硏究人力의 離職 決定過程에 關한 實證的 硏究 : 離職表出(Unfolding) 模型의 檢證 = (The) empirical study on the turnover decision process of research scientist : replication of unfolding model

다국어 초록 (Multilingual Abstract)

Staff turnover is a concern almost everywhere as the demand for talent begins to outstrips the supply. However, turnover in R&D is particularly damaging because of the disruption to projects and because technical and scientific researchers are hard to replace. Standard estimates of turnover costs range from one time to seven times annual salary. A survey of GRI(Government Research Institute) in Korea revealed that turnover rate was 11.5% in 1998, 7.6% in 1999, and 10.9% in 2000. Also turnover intention is too high according to the survey of the Science and Technology Labor Union in 2001(about 78% researchers considering turnover).
March & Simon(1958) identified the main antecedents to voluntary turnover, in particular they proposed that turnover results from the individual's perceptions about the desirability and ease of movement. Over time, however, the perceived desirability of movement has been equated essentially with job satisfaction alone, and the perceived ease of movement has been equated essentially with the number of perceived job alternatives. These two constructs, satisfaction and alternatives, serve as the major conceptual underpinning for much of the literature on turnover.
But turnover is a complex process whereby individuals assess their feelings, personal situation, and work environment and, over time, make decisions about staying or leaving on organization. The existing models of employee turnover are too simple, that is, leaving an organization can take place in many different ways. One of the major precipitating events for employee turnover is the shock to the system-an event that prompts an individual to evaluate his current and perhaps other jobs. In most cases, employees make decisions about staying with or leaving an organization based on a fit or compatability criterion, rather than on maximizing their subjective expected utilities.
This research focus is on why and how people leave their jobs. There were many different ways or paths that people used to leave their jobs. I used the Unfolding Model, made by Lee & Mitchell(1994). This Model describes four paths which people take when they leave a job and was validated by several samples, like a nurses, accountants, bank employees. I made a research model based on the Unfolding model and Korean specific situations through the intensive interview and literature review.
The sample consisted of two kinds of researchers from GRI, one is actual turnover research scientist(they already left from GRI, 92 employees), the other have worked as a researchers in GRI who have turnover intention(346 employees). Research method was used by the LIZREL, T-test, Cross-stab and so on. The major findings of this study are summarized as follows. First, shock was important factor to determine the turnover decision process and shock influenced on the turnover. Second, there were different kind of path in the process of turnover like a Unfolding Model, but it's content is not same to the Lee & Mitchell's Unfolding Model. Third, image violation is correlated with low job satisfaction and opportunity of movement is influenced on the alternative search. Fourth, job embeddedness is contribute to the decrease of employee turnover.
Major contributions of this study are the empirical test of Unfolding model and job embeddedness and find a different path of turnover, contrary to the western turnover process. I proposed the Korean specific unfolding model and it is need to replicate this Korean model to other samples and have to generalized Korean unfolding model.

목차 (Table of Contents)

• 목차 = i
• Abstract
• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구의 범위 및 구성체계 = 6
• 제2장 이직에 관한 이론 = 9
• 제1절 이직의 개념과 유형 = 9
• 1. 이직의 개념 = 9
• 2. 이직의 유형 = 10
• 제2절 자발적 이직의 연구방향 = 15
• 1. 초기 자발적 이직이론 고찰 = 16
• 2. 자발적 이직 연구방향 : 세 가지 = 19
• 제3절 이직연구 모형 = 21
• 1. March와 Simon 모델 = 23
• 2. Mobley의 중간연결모델 = 26
• 3. Jackofsky의 모형 = 29
• 4. Lee & Mitchell의 이직표출 모형 = 35
• 제4절 이직에 관한 관리 방안 = 40
• 1. 연구인력의 이직관리 방안 = 40
• 2. 이직과 사회자본 이론 = 46
• 제3장 연구개발 조직의 특성과 현황 = 50
• 제1절 연구개발의 특성 = 50
• 1. 국내 연구개발의 현황 = 50
• 2. 인력현황 = 51
• 3. 연구인력의 특성 = 53
• 제2절 연구개발 조직의 현황 = 54
• 1. 연구개발 조직의 특성 = 54
• 2. 연구개발조직의 환경변화 = 57
• 제3절 연구개발인력의 이직현황 = 69
• 1. 연구인력 이직의 현황과 문제점 = 70
• 2. 연구인력의 유출방지 방안 = 75
• 제4장 연구모형과 가설 = 77
• 제1절 연구모형 = 77
• 1. 이직의 이직표출 모형 = 77
• 2. 실증연구 결과들 = 81
• 3. 이직표출 모형의 중요성 = 87
• 4. 직무 착근도(job embeddedness) = 88
• 5. 본 연구의 개념적 틀 = 92
• 제2절 연구가설 = 93
• 1. 쇼크에 대한 가설 = 94
• 2. 이직표출 모형에 대한 가설 = 95
• 3. 이미지 침해에 대한 가설 = 96
• 4. 이동기회에 대한 가설 = 96
• 5. 직무 착근도(job embeddedness) 에 관한 가설 = 97
• 제5장 연구조사방법 = 98
• 제1절 변수의 조작적 정의와 측정 = 98
• 1. 이직의 영향요인의 조작화와 측정 = 98
• 2. 직무만족의 측정 = 101
• 3. 직무 착근도의 조작화와 측정 = 101
• 제2절 표본의 특성 = 104
• 1. 연구대상의 선택 = 104
• 2. 자료수집 절차 = 104
• 제3절 통계분석 기법 = 109
• 제6장 연구의 결과와 해석 = 111
• 제1절 측정도구의 신뢰성 및 타당성 검증 = 111
• 1. 신뢰성 검증 = 111
• 2. 타당성 분석 = 114
• 제2절 가설의 검증 = 124
• 1. 차원별 평균값과 상관관계 = 124
• 2. 가설검증 = 128
• 3. 연구결과 종합 = 146
• 4. 추가분석 : 회귀분석 = 147
• 5 결과 토의 = 148
• 제7장 결론 = 153
• 제1절 연구결과 = 153
• 1. 연구결과 요약 = 153
• 2. 연구의 이론적 의미 = 156
• 3. 연구의 관리적 의미 = 157
• 제2절 연구의 한계와 제언 = 159
• <참고문헌> = 160
• 설문지 = 183