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    닫기

    중년위기 지각이 조직몰입, 직무만족 및 이직의도에 미치는 영향 : 자기효능감 및 조직 내적지원의 조절효과 = (The) impacts of perceived mid-life crisis on organizational commitment, job satisfaction and turnover intention : focused on moderating effects of self-efficacy and internal organizational support

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    https://www.riss.kr/link?id=T12934911

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    다국어 초록 (Multilingual Abstract) kakao i 다국어 번역

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    한국어
    This study analyzed the impacts of ‘mid-life crisis’ from the extrem stress, experienced by organizational members in the middle-age or mid-career stage, on organizational commitment, job satisfaction and turnover intention among organizational effectiveness variables. To identify the variables that can buffer the negative consequences resulting from the perception of mid-life crisis, this study verified moderating effects of self-efficacy and internal organizational support.
    The data for this study is collected by self-administered questionnaires survey of 421 married employees over 35 years old, working at 17 companies in Korea.
    The main results of empirical analysis were as follows: First, the mid-life crisis is characterized by a particular stress, which consists of four sub-factors, perceived by a sense of emotional crisis, changes in self-awareness, a sense of crisis in work, and a sense of crisis in family.
    Second, it is identified that the employees who perceived these mid-life crisis decrease in organizational commitment and job satisfaction, and increase in turnover intention. And it is partially identified that the employees who perceived one of four sub-factors of mid-life crisis decrease in organizational commitment and job satisfaction, and increase in turnover intention.
    Third, self-efficacy has an effect on buffering the decrease in organizational commitment and the increase in turnover intention, but it has no effect on buffering the decrease in job satisfaction resulting from the perception of mid-life crisis.
    Lastly, internal organizational support has an effect on buffering the decrease in organizational commitment, and leader's support has an effect on buffering the increase in turnover intention resulting from the perception of mid-life crisis. But internal organizational support has no effect on buffering the decrease in job satisfaction and coworker's support has no effect on buffering the increase in turnover intention.
    The implications of this study are as follows. First, by applying the conception of mid-life crisis to organization, this study suggest that CEOs take issues of mid-life crisis as a new variable of business management. Second, employees in middle-age or mid-career stage are important managers or skilled workers in company, therefore it is necessary for CEOs to pay attention to and manage a particular stress that they experience. Third, this study implies that it has to prepare internal organizational support of various forms like mentoring program by superior, and to develop programs to intensify self-efficacy of organizational members in order to buffer decreasing organizational effectiveness resulting from the perception of mid-life crisis.
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    This study analyzed the impacts of ‘mid-life crisis’ from the extrem stress, experienced by organizational members in the middle-age or mid-career stage, on organizational commitment, job satisfaction and turnover intention among organizational ef...

    This study analyzed the impacts of ‘mid-life crisis’ from the extrem stress, experienced by organizational members in the middle-age or mid-career stage, on organizational commitment, job satisfaction and turnover intention among organizational effectiveness variables. To identify the variables that can buffer the negative consequences resulting from the perception of mid-life crisis, this study verified moderating effects of self-efficacy and internal organizational support.
    The data for this study is collected by self-administered questionnaires survey of 421 married employees over 35 years old, working at 17 companies in Korea.
    The main results of empirical analysis were as follows: First, the mid-life crisis is characterized by a particular stress, which consists of four sub-factors, perceived by a sense of emotional crisis, changes in self-awareness, a sense of crisis in work, and a sense of crisis in family.
    Second, it is identified that the employees who perceived these mid-life crisis decrease in organizational commitment and job satisfaction, and increase in turnover intention. And it is partially identified that the employees who perceived one of four sub-factors of mid-life crisis decrease in organizational commitment and job satisfaction, and increase in turnover intention.
    Third, self-efficacy has an effect on buffering the decrease in organizational commitment and the increase in turnover intention, but it has no effect on buffering the decrease in job satisfaction resulting from the perception of mid-life crisis.
    Lastly, internal organizational support has an effect on buffering the decrease in organizational commitment, and leader's support has an effect on buffering the increase in turnover intention resulting from the perception of mid-life crisis. But internal organizational support has no effect on buffering the decrease in job satisfaction and coworker's support has no effect on buffering the increase in turnover intention.
    The implications of this study are as follows. First, by applying the conception of mid-life crisis to organization, this study suggest that CEOs take issues of mid-life crisis as a new variable of business management. Second, employees in middle-age or mid-career stage are important managers or skilled workers in company, therefore it is necessary for CEOs to pay attention to and manage a particular stress that they experience. Third, this study implies that it has to prepare internal organizational support of various forms like mentoring program by superior, and to develop programs to intensify self-efficacy of organizational members in order to buffer decreasing organizational effectiveness resulting from the perception of mid-life crisis.

