 위해 상호작용공정성 인식은 상사-부하 교환관계의 질에 영향을 미치고, 다시 상사-부하 교환관계의 질은 이직의도에 영향을 미칠 것으로 연구모델을 제안하고, 구조방정식 모델을 이용하여 검증하였다. 포항지역 철강산업단지 내의 기업에 근무하는 291명의 종업원들을 대상으로 설문방법에 의해 자료를 모아 분석한 결과에 따르면, 상호작용공정성 인식은 상사-부하 교환관계의 질에 유의한 영향을 미치고, 상사-부하 교환관계의 질 또한 이직의도에 영향을 미치는 것으로 나타났다. 또한 상호작용공정성 인식이 상사-부하 교환관계의 질을 통하여 이직의도에 간접효과를 미치는 것으로 나타
났다. 이러한 결과를 통하여 조직구성원이 상호작용공정성을 지각하게 되고 상사-부하 교환관계의 질이 향상되면 이직의도가 완화될 수 있음을 확인할 수 있었다.

다국어 초록 (Multilingual Abstract)

The purpose of this paper is to identify how the perception of interactive justice and the quality of leader-member exchange affect employee's turnover intention.
Data were collected from the sample of 291 employees in 17 companies in Pohang iron and steel industrial complex. A self-administered written questionnaire was used to collect individual-level data of interactive justice, quality of leader-member exchange, and turnover intention. A structural equation modeling was examined to test theoretical model via path analysis. Analyses were conducted using SPSS 10 and AMOS 4.
It was found that a positive and significant relationship between interactive justice and quality of leader-member exchange. It was also found that a positive and significant relationship between quality of leader-member exchange and turnover intention. The result of the paper shows that there exists a negative influence of interactive justice on the turnover intention. It was also shown that quality of leader-member exchange is effective mediators in the relationship between interactive justice and the turnover intention.

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