상사의 이직의도가 부하의 이직의도에 미치는 영향: 이직의도, LMX, POS의 상호작용 효과를 중심으로

이진복,곽원준 한국기업경영학회 2017 기업경영연구 Vol.24 No.3

Employee turnover increases costs of selection and training, and causes adverse effects on organizational effectiveness. Researchers have examined antecedents and processes of employee turnover and have attempted to find factors that prevent employees from leaving their organizations. The present study investigated how supervisors’ turnover intention would influence subordinates' turnover intention and how Leader-Member Exchange Perceived Organization Support would moderate the relationship between supervisor and employee turnover intention. The data for the study were collected through a paper-based survey toward 300 pairs of employees in private companies located in South Korea (each supervisor was paired with a subordinate). In total, 107 paired survey respnoses were collected and used for data analyses. The results were provided such that there was a positive relationship between supervisor turnover intention and employee turnover intention. This suggested the positive moderating effects of LMX on the supervisor-employee turnover intention relationship, while there was no significant moderating effects of POS. This positive relationship was found to be stronger when LMX was higher. Finally, when the three-way interactive effects of supervisor turnover intention, LMX, and POS on employee turnover intention was examined, it was found that the supervisor-employee turnover intention relationship was strongest when LMX was higher and POS was lower. This study contributes to the current literature by shedding light on how supervisors’ turnover intention coupling with employees’ social exchange relationships on the job would jointly influence their own turnover intention, based on theoretical foundations of social exchange and social information theory. As practical contributions, first, given the effects of supervisor turnover intention on employee turnover intention, companies which desire to reduce employee turnover intention might need to reduce supervisor turnover intention. Our results also provide an interesting solution to prevent supervisor turnover intention from affecting employee turnover intention. When POS was high, supervisor turnover intention was found to be not a significant determinant of employee turnover intention. This suggests that, even when supervisors intended to quit their job, companies may keep employee turnover intention to be low as long as having those employees develop a good relationship with their organizations. This study explains process how supervisor's intention(or attitude) affects subordinate's intention(or attitude), based on SIP(Social Information Processing Theory), and examines two-way interaction between Supervisor's turnover intention and LMX(Leader-Member Exchange), further, three-way interaction between supervisor's turnover intention, LMX and POS(Perceived Organization Support). 본 연구에서는 상사의 이직의도가 부하의 이직의도에 미치는 영향과 상사의 이직의도와 부하의 이직의도 사이의 관계에 미치는 상사-부하관계(LMX)와 조직지원인식(POS)의 상호작용효과를 조사하였다. 자료 수집을 위하여 상사의 이직의도를 측정하기 위한 상사용 설문지와 부하의 이직의도 및 관련 변수를 측정하기 위한 부하용 설문지를 구성하였으며 상사 1명 당 부하 1명을 쌍으로 연결하여 설문을 진행했다. 일반 영리기업에 다니는직원을 대상으로 설문을 진행한 결과 총 107쌍의 설문이 자료 분석의 대상이 되었다. 먼저 상사의 이직의도가부하의 이직의도에 정(+)의 영향을 미침을 확인하였다. 또한, 상사-부하관계(LMX)의 질이 높을수록 상사의 이직의도가 부하의 이직의도에 더 강한 영향을 미치는 것을 확인하였다. 나아가 상사-부하관계의 질에 의해 조절되는 상사와 부하의 이직의도 관계가 조직지원인식에 의하여 또한 조절됨을 확인하였다. 구체적으로, 조직지원인식을 낮은 수준으로 지각하고, 상사-부하관계의 질이 높을 때 상사의 이직의도가 부하의 이직의도에 미치는영향이 가장 강한 것으로 확인되었다. 연구결과 및 시사점과 함께 향후 연구 과제를 논의하였다.

