무경계 경력태도, 직무성과 및 이직의도 간 관계: 사회적 네트워크의 조절효과 = Do High Performers Leave the Organization? The Effect of Boundaryless Career Attitude and Social Network

다국어 초록 (Multilingual Abstract)

The aim of this study was to examine the relationship between perceived performance and turnover intention among researchers. Drawing on the concept of boundaryless career attitude, this study analyzed its two subdimensions: boundaryless mindset (BM) as a predictor of perceived performance and mobility preference (MP) as a mediator linking perceived performance to turnover intention. A BM was expected to enhance perceived performance, which in turn would increase turnover intention through MP. Furthermore, this study explored the moderating effects of social networks, expecting that internal cohesion would weaken, whereas external knowledge acquisition would strengthen, the positive relationship between perceived performance and MP. Based on the Social Cognitive Career Theory (SCCT), the proposed model was tested using 「2024 KIRD」data. The results revealed that a BM positively influenced perceived performance, which subsequently increased MP and turnover intention. Additionally, internal cohesion mitigated — whereas external knowledge acquisition amplified — the positive relationship between perceived performance and MP. The findings of this study demonstrate that the two subdimensions of boundaryless career attitude form a cyclical mechanism linking perceived performance and turnover intention, while also revealing the important role of social networks in shaping this relationship.