직무불안의 조절효과에 관한 연구 = A Study On The Moderating Effects Between Job Insecurity And Its Outcomes

다국어 초록 (Multilingual Abstract)

  The moderating effects on the relationship between job insecurity and its outcomes, namely job satisfaction, organizational commitment, turnover intention, noncompliant behaviors were examined. Data were gathered through direct survey to employees. The findings are as followings.<BR>  First, company supports, identity with retirer, economic situations moderated on the relationship between job insecurity and its outcomes.<BR>  Second, supervisor support, coworker support moderated on the relationship between job insecurity and its outcomes.<BR>  Third, growth needs, ages, educations moderated on the relationship between job insecurity and its outcomes.<BR>  But the moderating effects of friend support, coworker support, marriage on the relationship between job insecurity and its outcomes were not founded.<BR>  Implications of this results were discussed with existing studies and korean situations.

국문 초록 (Abstract)

  본 연구의 목적은 직무불안과 결과간의 관계에서 조절효과를 검증하는 것이다. 실증분석을 통해 다음과 같은 연구결과를 도출하였다.<BR>  첫째, 상황변수의 조절효과를 검증한 결과, 회사지원은 직무불안과 직무만족간의 관계를 조절하였고, 해고자일체감은 직무불안과 조직몰입간의 관계를 조절하였고, 시장상황은 직무불안과 직무만족간의 관계를 조절하였다.<BR>  둘째, 사회적 지원의 조절효과를 검증한 결과, 직장내 지원에서 상사지원은 직무불안과 불만행동간의 관계를 조절하였고, 동료지원은 직무불안과 직무만족, 직무불안과 불만행동간의 관계를 조절하였다.<BR>  셋째, 개인차의 조절효과를 검증한 결과, 성장욕구는 직무불안과 불만행동, 연령은 직무불안과 직무만족의 관계를 조절하였고, 학력은 직무불안과 조직몰입, 직무불안과 이직의도간의 관계를 조절하였다.<BR>  본 연구에서 나타난 결과를 바탕으로 직무불안을 감소시키고 조직유효성을 높이기 위하여 다양한 조절변수를 강구할 필요가 있다.

목차 (Table of Contents)

• 국문초록
  Ⅰ. 서론
  Ⅱ. 이론적 배경
  Ⅲ. 연구가설과 조사설계
  Ⅳ. 실증분석결과
  Ⅴ. 결론과 제언
  참고문헌
  <Abstract>
  

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