카지노 종사원의 역할갈등이 이직의도에 미치는 영향 - 갈등관리전략의 조절효과를 중심으로 -
The Effects of Casino Employees' Conflict Role on Turnover Intention - Focused on the moderating Effect of Conflict Management Strategies -
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The purpose of this study is to examine preliminary studies on role conflict and turnover intention, the effect of role conflict perceived by casino employees on turnover intention, and the moderating effect of conflict management strategy. First, the direct effect of role conflict on turnover intention was analyzed through multiple regression analysis. To verify this, role conflict was classified into role stress and role ambiguity. The direct effect of role conflict on turnover intention showed that sub-factors of role conflict, both role stress and role ambiguity had a statistically significant effect on turnover intention. One of sub-factors that had the biggest effect on turnover intention was role stress, followed by role ambiguity. Second, the moderating effect of conflict management strategy in the relationship between role conflict and turnover intention showed that the problem-solving type, obliging and avoiding type and control-dominating type moderated the relationship between role ambiguity and turnover intention, the relationship between role stress and turnover intention, and the relationship between role ambiguity and turnover intention, respectively. The problem-solving type of sub-factors of conflict management strategy had a significant effect on turnover intention in the relationship between role conflict and turnover intention. But the obliging and avoiding type and control-dominating type didn't moderate in the relationship between role conflict and turnover intention.
Abstract
The purpose of this study is to examine preliminary studies on role conflict and turnover intention, the effect of role conflict perceived by casino employees on turnover intention, and the moderating effect of conflict management strategy. First, the direct effect of role conflict on turnover intention was analyzed through multiple regression analysis. To verify this, role conflict was classified into role stress and role ambiguity. The direct effect of role conflict on turnover intention showed that sub-factors of role conflict, both role stress and role ambiguity had a statistically significant effect on turnover intention. One of sub-factors that had the biggest effect on turnover intention was role stress, followed by role ambiguity. Second, the moderating effect of conflict management strategy in the relationship between role conflict and turnover intention showed that the problem-solving type, obliging and avoiding type and control-dominating type moderated the relationship between role ambiguity and turnover intention, the relationship between role stress and turnover intention, and the relationship between role ambiguity and turnover intention, respectively. The problem-solving type of sub-factors of conflict management strategy had a significant effect on turnover intention in the relationship between role conflict and turnover intention. But the obliging and avoiding type and control-dominating type didn't moderate in the relationship between role conflict and turnover intention.
참고문헌 (34)
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