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IT 부서 종사자의 정서고갈, 직무만족 및 이직의도의 관계
정대율(Dae Yul Jeong),노미진(Mi Jin Noh),장형유(Hyeon Gyu Jang) 한국경영학회 2014 經營學硏究 Vol.43 No.1
Most excellent IT engineers in the organization sometimes gave up halfway because of weak employment condition and emotional exhaustion. The turnover of high achievement manpower would affects to the performance of organization as well as motivation of fellow workers. Nowadays, IT is strategic weapon in the organizations confronted with a keen competition. The personnel management of IT department is the key to the success in the strategic management. The more the organization emphasize the role of IT department, the more IT workers will get job performance pressure. That`s why most IT workers are feel emotional exhaustion and not satisfied with their job. There are many factors that affect to the decision of turnover and leaving the organization. The intention to turnover is a good predictor of actual turnover. We assumed that emotional exhaustion and job satisfaction will affect on turnover intention. Researches have linked emotional exhaustion to a plethora of ailments and a general breakdown in feelings of community. However, a growing body of research has begun to demonstrate that emotional exhaustion can have deleterious consequences for organizations as well. And then, job satisfaction can also be seen within the broader context of the range of issues which affect an individual`s experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions. To test empirically what factors affect on the intention to turnover of workers in the IT department, we developed a compound structural model. In the model, we considered the organizational justice as an important independent variable and social supports by his supervisors and colleagues as an moderating variable. Many researches have been proved that the two mediating variables are crucial influencing factors to turnover intention. We assumed that the organizational justice will affect on two mediating variables, job satisfaction and emotional exhaustion, and the social support will moderate between two mediating variables and turnover intention. We classified the organizational justice as three types, i.e. distribution, interaction, and procedure justice. The results of the hypothesis test were some inspirable and model fitness was good enough. We could find that the three organizational justice sub-factors have influence on job satisfaction and emotional exhaustion, except for procedure justice on job satisfaction. The moderation effect analysis gave us some important implications. Both social supports by supervisors and colleagues have moderation effects between job satisfaction and turnover intention. But the only social support by colleagues has moderation effects between emotional exhaustion and turnover intention. We could conclude that the more the IT worker is supported by his department members, the more he is satisfied and does not think of turnover. Also, the social support by his colleagues is somewhat effective to alleviate his emotional exhaustion. The test results suggest that if an IT personnel manager would cope with the frequent turnover problem he should develop comprehensive social support program.
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