학습동기, 경력계획 및 조직지원이 경력정체와 이직의도간 관계에 미치는 조절효과 = Moderation effects of motivation to learn, career planning an organizational support on the relations between career plateau and turnover intention

다국어 초록 (Multilingual Abstract)

Workers affiliated in organizations often feel insecure about their uncertain future and vision, low salary and inferior working condition because of recent economy's uncertainty and rapid changes.
When employees feel career plateau due to these factors from both in and outside working environment changes, their job satisfaction and commitment to the organization become so lower that they start to think about turnover.
This study is focused on their effect on employees' turnover intention.
Constructional career plateau is defined as the low possibility of getting promoted to higher positions; contextual career plateau as the low possibility of increase in responsibility and challenge. Moderating effects of career planning and organization support were studied in order to find out how to overcome career plateau phenomena and decrease job turnover intention.
Hall and Associates(1996) and preciding research's major subject are contextual career plateau and constructional career plateau are separated and used. For the motivation to learn the results of Wlodkowsky's in 1991, which states that employees with motivation to learn were applied, can produce more outcome and consequences than other employees with non motivation to learn. According to Gould(1979), career planning was defined as a continuous process on preparation, execution and observation of careen planning performed through private or organization's career system. Organizational support is defined as an overall belief one could have by Eisenberber et al.(1987) stating devotion of a member in an organization is evaluated from the organization and it is overall belief one could have depending on the degree of consideration.
Moderating Effect of Motivation to Learn, Career Planning and Organizational Support on the Relationship between Career Plateau and Turnover Intention. As a result, it is analyzed that contextual career plateau and constructional career plateau have a significant positive effect on turnover intention. However, the analysis result of moderating effect was not significant on relationship between constructional career plateau and turnover intention.
Motivation to learn and organizational support came out to have moderating effect on relationship among contextual career plateau, constructional career plateau and turnover intention.
The possible measure which can be taken in order to overcome career plateau phenomena and decrease turnover intention are followings based on empirical analysis results of this study. Chief executive officer needs to improve his or her continuous learning ability to increase motivation to learn so he or she can facilitate own career development by self-directed learning. Also, the CEO needs to put emphasis on the fact that investment on training program for motivation to learn and man-power development has effect on increasing organization's performance in organization management level. Both direct and indirect reward system need to be established and the supervisor and peer' support is necessary so employees can feel they are considered by the organization for organizational support.
Breeding gifted and performance management plan connected with the organization's business strategy need to be established for career planning.
Accordingly, efficient human resource management is necessary through career development program connected with various career path, job rotation management and job training program so each individual can accomplish his or her final career goal.

목차 (Table of Contents)

• 목차
• 제1장 서 론 1
• 제1절 연구배경 및 목적 1
• 제2절 연구의 방법 및 범위 4
• 제2장 이론적 배경 5
• 제1절 경력정체 5
• 1. 정의 5
• 2. 결정요인 9
• 3. 유형 9
• 제2절 이직의도 13
• 1. 정의 13
• 2. 유형 14
• 3. 효과 15
• 4. 결정과정 17
• 5. 요인 19
• 제3절 학습동기, 경력계획, 조직지원 22
• 1. 학습동기 22
• 2. 경력계획 25
• 3. 조직지원 28
• 4. 변수간 관련성 31
• 제3장 연구모형 및 가설설정 35
• 제1절 연구모형 35
• 제2절 연구가설의 설정 36
• 1. 경력정체와 이직의도 36
• 2. 학습동기의 조절효과 37
• 3. 경력계획의 조절효과 38
• 4. 조직지원의 조절효과 39
• 제3절 변수의 조작적 정의 41
• 1. 경력정체 41
• 2. 이직의도 42
• 3. 학습동기 43
• 4. 경력계획 44
• 5. 조직지원 44
• 제4절 설문지 구성 45
• 제4장 조사연구 및 분석결과 46
• 제1절 조사연구 방법 46
• 1. 자료 수집 46
• 2. 분석 방법 46
• 제2절 신뢰성과 타당성 47
• 1. 표본 특성 47
• 2. 신뢰성 및 타당성 49
• 제3절 검증결과 53
• 1. 경력정체와 이직의도 53
• 2. 학습동기의 조절효과 55
• 3. 경력계획의 조절효과 59
• 4. 조직지원의 조절효과 62
• 제4절 검증결과 요약 66
• 제5장 결 론 68
• 제1절 연구의 요약 및 시사점 68
• 제2절 연구의 한계 및 향후 연구방향 71
• 참 고 문 헌 72
• Abstract 90
• 설 문 지 93
• 표목차
• <표 1> 경력정체에 대한 정의 8
• <표 2> 객관적 경력정체와 주관적 경력정체 11
• <표 3> 내용적 경력정체와 구조적 경력정체 12
• <표 4> 이직의 유형별 내용 15
• <표 5> 이직의도의 효과 17
• <표 6> 이직의도의 요인 21
• <표 7> 조직지원의 선행 연구 29
• <표 8> 설문지 구성 45
• <표 9> 분석방법 46
• <표 10> 표본 특성 48
• <표 11> 변수별 신뢰도 검증 결과 49
• <표 12> 독립변수 타당성 검증 결과 50
• <표 13> 조절변수 타당성 검증 결과 51
• <표 14> 상관관계분석 52
• <표 15> 경력정체와 이직의도에 관한 가설검증 54
• <표 16> 내용적 경력정체와 이직의도의 관계에서 학습동기의... 55
• <표 17> 구조적 경력정체와 이직의도의 관계에서 학습동기의... 57
• <표 18> 내용적 경력정체와 이직의도의 관계에서 경력계획의... 59
• <표 19> 구조적 경력정체와 이직의도의 관계에서 경력계획의... 61
• <표 20> 내용적 경력정체와 이직의도의 관계에서 조직지원의... 62
• <표 21> 구조적 경력정체와 이직의도의 관계에서 조직지원의... 64
• <표 22> 가설검증 요약 66
• 그림목차
• <그림 1> 이직의사 결정과정 18
• <그림 2> 경력계획과정 28
• <그림 3> 경력계획에 대한 성공 모델 28
• <그림 4> 연구모형 35
• <그림 5> 학습동기 정도에 따라 내용적 경력정체가 이직의도에... 56
• <그림 6> 학습동기 정도에 따라 구조적 경력정체가 이직의도에... 58
• <그림 7> 경력계획 정도에 따라 내용적 경력정체가 이직의도에... 60
• <그림 8> 조직지원 정도에 따라 내용적 경력정체가 이직의도에... 63
• <그림 9> 조직지원 정도에 따라 구조적 경력정체가 이직의도에... 65

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