직업무용수의 조직몰입과 직무만족도에 따른 이직의도와의 관계

다국어 초록 (Multilingual Abstract)

ABSTRACT

The Impact of Job Satisfactions and Organizational
Commitment on Turnover Intentions


Yoon, Yu Ik

Department of Dance education major
Graduate School of Education, Kongju National University

Supervised by Prof. Choi, Sun


This study verified differences of organizational commitment and job satisfactions according to demography characteristic variables on professional dancers and analyzed relations with turnover intentions from their commitment and satisfactions so as to inquire into the impact of organizational commitment and job satisfactions on turnover intentions, and its results are same as followings.
In order to research on the impact of job satisfaction and organization commitment of professional dances, the study considered dances in 5 professional dance teams (KK, K, S, I, K dance teams) located in Seoul and Gyeonggi Province as of 2011 now as population, and objects were 130 dancers having been selected in this way, and 4 answer sheets were exempted among used data for real analyses because it was judged as being unfaithful or a part of investigating contents were omitted. Regarding to treatment of collected data, this study executed technical statistic, One way ANOVA, SPSS (Ver. 18.0) programs after coding it by using SPSS (ver 18.0), and analyzed results are as follows.
First, as the result of analyzing differences of organizational commitments and job satisfactions according to general characteristics of professional dancers, significant differences were not found out from almost parts, but significant ones were looked statistically from the marital status. So, the factor of marital status according to organizational commitments is judged that unmarried group has better affective commitments than married one by such results.
Second, significant differences were not appeared from all variables as the result of analyzing differences by background variables of professional dancers. Through this result, it is judged that gender, marital status, age, average income, and careers did not have impacts to job satisfactions.
Third, as the result of analyzing relations between turnover intentions and remaining ones according to organizational commitments and job satisfactions of professional dancers, significant differences were looked from the marital status. From this result, it is judged that unmarried dancers have high turnover intentions in the marital status according to turnover intentions.
The result appeared from remaining intentions showed significant differences in gender. Remaining intentions are judged as higher from men than women in gender according to remaining intentions accordingly.
Fourth, significant differences were not found out from assignment itself, colleagues, salary, superior, promotion opportunity, affective commitment, and continuance commitment, and also normative commitment showed significant differences statistically with P<.05 levels as the result of analyzing turnover intentions according to job satisfactions and organizational commitments.
As the result of analyzing effects of remaining intentions according to job satisfactions and organizational commitments, significant differences were not appeared from all variables such as assignment itself, colleagues, salary, superiors, promotion opportunity, affective commitment, normative commitment, and continuance commitment.

목차 (Table of Contents)

• Ⅰ. 서 론 ................................................................................. 1
• 1. 연구의 필요성 ................................................................................... 1
• 2. 연구의 목적 ....................................................................................... 3
• 3. 연구의 가설 ....................................................................................... 4
• 4. 연구의 제한점 ................................................................................... 6
• 5. 용어의 정의 ....................................................................................... 6
• Ⅱ. 이론적 배경 ........................................................................ 8
• 1. 직업무용 ............................................................................................. 8
• 1) 직업무용단의 개념 ........................................................................ 8
• 2) 직업무용단체 및 직업무용수 현황 ........................................... 9
• 2. 직무만족 ........................................................................................... 10
• 1) 직무만족의 개념 .......................................................................... 10
• 2) 직무만족의 요인 .......................................................................... 12
• 3. 조직몰입 ........................................................................................... 13
• 1) 조직몰입의 개념 .......................................................................... 13
• 2) 조직몰입의 요인 .......................................................................... 15
• 4. 이직의도 ........................................................................................... 16
• 1) 이직의도의 개념 .......................................................................... 16
• 2) 이직의 유형 .................................................................................. 17
• Ⅲ. 연구 방법 .......................................................................... 19
• 1. 연구 대상 ......................................................................................... 19
• 2. 조사도구 및 방법 ........................................................................... 19
• 1) 설문지의 구성 .............................................................................. 19
• 2) 조사도구 ......................................................................................... 20
• 3) 조사방법 ......................................................................................... 21
• 3. 자료처리 ........................................................................................... 21
• Ⅳ. 연구결과 및 논의 ...............................................................22
• 1. 직업무용수들의 일반적 특성에 따른 조직몰입에 차이 ......... 23
• 2. 직업무용수들의 일반적 특성에 따른 직무만족의 차이 ......... 25
• 3. 직업무용수의 조직몰입과 직무만족도의 따른 이직의도와의 관계......... 27
• 4. 직무만족과 조직몰입에 따른 이직의사 및 잔류의 영향 ....... 29
• Ⅴ. 결론 및 제언 .................................................................... 31
• 1. 결론 ................................................................................................... 31
• 2. 제언 ................................................................................................... 32
• 참고문헌 .................................................................................. 33
• ABSTRACT .......................................................................... 42