중소 외식업체 종사자의 조직공정성 인지도와 이직의도의 관계에 대한 연구
Perceived organizational justice and turnover intention in small and medium food service industry
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본 논문은 외식업계 종사자들이 인지하는 조직공정성 인지도와 자발적 이직의도간의 관계를 고찰하고, 이러한 공정성과 이직의도간의 관계가 재직기간 수준에 따라 어떤 차이가 있는 가를 검증하고자 하였다. 이를 실증적으로 검증하기 위하여 서울경기강원지역에 위치한 50여개 관광숙박업 및 전문 관광식당업의 종사원 571명으로부터 설문을 수집하였다.실증분석은 조직공정성의 3개 구성요소(절차공정성, 상호작용공정성, 분배공정성)와 이직의도의 관계와, 이러한 관계가 재직기간에 따라 어떤 차이가 있는 가를 위계적 다중회귀분석을 이용하여 검증하였다.분석결과 절차공정성, 상호작용공정성, 분배공정성인지도는 모두 이직의도에 부의 영향을 미치는 것으로 분석되었다. 그리고 재직기간의 조절효과를 검증하기 위한 위계적 다중회귀분석결과 절차공정성과 분배공정성 인지도가 높을수록 이직의도는 낮아지는데 이러한 경향은 재직기간이 짧을수록 이직의도가 낮아지는 것으로 분석되었다. 상호작용공정성이 이직의도에 미치는 효과는 재직기간에 따른 차이가 없는 것으로 나타났다.
Abstract
This paper intends to test the relationship between organizational justice(procedural justice, distributive justice, interactive justice) and turnover intention, and the moderating effect of employee tenure. Data for this purpose were gathered from 571 employees in small and medium service industry of Seoul, Kyeonggi, and Kangwon province. Result of multiple regression showed that perceived procedural justice, distributive justice, and interactive justice have an negative effect on turnover intention. And results of hierarchical multiple regression to test the moderating effect of tenure showed that procedural justice has an negative effect on turnover intention, and such effect is more significantly apparent in short tenure employees. Distributive justice also appeared to have an negative effect on turnover intention, and such effect was more significantly apparent in short tenure employees. Interactive justice had an negative effect on turnover intention, and such effect appeared to be same irrespective of tenure.
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