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    목차 (Table of Contents)

    • 제 1 장 서 론
    • 1
    • 제 1 절 연구의 목적 및 필요성
    • 1
    • 제 2 절 연구 범위 및 방법
    • 제 1 장 서 론
    • 1
    • 제 1 절 연구의 목적 및 필요성
    • 1
    • 제 2 절 연구 범위 및 방법
    • 1. 연구 범위
    • 2. 연구 방법
    • 4
    • 4
    • 5
    • 제 3 절 논문의 구성
    • 5
    • 제 2 장 이론적 배경
    • 7
    • 제 1 절 중년위기
    • 1. 중년위기의 정의
    • 2. 중년위기의 증상과 원천
    • 3. 중년위기와 관련된 연구
    • 4. 중년위기와 조직성과
    • 7
    • 7
    • 8
    • 13
    • 19
    • 제 2 절 스트레스
    • 1. 스트레스의 개념
    • 2. 직무 스트레스
    • 3. 직무 스트레스에 관한 연구
    • 20
    • 21
    • 22
    • 23
    • 제 3 절 조직몰입
    • 1. 조직몰입의 개념
    • 2. 조직몰입의 구성요인
    • 3. 조직몰입에 대한 연구
    • 4. 직무 스트레스와 조직몰입의 관계
    • 26
    • 26
    • 27
    • 29
    • 31
    • 제 4 절 직무만족
    • 1. 직무만족의 개념
    • 2. 직무만족의 영향요인
    • 3. 직무 스트레스와 직무만족의 관계
    • 33
    • 33
    • 35
    • 37
    • 제 5 절 이직의도
    • 1. 이직의도의 개념
    • 2. 직무 스트레스와 이직의도의 관계
    • 39
    • 39
    • 41
    • 제 6 절 자기효능감과 조직 내적지원
    • 1. 자기효능감
    • 2. 조직 내적지원
    • 43
    • 44
    • 48
    • 제 3 장 연구모형 및 조사설계
    • 52
    • 제 1 절 연구모형과 가설
    • 1. 연구모형
    • 2. 연구가설
    • 52
    • 52
    • 53
    • 제 2 절 변수의 조작적 정의
    • 1. 중년위기
    • 2. 조직몰입
    • 3. 직무만족
    • 4. 이직의도
    • 5. 자기효능감
    • 6. 조직 내적지원
    • 7. 통제변수
    • 59
    • 59
    • 61
    • 61
    • 62
    • 62
    • 63
    • 제 3 절 조사설계
    • 1. 설문지 구성
    • 2. 표본선정 및 자료수집
    • 3. 자료분석 방법
    • 63
    • 63
    • 64
    • 65
    • 제 4 장 실증분석 결과
    • 66
    • 제 1 절 표본의 인구통계적 특성
    • 66
    • 제 2 절 타당성 및 신뢰성 분석
    • 1. 변수의 타당성 분석
    • 2. 변수의 신뢰성 분석
    • 3. 단일응답자 편차의 검증
    • 68
    • 68
    • 74
    • 75
    • 제 3 절 상관관계 분석
    • 76
    • 제 4 절 가설 검증
    • 1. 중년위기와 조직몰입, 직무만족 및 이직의도
    • 2. 자기효능감의 조절효과
    • 3. 조직 내적지원의 조절효과
    • 79
    • 79
    • 87
    • 96
    • 제 5 절 가설 검증결과의 요약
    • 108
    • 제 5 장 요약 및 결론
    • 111
    • 제 1 절 연구결과의 요약 및 시사점
    • 111
    • 제 2 절 연구의 한계 및 향후 연구방향
    • 115
    • 참 고 문 헌
    • 117
    • ABSTRACT
    • 136
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