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직원 이직률이 조직성과 및 정서적 몰입에 미치는 영향: 다 수준 분석을 통한 조직신뢰 풍토의 매개효과

The Impact of Employee Turnover Rates on Organizational Performance and Affective Organizational Commitment: The Mediating Effect of Trust Climate with a Multi-level Analysis

김수진
한국기업경영학회 (Korean Corporation Management Association)|2022.11|기업경영연구 (Korean Corporation Management Review)|제29권 제5호|pp. 51-98

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참고문헌

키워드

조직성과정서적 몰입Affective CommitmentOrganizational Performance직원 이직률Multi-level Analysis조직신뢰 풍토경영진의 HRM 철학다 수준 분석Employee Turnover RatesTrust ClimateManagement’s HRM Philosophy
주제분류경영학

초록

본 연구는 직원 이직률이 조직성과에 미치는 영향에 있어, 조직신뢰 풍토의 매개효과 및 경영진의 HRM 철학의 조절효과를 통합적으로 살펴보았다. 또한, 풍토 같은 사회적 맥락을 함께 고려한 다 수준 연구에 대한 요구를 반영하여, 또 다른 종속변수로 개인 수준 변수인 정서적 몰입도 함께 다루었다. 본 연구의 핵심은 사회정보처리이론을 주 이론으로 하여, 상호작용적 관점, 사회비교이론, 귀인이론, 사회교환이론, 그리고 인지된 조직지원이론을 단계적으로 적용함으로써, 이들 변수 간의 복잡한 관계를 설명했다는 데 있다. 본 연구는 이직률이높을수록 이를 지켜본 남아있는 직원들이 서로 상호작용하며 조직에 대한 의심을 키워감으로써, 이른바 활발한센스메이킹 활동을 함으로써, 낮은 수준의 조직신뢰 풍토가 조성될 것이라 예측하였다. 그리고 이는 사회교환에따라, 결과적으로 조직성과 및 정서적 몰입에 부정적 영향을 미치게 될 것이라 예상하였다. 한국직업능력연구원(KRIVET)의 4차년도(2011년) 인적자본기업패널(HCCP) 데이터를 활용하여 총 275개 기업 및 그에 속한 7,170명의 근로자를 대상으로 연구한 결과, 직원 이직률은 조직성과 및 정서적 몰입 모두에 부(-)의 영향을 미치는 것으로 나타났다. 그리고 조직신뢰 풍토가 이들 간 관계를 매개하였다. 하지만 경영진의HRM 철학은 이직률과 조직신뢰 풍토 간 관계를 조절하지 못하는 것으로 나타났다. 이러한 결과는 낮은 조직 성과가 반드시 이직률에 따른 인적·사회적자본의 손실로부터만 기인하는 것이 아닌, 남아있는 직원들이 만들어가는 부정적인 조직신뢰 풍토에 의해서도 영향 받을 수 있음을 보여준다. 또한, 이직률이 조직신뢰 풍토를 매개하여 직원들 개인의 정서적 몰입에 부정적 영향을 미쳤다는 것은, 직원들은 조직이라는 사회적 맥락 안에 속해있는 존재로서 풍토에 의해 필연적으로 영향 받을 수밖에 없음을 의미한다. 이처럼 본 연구는 그동안 블랙박스로 간주되었던 이직률과 조직성과 간 관계에 있어, 조직신뢰 풍토가 중요한 매개변수 중 하나로 기능할 수 있다는 것을 밝혔다는 데 의의가 있다. 한편, 본 연구의 시사점과 한계점, 그리고 향후 연구 방향에 대해서도 논하였다.

Abstract

This study synthetically investigates the mediating effect of trust climate and the moderating effect of management’s HRM philosophy regarding the influence of employee turnover rates on organizational performance. In addition, reflecting the need for multi-level research that considers social contexts such as climate, affective commitment which is an individual level variable was also investigated as another dependent variable. The core of this study is that it explained the complex relationship between these variables based on social information processing theory, interactionist perspective, social comparison theory, attribution theory, social exchange theory and perceived organizational support theory. This study predicted that a low level of trust climate will be created from high turnover rates because remaining employees raise suspicions about the organization by interacting with each other. It was also expected that this kind of trust climate will have negative impact on organizational performance and affective commitment by the logic of social exchange. As a result of studying 275 companies and their 7,170 employees, using data from the 4th year(2011)’s HCCP(Human Capital Corporate Panel) of the Korea Research Institute for Vocational Education & Training(KRIVET), it was found that the employee turnover rates had a significantly negative effect on both organizational performance and affective commitment, and the trust climate mediated these relationships. However, it was found that management’s HRM philosophy did not moderate the relationship between turnover rates and trust climate. These results show that low organizational performance is not necessarily due to the loss of human and social capital from turnover but can also be affected by a negative trust climate created by the remaining employees. In addition, the fact that turnover rates had a negative impact on the affective commitment of individual employees by mediating trust climate means that employees are inevitably affected by the climate as they belong to a social context like an organization. This study is meaningful in that it revealed that the trust climate can function as one of the important mediators in the relationship between turnover rates and organizational performance, which has been considered a black box in the meantime. Meanwhile, this study’s theoretical and practical implications, limitations, and directions for future research were also discussed.

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