병원종사자의 조직공정성과 조직지원인식이 이직의도에 미치는 영향: 종업원 직무 몰입의 매개효과

Abstract

Objectives: As the importance of improving the quality of healthcare services and the role of hospital managers increases, it is necessary to reduce turn- over intention and manage human resources. In this study, we surveyed the relationship between intention to turnover, organizational fairness, organi- zational support, and employee engagement. Methods: This study surveyed turnover intention, organizational fairness, organizational support, and employee engagement of employees from medical institutions with over 300 beds in Busan, South Korea. All statistical analyses were conducted using SPSS Statistics 22.0, AMOS 18.0, and included frequency analysis, descriptive statistics, regression analysis, and path analysis. Results: A total of 491 hos- pital employees were included in the analysis. Procedural fairness and perceived organizational support positively influenced employee engagement, while employee engagement negatively impacted turnover intention. Distributive fairness and perceived organizational support had a direct negative effect on turnover intention. Conclusions: This study confirmed that organizational fairness and perceived organizational support positively influence employee engagement and reduce turnover intention among hospital employees. Additionally, as mid-career employees (3–5 years of tenure) showed the highest turnover intention, targeted career development and incentive programs are necessary to promote long-term stability.