임상간호사의 이직의도 및 이직에 관한연구 : 일개대학 병원을 대상으로 in the case of S University Hospital

김영미,박성애 서울대학교 간호대학 간호과학연구소 1995 간호학 논문집 Vol.9 No.1

The purpose of this study is, first of all, to identify the factors which influence the turnover intention and /or the turnover behavior through the literature review. Secondly, based on the identified factors, this study is to provide basic data for effective nursing personnel management in the hospital. Through the literature review, individual characteristics, familial characteristics, organizational structural characteristics, and organizational behavioral characteristics are identified as influencing factors of the turnover intention and/or the turnover behavior of nurses. Individual characteristics included in this study are age, tenure, religion, education level, and marital status. The number of children, the child caregiver, and the responsibility of household economy are variables included in the familial characteristics. The tenure of present job, experience of ward transfer, type of wards, position, night shift, the size of working unit, and number of new nurses are variables included in the organizational structural characteristics. Finally, organizational behavioral characteristics include the organizational commitment, job satisfaction, job characteristics, satisfaction of initial expectancy, and type of superior's leadership. The subjects of this study are two groups of nurses, the remaining group and the voluntary separation group. The remaining group is consisted of 291 nurses who were working in the S University Hospital in March, 1994. The voluntary separation group is consisted 114 nurses available among those who left S University Hospital form January, 1993 to March 1994. The questionnaire is used for data collection and the data are collected through mail for the voluntary separation group. According to the result of this study, the turnover intention is highest in the 25-29 age group. The relationship between turnover intention and tenure is similar to that of turnover intention and age, however the turnover intention is highest in the group with 3-5 years of experience group. The turnover intention by education level is not statistically significant, although the junior college group with three years of education shows the highest turnover intention. The turnover intention by religion is not statistically significant. The single group shows significantly higher turnover intention than the married group[(P<0.01). The turnover intention is lowest when paid housekeeper cares for children(P<0.05). The nurses who have many children show low turnover intention. The turnover intention by position shows that 4th class is the highest turnover intention group, next being 5th class group. It seems that the higher the position, the lower the turnover intention(P<0.001). The night shift group has a higher turnover intention(P<0.001). Turnover intention by type of wards differs significantly(P<0.05). The tenure of present job, the experience of ward transfer, the size of unit, the number of new nurses show no significant difference in turnover intention. The organizational behavioral characteristics such as organizational commitment, job characteristics, job satisfaction, satisfaction of initial expectancy, and type of leadership are negatively correlated with turnover intention. Organizational commitment, job satisfaction, and job characteristics are higher in the voluntary separation group than the remaining group. But when the remaining nurses are divided into the high turnover intention group and the low turnover intention group, the latter shows the highest score in organizational commitment, job satisfaction, job characteristics among all the three groups. For the purpose of identifying the predicting variables in turnover intention, multiple regression is conducted. The result shows that education level, tenure, number of children, childcaregiver, position(4th class, 5th class), and organizational commitment are the significant variables which we can predict the turnover intention. Among them, organizational commitment is the most powerful variable predicting turnover intention. Finally, as the result of logistic regression analysis for the purpose of identifying the turnover behavior predicting variables, it is found that the education and the type of leadership are powerful predictors of turnover behavior. Other variables predicting turnover are job tenure at the time of turnover, marital status, job satisfaction, ward, having the children. Therefore it is concluded that higher education level, unsatisfging superior's leadership, more job tenure at the time of turnover, single status, higher job satisfaction, type of wards, and those who have children are the predicting variables of turnover behavior.

연구논문 : 카지노 종사원의 역할갈등이 이직의도에 미치는 영향 -갈등관리전략의 조절효과를 중심으로-

문창훈 ( Chang Hoon Moon ) 한국컨벤션학회 2014 MICE관광연구 Vol.14 No.2

The purpose of this study is to examine preliminary studies on role conflict and turnover intention, the effect of role conflict perceived by casino employees on turnover intention, and the moderating effect of conflict management strategy. First, the direct effect of role conflict on turnover intention was analyzed through multiple regression analysis. To verify this, role conflict was classified into role stress and role ambiguity. The direct effect of role conflict on turnover intention showed that sub-factors of role conflict, both role stress and role ambiguity had a statistically significant effect on turnover intention. One of sub-factors that had the biggest effect on turnover intention was role stress, followed by role ambiguity. Second, the moderating effect of conflict management strategy in the relationship between role conflict and turnover intention showed that the problem-solving type, obliging and avoiding type and control-dominating type moderated the relationship between role ambiguity and turnover intention, the relationship between role stress and turnover intention, and the relationship between role ambiguity and turnover intention, respectively. The problem-solving type of sub-factors of conflict management strategy had a significant effect on turnover intention in the relationship between role conflict and turnover intention. But the obliging and avoiding type and control-dominating type didn``t moderate in the relationship between role conflict and turnover intention.

