직무배태성이 조직 잔류에 미치는 영향에 관한 연구 = (A) Study on the effects of job embeddedness on staying in organization

다국어 초록 (Multilingual Abstract)

The organizational costs of leaving a job are often very high. It is not surprising, then, that employee retention has the attention of top-level managers in today's organizations.
Recently, Mitchell, Holtom, Lee, Sablyski, and Erez(2001) focused on why people stay rather than on how they leave. In particular, they drew attention to the reasons people stay through their job embeddedness construct. Reflecting the idea of people's being "situated or connected in a social web," embeddedness has several key aspects: (1) the extent to which people have links to other people or activities, (2) the extent to which their jobs and communities fit other aspects in their "life spaces," and (3) the ease with which links could broken－what they would give up if they left their present settings. Mitchell and his coauthors called these three dimentions links, fit, and sacrifice, respectively, and they are important both on and off the job. Mitchell and his colleagues(2001) provided initial empirical support for job embeddedness. They aggregated job embeddedness correlated with intention to leave and predicted subsequent voluntary turnover.
More recently, According to Lee, Mitchell, Sablynski, Burton & Holtom(2004), job embeddedness was disaggregated into its two major subdimensions, on-the-job (that is, organizational fit, links, and sacrifice) and off-the-job embeddedness (that is, community fit, links, and sacrifice). They revealed that off-the-job embeddedness was significantly predictive of subsequent "voluntary turnover". Also, they revealed that on-the-job embeddedness was significantly predictive of "organizational citizenship". They predicted that employee withdrawal occurs over time, with a decision about performing preceding a decision about participating.
On the basis of situational and theoretical backgrounds as above, the purpose of this study is to examine the relationship between on-the-job embeddedness and voluntary turnover intention, organizational identification in Korean employees and the mediating effect of organizational citizenship behavior in that relationship.
To empirical study for test a model as above, 300 structured questionnaires were distributed to Korean employees in Seoul, Busan, and Gyeongnam, Korea. 255 were analyzed finally.
The results revealed that individuals' fit, links to the organization and organization-related sacrifice significantly had negative effects on voluntary turnover intention and positive effects on organizational identification and that organizational citizenship behavior mediated the relationship between on-the-job embeddedness and voluntary turnover intention, organizational identification.

목차 (Table of Contents)

• 목차
• Ⅰ. 서론 = 1
• 1. 문제의 제기 = 1
• 2. 연구의 목적 = 3
• 3. 연구 방법 및 논문의 구성 = 6
• Ⅱ. 이론적 배경 = 7
• 1. 직무배태성의 개요 = 7
• 1) 연구의 발전 배경 = 7
• 2) 직무배태성의 개념 = 9
• 3) 직무배태성의 구성요소 = 11
• 2. 조직시민행동의 개요 = 15
• 1) 조직시민행동의 개념 = 15
• 2) 조직시민행동의 구성요소 = 18
• 3. 조직 잔류의 개요 = 23
• 1) 자발적 이직의도 = 23
• 2) 조직 동일시 = 25
• 4. 선행연구 = 26
• 1) 직무배태성과 이직의도 = 26
• 2) 직무배태성과 조직시민행동 = 31
• 3) 조직시민행동과 조직 잔류 = 34
• Ⅲ. 연구 설계 = 38
• 1. 연구 모형 및 연구 가설 = 38
• 1) 연구모형 = 38
• 2) 연구가설 = 39
• 2. 변수의 조작적 정의와 측정방법 = 42
• 1) 직장 내 직무배태성 = 43
• 2) 조직시민행동 = 45
• 3) 조직 잔류 = 46
• Ⅳ. 실증 연구 = 48
• 1. 설문지 구성 = 48
• 2. 조사의 실시와 자료 분석 방법 = 50
• 3. 연구대상의 선정 및 표본의 특성 = 51
• 1) 연구대상의 선정 = 51
• 2) 표본의 특성 = 52
• 4. 측정변수의 신뢰성 및 타당성 검증 = 53
• 1) 변수의 신뢰성 검증 = 53
• 2) 변수의 타당성 검증 = 54
• 5. 연구가설의 검증 = 59
• 1) 가설 1의 검증 = 62
• 2) 가설 2의 검증 = 63
• 3) 가설 3의 검증 = 65
• 6. 실증분석의 결과 = 69
• 7. 추가검증 = 72
• 1) 근속연수와 자발적 이직의도 = 73
• 2) 근속연수와 직장 내 직무배태성의 적합성 = 74
• 3) 근속연수와 직장 내 직무배태성의 희생 = 75
• 4) 근속연수와 조직시민행동 = 76
• 5) 근속연수와 조직 동일시 = 77
• Ⅴ. 결론 = 78
• 1. 연구의 요약 및 시사점 = 78
• 2. 연구의 한계점 및 향후 연구 방향 = 83
• 참고문헌 = 85
• 설문지 = 97
• 영문초록 = 102