2030 공무원 이직의도의 결정요인에 관한 연구 = Determinants of Turnover Intentions of Public Officials: Focusing on 2030 Generations

다국어 초록 (Multilingual Abstract)

As turnover is an important phenomenon in government organizations, this study examines the determinants that affect the turnover intention of government employees aged 20-30. Previous studies have focused on institutional, cultural, and job-related factors, but this study incorporates individual dispositions into the research model. Data from 1,810 public servants in their 20s and 30s working in central and local governments were analyzed. The results of the analysis showed that, first, agreeableness, openness, and public service motivation decreased turnover intention; second, perceived workload increased turnover intention; and third, organizational merit-based systems and compensation justice decreased turnover intention. Furthermore, the moderating effect of public service motivation was explored, and the results showed that lower public service motivation increased turnover intention when combined with workload perception, while higher public service motivation decreased turnover intention when combined with performance attention. These findings suggest the importance of organizational justice and merit-based systems in relation to turnover intentions among public servants in their 20s and 30s. It also suggests the necessity for managerial efforts in cultivating organizational culture dimensions that consider individual dispositions such as agreeableness, openness, and public service motivation.