카지노 종사원의 역할갈등이 이직의도에 미치는 영향 - 갈등관리전략의 조절효과를 중심으로 -

문창훈 한국마이스관광학회 2014 MICE관광연구 Vol.14 No.S2

The purpose of this study is to examine preliminary studies on role conflict and turnover intention, the effect of role conflict perceived by casino employees on turnover intention, and the moderating effect of conflict management strategy. First, the direct effect of role conflict on turnover intention was analyzed through multiple regression analysis. To verify this, role conflict was classified into role stress and role ambiguity. The direct effect of role conflict on turnover intention showed that sub-factors of role conflict, both role stress and role ambiguity had a statistically significant effect on turnover intention. One of sub-factors that had the biggest effect on turnover intention was role stress, followed by role ambiguity. Second, the moderating effect of conflict management strategy in the relationship between role conflict and turnover intention showed that the problem-solving type, obliging and avoiding type and control-dominating type moderated the relationship between role ambiguity and turnover intention, the relationship between role stress and turnover intention, and the relationship between role ambiguity and turnover intention, respectively. The problem-solving type of sub-factors of conflict management strategy had a significant effect on turnover intention in the relationship between role conflict and turnover intention. But the obliging and avoiding type and control-dominating type didn't moderate in the relationship between role conflict and turnover intention.

금융기관 종사자의 이직 및 창업의도에 영향을 미치는 요인 연구

이재명,강신기 한국벤처창업학회 2015 벤처창업연구 Vol.10 No.5

This study aims to clarify factors having effect on the turnover and entrepreneurial intention of financial institution workers. Particularly, this study analyzed the effect of job satisfaction, job insecurity, retirement expectation and retirement preparation activities. As research subjects, this study selected financial institution workers residing in Seoul and the capital area and used a total of 508 samples as analysis data. This study analyzed job satisfaction, job insecurity, retirement expectation and retirement preparation activities as factors having effect on the turnover and entrepreneurial intention of financial institution workers. The research results can be summarized as follows; Firstly, all the factors of job satisfaction had negative (-) effect on their turnover intention, and compensation satisfaction and interpersonal relation satisfaction also had negative (-) effect on their entrepreneurial intention. Secondly, since job insecurity had positive (+) effect on their turnover intention and entrepreneurial intentions, the more insecure their jobs became, the more their turnover and entrepreneurial intention increased. Thirdly, in the retirement expectation, forced frustration and continuation had positive (+) effect on their turnover intention, and forced frustration, new start and continuation also had positive (+) effect on their entrepreneurial intention. Fourthly, in the retirement preparation activity, entrepreneurial preparation, social preparation and physical preparation of retirement preparation activity had positive (+) effect on their turnover intention, but economical preparation had negative (-) effect on their turnover intention, while entrepreneurial preparation had positive (+) effect on their entrepreneurial intention. In other words, as they prepare business start-up more for retirement, their turnover and entrepreneurial intentions increase more. Although they receive higher wages than other workers in different job fields as financial institution workers, they showed significant results about turnover and entrepreneurial intentions, which indicates that job satisfaction, job insecurity, retirement expectation and preparation activities function as important variables in the relation with their turnover and entrepreneurial intentions. Such research results imply that it is necessary to develop various educational programs and turnover and business start-up support programs so that financial institution workers may have better understanding of both success and failure cases when they actually work on business start-ups. 본 연구의 목적은 금융기관 종사자의 이직 및 창업의도의 영향 요인을 밝히는데 있으며, 직무만족과 직무불안정, 은퇴기대 및 은퇴준비활동이 이직 및 창업의도에 미치는 영향을 분석하였다. 조사대상은 서울 및 수도권에 거주하는 금융기관 종사자이며, 총 508명의 표본이 분석 자료로 활용되었다. 금융기관 종사자의 이직 및 창업의도에 영향을 미치는 요인으로서 직무만족, 직무불안정, 은퇴기대, 은퇴준비활동을 분석하였다. 연구 결과에 따르면, 첫째, 직무만족의 모든 요인이 이직의도에 부(-)적인 영향을 미치고 있었고, 보상만족과 대인관계만족이 창업의도에 부(-)적인 영향을 미치고 있었다. 둘째, 직무불안정은 이직의도와 창업의도에 정(+)적인 영향을 미치고 있어 직무가 불안정할수록 이직 및 창업의도가 높아지고 있었다. 셋째, 은퇴기대의 강요된 좌절과 계속이 이직의도에 정(+)적인 영향을 미치고 있었으며, 강요된 좌절과 새로운 출발, 계속은 창업의도에 정(+)적인 영향을 미치고 있었다. 넷째, 은퇴준비활동의 창업준비와 사회적 준비, 신체적 준비가 이직의도에 정(+)적인 영향을 미치고 있었고, 경제적 준비는 이직의도에 부(-)적인 영향을 미치고 있었으며, 창업준비는 창업의도에 정(+)적인 영향을 미치고 있었다. 즉, 은퇴를 대비하여 창업준비를 많이 할수록 이직 및 창업의도가 높아진다고 할 수 있다. 금융기관 종사자 특성상 타 업종 대비 높은 임금에도 불구하고 이직의도와 창업의도에 대해 나타난 유의미한 결과는 직무만족과 직무불안정, 은퇴에 대한 기대와 준비활동이 이직 및 창업의도와의 관계에서 중요한 변수로 작용하고 있다고 할 수 있다. 이러한 결과는 금융기관 종사자들이 실제 창업을 했을 때의 성공사례와 실패사례에 대한 이해를 증가 시킬 수 있는 다양한 교육 프로그램과 이직 및 창업지원 프로그램 개발의 필요성을 시사하고 있다.

