중학교 체육교사와 스포츠강사의 조직동일시, 직무몰입, 그리고 이직의도의 관계 = The relationship between organizational identification, job commitment, and turnover intention among PE teachers and sport instructoes in middle schools

다국어 초록 (Multilingual Abstract)

The purpose of the study is two-fold. First, this study attempted to examine possible group differences between PE teachers and sport instructors in terms of organizational identification, job commitment, and turnover intention. Second, this study examined mediating effect of job commitment in the relationship between organizational identification and turnover intention using Baron and Kenny’s (1986) method. The data were collected from 129 (men = 101; women = 28) PE teachers and instructors. The sample of the study was drawn by convenience sampling. Using convenience sampling, 74 PE teachers and 55 instructors were secured. The data were collected using a questionnaire that included three scales that measured organizational identification, job commitment, turnover intention. In addition, several demographic questions were included. The six items of organizational identification were adapted from Mael and Ashforth (1992). The Cronbach’s alpha of the scale was .90, which indicated a good internal consistency. The job commitment was measured with Meyer, Allen, and Smith’s (1993) six items (Cronbach’s alpha = .86). The turnover intention was measured with three items of Yoo (2011). The internal consistency of the items was .90. The research hypotheses (H1, H2, and H3) were tested using one-way MANOVA. To test mediating effect of organizational commitment, multiple regression analyses were utilized. Normality of the data was examined using skewness (-.59 and -1.79) and kurtosis (-.59 and -2.34). In addition, the assumption of using MANOVA was examined using Box’s M test (p = .11). The results of MANOVA indicated that there was statistically significant group difference (Wilk’s Lamda = .82, p < .001. ηp2=.18, power=.99). Follow up univariate analyses indicated that PE teachers scored higher on job commitment(p<.001) and instructors group scored higher on turn over intention(p<.001). The groups were in variant in terms of organizational identification(p=.08). There search hypothesis 4 was tested using Baron and Kenny’s(1986) method. The direct relationship between organizational identification and turn over intention was insignificant(β = .07, p < .44). However, the path between organizational identification and job commitment (β = .42, p < .001) and the path between job commitment and turnover intention (β = =-.47, p < .001) were statistically significant. The denoted that job commitment mediated the relationship between organizational identification and turnover intention. The Sobel test statistic was -.268 (p = .004).