팀교체의도와 이직의도에 영향을 미치는 요인에 관한 연구: 팀몰입과 조직몰입을 중심으로
Team change and turnover intentions: The role of team and organizational commitment
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초록
본 연구의 목적은 조직의 구성원들이 팀을 이탈하고 조직을 이직하고자 하는 행동을 결정하는 과정에서 팀몰입과 조직몰입이 차지하는 역할을 밝히는 것이다. 특히 동료후원인식, 자기효능감, 직업불안정성과 같이 개인의 특성 및 조직 내 경험을 통해 조직에 대해 형성하게 되는 태도가 팀몰입과 조직몰입을 통해 팀을 이탈하고 조직을 이직하려는 의도에 미치는 영향을 알아보는 것이다. 구조방정식 모델을 이용하여 만들어진 모델은 LISREL 8.2를 이용하여 분석하였으며, 본 연구에 사용된 자료는 자발적 참여를 원칙으로 하여 수집되었으며, 현재 대한민국의 대기업에 근무하고 있는 종업원들을 대상으로 수집하였다. 본 연구의 결과는 동료후원인식과 자기효능감은 팀몰입에 긍정적인 영향을 미치는 반면에 자기효능감은 조직몰입에도 긍정적인 영향을 미치는 것으로 나타났다. 반면에, 팀과 같이 적은 조직단위에 대한 몰입은 조직과 같이 거시적인 조직에 대한 태도 형성에 긍정적인 영향을 미치는 반면에 팀에 몰입하지 못하는 종업원들은 우선적으로 팀을 이탈하려는 의도를 형성하며, 팀 이탈의도가 이직의도에 긍정적인 영향을 미치는 것으로 나타났다. 결론 및 토론 부분을 통하여 본 연구의 의의 및 시사점, 한계점 등에 대한 심도 깊은 논의를 제공하였다.
Abstract
This study started with ideas that experiences in an organization may contribute to the development of positive attitudes toward a team and an organization. However, depending upon the type of experiences, positive attitude toward a team and an organization may take different paths. The purpose of this study was to investigate influences of perceived coworker support, self-efficacy and job insecurity on team change intention and turnover intention through team and organizational commitment. This study showed following results: 1. Perceived coworker support and self-efficacy were found to have positive impacts on team commitment while self-efficacy had significant influence on organizational commitment. 2. Team commitment was found to have positive impact on organization commitment while it had negative influence on team change intention which led to organizational turnover. 3. Organizational commitment was found to have negative influences on organizational turnover intention. In-depth discussions on contributions and limitations of the study were provided through discussion section.
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