산재병원 구성원들의 직종별 이직의사에 관련된 영향요인

방용주 ( Bang Yong Ju ) 한국병원경영학회 2003 병원경영학회지 Vol.8 No.3

The purpose of this study was to analyze the Characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing- staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In t h s analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent s level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. Accordmg to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.

직무배태성이 이직의도에 미치는 영향 : 고용형태를 중심으로

김정은(Jungeun Kim),이영면(Young-Myon Lee) 한국인사관리학회 2021 조직과 인사관리연구 Vol.45 No.1

본 연구는 직무배태성이 이직의도에 미치는 영향에 대해 고용형태별로 어떠한 차이가 있는지를 살펴보았다. 직무배태성(job embeddedness)이란 개인을 직장에 머무르게 하는 통합된 영향력으로 직무 몰입이나 조직몰입과 유사한 측면이 있지만 하위 측면을 구분하여, 직무외적인 측면까지 고려하는 것으로 기존의 이직의도를 예측하는 변인과는 차이가 있다. 직무배태성의 두 가지 측면(직무내 배태성, 직무 외 배태성)은 세 가지(적합성, 연계성, 희생)의 독립된 하위요소로 구성된다. 직무내 배태성(on-the-job embeddedness)은 개인이 수행하는 직무 및 조직과 잘 맞는지(fit), 긴밀하게 연결되어 있는지(link), 이탈했을 때 기회비용은 어느 정도인지(sacrifice)를 측정한다. 직무외 배태성(off-the-job embeddedness)은 내가 살고 있는 지역 및 커뮤니티와 잘 맞는지, 네트워크가 긴밀한지, 이탈시 기회비용은 어떠한지를 측정한다. 고용형태는 직접고용 비정규직, 간접고용 비정규직으로 구분하여 정규직과의 상이함을 확인하였다. 연구결과 직무내 배태성은 이직의도를 낮추었으며, 직무외 배태성은 이직의도를 높이는 결과를 보여주었다. 하위요소 별로는 직무 및 조직과 잘 맞고, 기회비용이 클수록 이직의도가 감소하는 반면 지역및 커뮤니티가 잘 맞으면 이직의도는 높아졌다. 고용형태를 고려한 결과는 정규직에 비해 비정규직의 이직의도가 낮게 확인되었다. 이는 비정규직의 직무태도가 나쁠 것이라던 기존연구 결과와는 차이가 있었다. 또한 직무배태성을 높이더라도 비정규직이 정규직에 비해 이직의도가 낮아지지 않는 것을 확인하였다. 이는 비정규직에게는 직무배태성 보다 우선하는 무언가가 있다는 의미로 해석할 수 있었다. 특히 직접고용 비정규직보다 간접고용 비정규직에서 이러한 현상은 더욱 크게 확인되었다. This study aims to figure out how to hold talented employees in the organization. Turnover prevention, specifically reducing voluntary turnover caused by workplace complaints, is one of the major retention strategies of company. This study focus on the reason to stay at their jobs by arranging job-embeddedness. Job-embeddedness is defined as comprehensive and extensive network (influence) that affects employees in their current job and organization. Job-embeddedness consists of two aspects (on-the-job-embeddedness and off-the- job-embeddedness) and three sub-elements (link, fit, sacrifice). Regarding the previous studies about the relationship between jobembeddedness and turnover intention, on-the-job-embeddedness is confirmed consistently to reduce turnover intention. However, the off-the-job-embeddedness has failed to draw consistent conclusion and so it was excluded from previous study. In this study, we test empirically the relationship between job-embeddedness and turnover intention, and are going to confirm that effective job-embeddedness management lowers turnover intention. Moreover, the type of employment is considered as a moderator between the relationship. The empirical results are as follows. First, on-the-job-embeddedness plays a significant role in predicting turnover intention. The higher on-the-job-embeddedness leads to lower turnover intention. There are, however, some different results by sub-elements. There is a significant negative relationship between turnover intention and on-the ‘fit’ of job-embeddedness. And also on-the ‘sacrifice’ job-embeddedness shows a highly negative relationship with turnover intention. However, there was no significant relationship between the ‘link’ of job-embeddedness and turnover intention. In the case of the ‘fit’ of off-the job-embeddedness, it shows positive relationship with turnover intention. This is a sharp contrast to the hypotheses set by the researcher. The ‘link’ was not extracted as a valid factor in the factor analysis process and thus could not be verified. The relationship between ‘sacrifice’ of off-the-job-embeddedness and turnover was negative but not statistically significant. Second, regarding the employment type difference, nonstandard workers with either direct and indirect employment contracts had lower turnover intention than regular workers. This is opposite result from the common view that nonstandard workers do not maintain good workplace attitudes than regular workers. Third, the interaction term shows statistically significant alleviating effect on the ‘fit’ of on-the-job-embeddedness to nonstandard workers with both direct and indirect employment contract. On the other hands, the interaction term shows statistically significant exacerbating effect on the ‘fit’ of off-the job-embeddedness to nonstandard workers with indirect employment contract. In other words, the HRM system for enhancing the ‘fit’ of on-the-job-embeddedness has less direct turnover intention effect for nonstandard workers with either direct and indirect employment contracts. In other words, nonstandard workers count employment stability more important than regular workers. Implications from this study are as follows. First, this study enhances the importance in turnover prevention management and the necessity of managing job-embeddedness. In particular, with sub categories to employment types, differences were found in the turnover intention by employment types. Second, based on the empirical results with sub category on employment type, turnover intention was verified by different employment types of nonstandard workers. This suggests a need to revise the common perception that the job attitude of nonstandard worker will be less positive than that of regular workers. Now, we need to use different approach to job retention management by employment type. Third, we examined the moderating effect of employment type on the relationship between job-embedded

