Self-efficacy, Organizational Commitment and Turnover Intention : the Moderating Effect of Leader-member Exchange and Relational Contract

다국어 초록 (Multilingual Abstract)

Self-efficacy can affect people's behavior choice, motivated effort, cognitive process and emotion procedure. Such being the case, this thesis attempts to explore the relationship of self-efficacy with organizational commitment, leader-member exchange (LMX), relational contract and turnover intention by studying 374 nurses from 6 different hospitals in Gyeonggi Province (Korea) from a holistic view. The hypothesis that organizational commitment has a mediating effect on the relationship between self-efficacy and turnover intention was justified by the regression analysis. While the regression analysis presented the hypothesis that relational contract has non-significant relationship between self-efficacy and organizational commitment, it also failed to prove the hypothesis that LMX has a positive moderating effect on the relationship between self-efficacy and organizational commitment. In the last part of this study, the limitations and implications for managers has also been presented.

목차 (Table of Contents)

• 1.Introduction....................................................................................1
• 2.Literature Review...........................................................................3
• 2.1Self-efficacy..................................................................................3
• 2.1.1 Definition of Self-efficacy..................................................3
• 2.1.2 Sources of Self-efficacy......................................................4
• 2.1.3 Research Field of Self-efficacy...........................................7
• 2.2 Turnover Intention and Antecedents...........................................11
• 2.2.1 Definition of Turnover Intention........................................11
• 2.2.2 Antecedents of Turnover Intention.....................................12
• 2.3 Organizational Commitment (OC) and Antecedents...................17
• 2.3.1 Definition of OC.................................................................17
• 2.3.2 Antecedent Variables and Outcome Variables of OC........20
• 2.4 Leader-Member Exchange (LMX)..............................................24
• 2.4.1 Definition of LMX..............................................................25
• 2.5 Relational Contract (RC).............................................................25
• 2.5.1 Definition of RC.................................................................25
• 3. Research Model and Hypothesis...................................................26
• 3.1 Research Model.......................................................................26
• 3.2 Self-efficacy and Organizational Commitment.......................26
• 3.3 Moderating Effect of Leader-Member Exchange
• and Relational Contract Between Relation Self-efficacy and
• Organizational Commitment...................................................28
• 3.4 Self-efficacy and Turnover Intention......................................31
• 3.5 Organizational Commitment and Turnover Intention.............33
• 3.6 Mediating Effect of Organizational Commitment..................34
• 4. Research Methodology...................................................................36
• 4.1 Sample.......................................................................................36
• 4.2 Measurement.............................................................................36
• 4.2.1 Independent Variable.......................................................37
• 4.2.2 Dependent Variable..........................................................37
• 4.2.3 Mediating Variable...........................................................37
• 4.2.4 Moderating Variable........................................................38
• 4.2.5 Control Variables.............................................................38
• 4.3 Analytical Strategies.................................................................38
• 5. Results and Discussion..................................................................39
• 5.1 Descriptive Analysis................................................................39
• 5.2 Factor Analysis and Correlation Analysis...............................40
• 5.3 Regression Analysis.................................................................45
• 5.3.1 Hierarchical Regression Analysis of the
• Moderating Effect............................................................45
• 5.3.2 Hierarchical Regression Analysis of the
• Mediating Effect..............................................................49
• 5.4 Interaction Analysis...................................................................51
• 5.5 Additional Analysis...............................................................53
• 6.Conclusion......................................................................................55
• 6.1 Implication............................................................................56
• 6.2 Limitation..............................................................................57
• References.........................................................................................59