경찰관의 이직의도 영향요인에 관한 연구

다국어 초록 (Multilingual Abstract)

A study on the factors affecting police officers' turnover intention Moon, Seung-Il Advisor : Prof. Choi Sun-Woo, Ph.D. Department of Police ‧ Law ‧ Administration Graduate School of Gwangju University The police force is an institution responsible for the safety of the public, making it one of the most important institutions in modern society. The scope of the police's duties primarily revolves around ensuring public safety. The police in South Korea are currently undergoing significant changes. As society continues to evolve and become more complex, the role and functions of the police are becoming more crucial, and their responsibilities are expanding. Furthermore, with the police gaining the authority to conclude the first stage of investigations in 2021, the workload has surged, and the demands on individual police officers have increased significantly compared to past police duties. Despite this, the police force is currently facing issues such as a shortage of personnel and the retirement or career changes of younger officers. The police handle various public complaints, and due to the nature of their work, they are highly prone to stress compared to other professions. This stress can lead to negative outcomes. As of August 2023, the number of police officers in their 20s and 30s who retired was 242, which is an increase of approximately 82% compared to 133 in 2020. In this situation, early retirements and job changes among police officers are on the rise. If the police continue to be exposed to higher turnover rates and early retirements, the absence of officers responsible for public safety could lead to a significant disruption in the country. Currently, South Korea is at risk of developing into a "risk society," where dangers lurk everywhere due to rapid societal changes. Recent crimes involving mental health issues, crimes targeting socially vulnerable groups, and drug-related crimes are creating a sense of insecurity among citizens, making them feel that they too could become victims of crime. In this social atmosphere, the police must address public anxiety and ensure safety. However, the issue they currently face is related to a shortage of personnel. The high turnover and early retirement of police officers can also be explained by the intention to leave the force. The intention to leave refers to the willingness to quit the current job or seek out a new one. The intention to leave among police officers has been one of the major research topics in the field of police studies for a long time. Numerous studies have been conducted, and these studies identified job stress as one of the main factors leading to the intention to leave. In addition to job stress, factors such as job satisfaction, organizational commitment, and burnout, which reflect the organizational atmosphere, have also been used to explain the intention to leave. However, relatively few studies have reflected the changed circumstances of police organizations, such as the emergence of new crimes, societal fears regarding public safety, and the changes in police duties following the adjustment of investigative authority and the implementation of local police systems. Therefore, this study aimed to examine the factors influencing the intention to leave among current police officers. This study selected the following influencing factors for the intention to leave based on previous research: burnout, organizational culture, and organizational silence. First, burnout refers to physical and psychological exhaustion that can occur during work and is classified into physical burnout, emotional burnout, and mental burnout. Physical burnout refers to objective damage to the body caused by work, while emotional burnout refers to negative emotions caused by work, and mental burnout pertains to the current work situation and relationships with others. Next, organizational culture refers to the characteristics of the organization. Organizational culture can be categorized into relationship-oriented, innovation-oriented, hierarchy-oriented, and task-oriented cultures. Relationship-oriented culture refers to whether the organization has a family-like characteristic. Innovation-oriented culture refers to how flexible the organization is in adapting to new situations and adopting the latest technologies. Hierarchy-oriented culture describes how hierarchical the organization's structure is in performing its duties. Task-oriented culture refers to a culture that emphasizes competition among members and focuses solely on the achievement of organizational goals through tasks. Finally, organizational silence refers to individuals' inability to voice their opinions within the organization. Organizational silence is classified into conformist, prosocial, resigned, and defensive silence, each of which has distinct characteristics. Therefore, this study analyzed the impact of each of these sub-factors on the intention to leave by considering burnout, organizational culture, and organizational silence as independent variables, explaining their respective sub-factors. For the analysis, the study selected police officers working at 30 police stations affiliated with 8 regional police agencies. Surveys were distributed either directly or by mail to collect data. The data collection period was from September 10, 2024, to October 30, 2024, divided into two phases. A total of 500 surveys were distributed, and 492 responses were collected. After excluding incomplete responses, 489 valid surveys were used for the analysis. The analysis results indicated that emotional burnout and mental burnout positively affected the intention to leave. Regarding organizational culture, innovation-oriented culture was found to have a negative effect on the intention to leave. Finally, regarding organizational silence, only resigned organizational silence had a positive effect on the intention to leave. Based on these findings, the study proposed the following policy recommendations: First, internal systems should be implemented to reduce the psychological burnout of police officers. Second, policies should be established to foster a family-like atmosphere within the police force. Third, efforts should be made to improve police officers' perceptions of innovation-oriented behaviors. Fourth, systems should be developed to eliminate resigned organizational silence. These efforts would help create a police organization that can lower the intention to leave among officers. This study is significant in that it provides a more detailed analysis of the factors influencing the intention to leave compared to previous research. However, there are limitations. This study did not investigate the intention to leave by department, as it used police officers from various departments within the police stations, regardless of their specific roles. Furthermore, the study primarily focused on police officers with long tenures, which means it did not capture the characteristics of younger officers, presenting another limitation. Keywords: Turnover intention, Burnout, Organizational culture, Organization silence, Police

목차 (Table of Contents)

• 제1장 서 론 1
• 제1절 연구의 목적 1
• 제2절 연구의 범위 및 방법 5
• 1. 연구의 범위 5
• 2. 연구의 방법 5
• 제2장 이론적 배경 7
• 제1절 경찰관의 이직의도 의의 7
• 1. 이직의도의 개념· 7
• 2. 경찰관의 이직의도 10
• 제2절 경찰관의 이직의도 주요 영향요인 12
• 1. 직무소진· 12
• 2. 조직문화 16
• 3. 조직침묵 19
• 제3절 선행연구의 검토 23
• 1. 직무소진과 이직의도의 관계· 23
• 2. 조직문화와 이직의도의 관계· 29
• 3. 조직침묵과 이직의도의 관계· 34
• 제3장 연구의 설계 41
• 제1절 연구모형 및 연구가설 41
• 1. 연구모형· 41
• 2. 연구가설· 42
• 제2절 변수의 조작적 정의 및 측정 43
• 1. 종속변수· 43
• 2. 독립변수· 44
• 3. 통제변수· 50
• 제3절 자료수집 및 분석방법 51
• 1. 연구대상· 51
• 2. 자료수집· 52
• 3. 분석방법· 52
• 제4장 연구결과의 분석· 53
• 제1절 주요 변수의 일반특성 53
• 1. 연구대상자의 특성· 53
• 2. 측정 도구의 신뢰도와 타당도 검증· 56
• 3. 주요 변수의 기술통계· 70
• 4. 주요 변수간 상관관계· 73
• 제2절 영향요인 분석 76
• 제3절 가설 검증 79
• 제5장 결 론 83
• 참고문헌 91
• 부록(설문지) 102