성별에 따른 직무배태성과 이직의도간의 관계에 관한 연구

김은애 한국취업진로학회 2013 취업진로연구 Vol.3 No.1

본 연구는 성별에 따른 직무배태성과 이직의도간의 관계에 관한 연구로써, 직원들이 왜 조직에 남아 있는가를 설명하는 새로운 접근방식의 개념으로 직무배태성(Job embeddedness)을 이직에 영향을 미치 는 원인변수로 보고 이직의도에 어떠한 영향을 미치는지를 파악하기 위한 연구이다. 직무배태성이란, 직원들이 조직에 남아있는 이유를 조직과 지역사회의 각각의 적합성(Fit), 연계(Link) 그리고, 희생(Sacrifice)에 있다고 보는 것이다. 이것은 전통적인 이직 연구들과 달리 종업원들이 조직에 왜 남아있는가를 이해하는 새로운 방식의 접근으로 직장내 요소(조직에 대한 적합성, 연계, 희생) 및 직 장외적 요소(지역사회에 대한 적합성, 연계, 희생)들이 직원을 조직내 잔류할 수 있게 매개해주는 핵심 개념이라고 보는 것이다. 본 연구를 통해서 다음과 같은 결론을 제시할 수 있다. 첫째, 조직 구성원들의 조직에 대한 직무배태 성이 높을수록 이직의도는 낮아지는 것으로 나타났다. 세부적으로 살펴보면, 조직에 대한 적합성과 희 생이 높을수록 이직의도는 낮아지는 것으로 나타났다. 그러나 조직에 대한 연계는 이직의도에 유의한 영향을 미치지 않은 것으로 나타났다. 둘째, 조직 구성원들의 지역사회에 대한 직무배태성과 이직의도 간의 관계에서는 지역사회에 대한 적합성, 연계, 희생 모든 변수가 유의한 영향을 미치지 못하는 것으 로 나타났다. 셋째, 조직에 대한 직무배태성과 이직의도간의 관계는 성별에 따라 차이가 없는 것으로 나타났다. 남녀 모두 조직에 대한 적합성과 희생이 높을수록 이직의도는 낮아지는 것으로 나타났으며, 조직에 대한 연계는 이직의도와는 유의하지 않은 것으로 나타났다. 이와 같은 결과는 남녀 모두 조직에 대한 적합성과 희생의 지각정도가 실제 이직의도에 큰 영향을 미치는 변수임을 보여주고 있다. 또한 조 직에 대한 희생보다는 적합성 변수가 이직의도와 더 강한 부(-)의 상관관계를 보여주었다. 넷째, 지역사 회에 대한 직무배태성과 이직의도간의 관계는 성별에 따라 차이가 없는 것으로 나타났다. 남녀 모두 지 역사회에 대한 적합성, 연계, 희생 모든 변수가 이직의도와는 유의하지 않으며, 결과적으로 본 연구에 서는 지역사회에 대한 직무배태성과 이직의도간의 관계는 성별에 따라 아무런 차이가 없다는 것을 보여주고 있다. The purpose of this study is to examine the relationship between job embeddedness and turnover intention. The term of “Job embeddedness” is the new concept to explain why employee chooses to stay with an organization and we could assume that this is a reason variable to effect turnover intention. Job embeddedness is conceived as a key construct between on-the-job (Fit, Link, Sacrifice) and turnover intention and also between off-the-job factors (Fit, Link, Sacrifice) and turnover intention. Through this study, the following conclusions can be presented, First, Job embeddedness on the organization had a negative effect on turnover intention. To be concrete, an individuals’ fit to the organization and organization-related sacrifice had significantly negative effects on turnover intention but the organization-related link didn’t have any effect on turnover intention. Second, Job embeddedness on the community didn’t have any effect on turnover intention. Thrid, there is no difference, according to gender, in the relationship between job embeddedness and the fit, link and sacrifice of the organization and turnover intention. Regardless of gender, only the fit and sacrifice to the organization had any negative effect on turnover intention. The fit to the organization had more negative effects on turnover intention than the link to the organization for both genders. Fourth, Job embeddedness on the fit, link, sacrifice of the community had no effect on the turnover intention of either gender. In conclusion, regardless of gender, job embeddedness has no effect on the fit, link and sacrifice of the community and turnover intention.

