여행사 종사원의 직무배태성이 이직의도와 잔류의사 및 조직시민행동에 미치는 영향에 관한 연구 = (A) study on the effects of job embeddedness on turnover intention, staying in organization and organizational citizenship behavior for employees in travel agency

다국어 초록 (Multilingual Abstract)

The organizational costs of leaving a job are often very high. It is not surprising, then, that employee retention has attention of top-level managers in today’s organizations. Recently, Mitchell, Holtom, Lee, Sablyski, and Erez (2001) focused on why people stay rather than on how they leave. In particular, they drew attention to the reasons people stay through their job embeddedness construct. Reflecting the idea of people’s being "situated or connected in a social web," embeddedness has several key aspects: (1) the extent to which people have links to other people or activities, (2) the extent to which their jobs and communities fit other aspects in their "life spaces," and (3) the ease with which links could broken－what they would give up if they left their present settings. Mitchell and his coauthors called these three dimentions links, fit, and sacrifice, respectively, and they are important both on and off the job. Mitchell and his colleagues (2001) provided initial empirical support for job embeddedness. They aggregated job embeddedness correlated with intention to leave and predicted subsequent voluntary turnover. Also, they revealed that off-the-job embeddedness was significantly predictive of subsequent "voluntary turnover". And, they revealed that on-the-job embeddedness was significantly predictive of "organizational citizenship" and "job performance". They predicted that employee withdrawal occurs over time, with a decision about performing preceding a decision about participating.
On the basis of situational and theoretical backgrounds as above, the purpose of this study is to examine the relationship between on-the-job embeddedness and turnover intention, staying in organization and organizational citizenship behavior in Traveling Organization Employees. To empirical study for test a model as above, 300 structured questionnaires were distributed to Korean employees in Seoul, Busan, and Gyeongbuk, Korea. 238 were analyzed finally. The results revealed that individual’s fit to the organization and organization-related sacrifice significantly had negative effects on turnover intention and positive effects on staying in organization and positive effects on organizational citizenship behavior.
As a result, one way to improve the embeddedness of travel agency employees to the organization is to form a unity among the employees through enforcement of consistent management policies, concern and consideration of each employee, activation of horizontal communication among the employees, and employees' participation in decision-making and sharing employees' value.

목차 (Table of Contents)

• (Abstract)
• 목차 = ⅰ
• Ⅰ. 서론 = 1
• 1. 문제제기 = 1
• 2. 연구목적 = 3
• 3. 연구 범위 및 방법 = 4
• Ⅱ. 선행연구 고찰 = 6
• 1. 직무배태성 = 6
• 가. 적합성 = 8
• 나. 희생 = 9
• 다. 연계 = 10
• 2. 이직의도와 잔류의사 = 13
• 가. 이직의도 = 13
• 1) 경제학적 모형 = 15
• 2) 심리학적 모형 = 16
• 3) 사회학적 모형 = 20
• 나. 잔류의사 = 23
• 3. 조직시민행동 = 24
• Ⅲ. 연구방법 설계 = 30
• 1. 연구모형 및 연구가설 = 30
• 2. 변수의 조작적 정의 = 34
• 가. 직무배태성 = 34
• 나. 이직의도 = 35
• 다. 잔류의사 = 35
• 라. 조직시민행동 = 36
• 3. 조사설계 = 36
• Ⅳ. 실증분석 = 38
• 1. 자료분석 = 38
• 가. 자료분석 방법 = 38
• 나. 자료의 특성 = 38
• 2. 측정도구의 신뢰성과 타당성 검증 = 40
• 가. 측정도구의 신뢰성 검증 = 40
• 나. 측정도구의 타당성 검증 = 41
• 3. 자료분석 및 가설검증 = 44
• 가. 주요변수간 상관관계 분석 = 44
• 나. 가설 검증 = 45
• 1) 직무배태성과 이직의도 관계 검증 = 45
• 2) 직무배태성과 잔류의사 관계 검증 = 48
• 3) 직무배태성과 조직시민행동 관계 검증 = 52
• Ⅴ. 결론 = 57
• 1. 연구의 요약 = 57
• 2. 연구의 시사점 및 한계점 = 59
• 참고문헌 = 61
• 부록:설문지 = 70