사회보험 가입이 미용사의 이직의도에 미치는 영향에 관한 연구 : 충남지역을 중심으로

김경숙,김훈,이명주 한국미용학회 2018 한국미용학회지 Vol.24 No.1

The purpose of this study is to examine the firsthand impact of the demographic characteristics of hairdressers, their sense of belonging, job satisfaction and satisfaction with compensation on their turnover intention and the secondhand influence of their demographic characteristics and social insurance holding on turnover intention in a bid to seek ways of preventing their turnover and easing their turnover intention. The findings of the study were as follows : First, as a result of analyzing the impact of the demographic characteristics of the hairstylists investigated on their turnover intention, there were significant gaps in overall turnover intention according to age, marital status, form of employment, employment motivation and monthly income(p<.05). Second, whether there were any gaps in turnover intention between the social insurance holders and the non-holders was analyzed, and statistically significant differences were found between the two(p<.001) in every respect. The social insurance holders expressed better satisfaction than the nonholders with the compensation system(t=3.984) and their job(t=1.254), and the former had a stronger sense of belonging than the latter(t=2.264). Besides, the former had a less turnover intention than the latter. Third, as a result of making a regression analysis of the influential factors for turnover intention, satisfaction with the compensation system(β=.328) turned out most influential, followed by a sense of belonging(β=.226), lack of labor contact documents(β=.087), unstable family economy largely affected by monthly income(β.078), job satisfaction(β=.074), non-voluntary employment(β=.066) and turnover frequency(β=-.062). Fourth, as for the impact of the independent variables involving social insurance holding, job satisfaction, a sense of belonging and satisfaction with the compensation system on turnover intention, those who weren't insured had a stronger turnover intention than the social insurance holders, and a stronger turnover intention was also found among the hairdressers whose job satisfaction was lower, whose sense of belonging was weaker and whose satisfaction with the compensation system was lower.

정보기술 전문가들의 이직의도에 영향을 미치는 요인에 관한 연구

우르마노브 ( Urmanov Bahromjon ),신호영 ( Hoyoung Shin ),김기수 ( Kisu Kim ) 아시아.유럽미래학회 2013 유라시아연구 Vol.10 No.1

정보기술이 기업의 경쟁우위 확보에 필수적인 요인이 됨에 따라 정보기술 전문가들에 대한 수요도 높아지고 있다. 따라서 정보기술 전문가의 확보와 관리가 중요한 이슈로 대두되고 있다. 조사에 의하면 정보기술 전문가들은 다른 노동자나 전문가에 비해 업무에 더 민감하게 지치는 것으로 나타나고 있다. 이는 정보기술을 다루는 일이 상당히 피곤하고, 보다 많은 에너지와 지적 집중력을 필요로 하기 때문이다. 이와 같은 이유와 다른 요인들로 인해 정보기술 전문가들은 상대적으로 높은 이직의도를 가지게 된다. 이와 같은 정보기술 전문가들의 이직의도는 잘 통제될 필요가 있다. 따라서 유능한 정보기술 전문가들을 잃어버리는 데에 따른 비용과 이들을 새롭게 채용하는데 따른 비용을 줄이기 위해서는 이들의 이직의도에 영향을 미치는 요인들을 파악하기 위한 노력이 필요하다고 할 수 있다. 이직은 조직에 새로운 채용과 훈련에 따른 직접적인 비용을 발생시킨다. 이직은 또한 조직의 업무프로세스 중단에 따른 간접적인 비용도 수반한다. 조직에서 정보기술 노동자를 대체하기 위해서는 일반 노동자의 세 배에서 일곱 배까지의 비용이 수반되는 것으로 알려져 있다. 정보기술 전문가들의 높은 이직률과 이에 따른 비용으로 말미암아 고용주들은 이들을 대체 가능한 일용품으로 보지 않고 가치 있는 조직의 자산으로 생각하게 되었다. 정보기술 또는 기술 전문가들의 이직의도에 대한 몇몇 연구가 있었으나, 여러 가지 면에서 실제와 차이 및 한계가 있었다. 조직의 정보기술 및 정보시스템의 이용이 증가함에 따라 능력 있는 정보기술 인력의 확보능력이 전략적 목표를 달성하는데 중요한 요소가 되었다 (Moore, 2000). 따라서 본 연구에서는 정보기술 전문가들의 이직의도에 미치는 요인들을 발견함으로써 이들의 이직의도를 낮추는 방안을 찾아 제시하려고 하였다. 이를 위해 정보기술 전문가들의 이직의도에 영향을 미칠 수 있는 요인들을 선행 연구들부터 찾아내어 인과관계 연구모형을 개발하고, 이를 실증적으로 분석 및 검증하였다. 본 연구의 목적은 정보기술 전문가들의 이직의도에 영향을 미치는 요인들과 이들의 인과관계를 이해하는데 있다. 이를위해 지각된 업무과부하(perceived work overload), 업무 스트레스(work stress), 신기술에 대한 압박감(pressure for new technologies), 직무 자율성(job autonomy), 동기(motivation), 보상의 공평성(fairness of rewards)를 선행변수로 하고, 업무로 인한 피로(work exhaustion)와 조직몰입(organizational commitment)을 매개변수로, 그리고 이직의도(turnover intention)를 종속변수로 하는 연구모형을 개발하였다. 이들 변수들 사이의 유의한 상관관계를 발견하기 위해 설문지를 통한 실증연구를 수행하였다. 실증분석결과 업무 스트레스, 신기술에 대한 압박감, 직무 자율성은 업무로 인한 피로에 유의한 영향을 미치는 것으로 나타났다. 물론 직무 자율성은 업무로 인한 피로에 부의 영향을 미치고, 업무 스트레스와 신기술에 대한 압박감은 정의 영향을 미치는 것으로 나타났다. 그리고 직무 자율성, 동기, 보상의 공평성은 모두 조직몰입에 유의한 정의 영향을 미치는 것으로 나타났다. 그러나 지각된 업무과부하는 업무로 인한피로에 유의한 영향을 미치지 않는 것으로 나타났다. 이는 정보기술 전문가들이 업무의 과부하로 인해업무로 인한 피로를 느끼는 것은 아니라는 것을 시사한다. 그리고 업무로 인한 피로는 이직의도에 유의한 정의 영향을 미치고, 조직몰입은 이직의도에 유의한 부의 영향을 미치는 것으로 분석되었다. 따라서 정보기술 전문가들의 이직의도를 낮추기 위해서는 우선 업무로 인한 피로를 줄여주고, 이들의 조직몰입을 높이는 것이 중요하다고 할 수 있다. 또한 업무로 인한 피로를 줄이기 위해서는 업무 스트레스와 신기술에 대한 압박감을 줄이고, 직무 자율성을 높일 필요가 있다. 신기술에 대한 압박감을 줄이기 위해서는 IT 전문가들을 대상으로 주기적인 신기술에 대한 소개와 교육이 이루어질 필요가 있다. 이를 통해 신기술에 대한 이해를 높이고, 자연스럽게 신기술을 사용할 수 있게 해줌으로써 신기술에 대한 막연한 불안감을 해소시킬 수 있을 것으로 생각된다. 반면 조직몰입을 높이기 위해서는 업무 자율성, 동기, 보상의 공평성을 높여야 한다는 점을 시사한다. 조직은 업무 스트레스를 줄이기 위해 업무 이외의 행정적인 일을 줄이고, 지속적인 교육과 훈련을 통해 신기술에 대한 압박감을 줄이고, job enrichment와 권한 이양 및 분권화 등을 통해 직무의 자율성을 증대하기 위한 노력을 기울여야 할 것이다. 이를 통해 업무로 인한 피로를 줄일 수 있고, 나아가 이직의도를 줄일 수 있을 것이다. 또한 job enrichment와 권한 이양 및 분권화 등을 통해 직무의 자율성을 증대하고, 다양한 인센티브 제도를 통해 동기를 부여하고, 보상을 공평하게 하려는 노력을 통해 조직몰입을 높이고, 결과적으로 이직의도를 줄일 수 있을 것으로 판단된다. 본 연구의 결과는 정보기술 전문가들의 이직의도를 줄이기 위해 조직은 어떤 노력을 해야 하는 지에 대한 시사점을 제공함으로써 실무적으로 기여한다고 볼 수 있다. 본 연구의 결과를 바탕으로 정보기술 전문가들의 관리를 보다 효과적으로 할 수 있고, 나아가서 기업의 경쟁력을 제고 할 수 있다는데 그 의의가 있다고 할 수 있다. As information technologies have become a necessary factor for the competitive advantage of most of business organizations, there is a great demand on information technology (IT) professionals. Studies show that IT professionals are more sensitive to be tired of their work than other workers or professionals. It is because dealing with information technologies is quite tiring and demands more energy and intellectual attention of the users. This factor with others mostly causes IT professionals`` intention to turnover which should be controled to use them more effectively. Therefore, we need to make efforts to find main factors affecting turnover intention of IT employees to reduce the cost of losing and recruiting competent IT professionals. Turnover creates direct recruiting and training costs for organizations. Turnover also creates indirect costs due to disruptions in organizational work processes. It is known that to replace an IT worker, an organization may spend from one to seven times the employee``s annual salary. Due to high rates of turnover and associated costs, employers have shifted from perceiving IT workers as a replaceable commodity to seeing them as a valued asset. Even though several researches have been conducted in the area of turnover intention of IT and technology professionals, there are always some gaps or limitations from various aspects. As organizational utilization of information systems and technology continues to grow, the ability of an organization to retain valuable technology staff is likely to become critical factor in the attainment of strategic goals (Moore 2000). Therefore, we also purposed to conduct a research in order to learn more about the factors affecting turnover intention of IT professionals. This study investigates what kinds of factors affect turnover intention of IT professionals and finds the ways to decrease turnover intention specific to the IT professionals`` situation by developing a research model and testing it empirically. The objective of this study is to understand factors affecting turnover intention of IT professionals and the mechanism of their effects on turnover intention of IT professionals. For this objective, a causal model was developed, in which work exhaustion and organizational commitment are considered as major antecedents of turnover intention of IT professionals. In turn, perceived work overload, work stress, pressure of new technology, and job autonomy are represented as the main antecedent factors affecting work exhaustion. We also consider job autonomy as an antecedent factor of both work exhaustion and organizational commitment. And as other main antecedent factors of organizational commitment, we include motivation and fairness of rewards. These factors (variables) and their relationships are derived from previous researches. The research model was tested empirically to find meaningful (significant) relationships among these variables. The findings indicate that work stress and pressure of new technology affect work exhaustion positively, and job autonomy affects work exhaustion negatively. However, perceived work overload turned out to have no significant effect on work exhaustion. Meanwhile, job autonomy, motivation, and fairness of rewards affect organizational commitment positively. Finally, work exhaustion affects turnover intention positively and organizational commitment affects turnover intention negatively. The results of this empirical study imply that organizations need to make efforts to reduce IT professionals’ work exhaustion and to increase their organizational commitment to reduce their turnover intention. In turn work stress should be reduced and job autonomy should be increased to reduce work exhaustion, which will result in decreased turnove intention. To improve organizational commitment we need to increase IT professionals’ job autonomy, motivation, and fairness of rewards. Main contribution of this research is that the result of this study provides organizations practical implications for managing IT professionals. Specifically, it shows what organizations should do to reduce their turnover intention. Since IT professionals are considered as an important asset for most of organizations today, the result of our research could be used to manage them more effectively.