본문 바로가기
KERD
논문KCI 등재

고성과자와 저성과자의 이직의도: 전반적 조직공정성 지각의 역할

Turnover Intention of High-Performers and Low-Performers: The Roles of Overall Organizational Justice Perception

권기욱
한국기업경영학회 (Korean Corporation Management Association)|2015.04|기업경영연구 (Korean Corporation Management Review)|제22권 제2호|pp. 109-129

0

조회

0

다운로드

23

인용

0

참고문헌

키워드

저성과자이직의도Turnover Intention사회교환이론Social Exchange TheoryHigh PerformersLow Performers고성과자전반적 조직공정성 지각Overall Organizational Justice Perception
주제분류경영학

초록

급변하는 경영환경 속에서 기업성과에 영향을 미치는 요인으로 인적자원관리의 중요성이 부각되고 있으며, 특히 고성과자의 확보, 유지 및 이직은 기업의 성과에 중요한 영향을 미칠 수 있는 것으로 나타나고 있다. 하지만, 기존의 개인의 성과와 이직 및 이직의도와의 관계를 살펴본 몇몇 논문들은 성과와 이직의 관계가 긍정적이라고 주장하는 한편, 몇몇 연구들은 이 관계가 부정적 또는 비선형적인 관계를 가진다고 주장한다. 이러한 개인의 성과와 이직의도 간의 관계의 복잡성과 불명확한 결과는 고성과자와 저성과자의 관리에 대한 기업들의 전략적인 대응을 어렵게 하고 있을 뿐만 아니라 성과와 이직에 관한 연구들을 이해하는데 어려움을 주고 있다. 이러한 상황에서 본 연구는 직원의 성과와 이직의 관계를 살펴보고 연구결과를 바탕으로 이론적이고 실무적 시사점을 제공하고자 한다. 이를 위하여, 본 연구는, 첫째, 고성과자와 저성과의 이직에 영향을 미치는 중요한 예측변수인 이직의도의 차이에 관하여 기존의 이직의도와 이직에 관련된 연구모델들을 바탕으로 살펴본다. 둘째, 고성과자와 저성과자의 이직의도가 전반적 조직공정성 지각에 의하여 영향을 받을 것이라는 것을 사회교환이론을 이용하여 설명하고, 셋째, 고성과자와 저성과자의 이직의도가 전반적 조직공정성에 의하여 영향을 받지만 그 영향의 정도는 고성과자에게 더 강하게 나타날 것이라는 가설을 도출한다. 가설검정은 6개 기업의 202명의 종업원들로부터 수집된 자료를 바탕으로 실증 분석을 실시하였다. 본 연구의 결과는 고성과자의 이직의도는 저성과자의 이직의도와 비교하여 낮게 나타났으며, 이들의 이직의도는 전반적 조직공정성 지각에 의하여 영향을 받는다는 것을 보여주었다. 또한, 고성과자의 경우 전반적 조직공정성이 이직의도에 미치는 영향이 저성과자와 비교하여 더 강하게 나타났다. 본 연구의 결과는 격화되는 시장경쟁에서 기업성과 향상을 위한 고성과자들의 유지관리에 관한 실무적인 시사점을 제공한다.

Abstract

In a knowledge driven economy, organizations have recognized human resources as a source of sustained competitive advantage. In particular, retaining employees significantly influences organizations’ growth and profitability. Research in human resource management and organizational behavior have paid much attention to explaining employees’ retention and turnover processes. However, there are several limitations in this stream of research. First, although employee turnover could negatively influence firm performance, studies suggest that high performers’ turnover relative to low performers’ has differing impacts on firm performance. In addition, a recent study shows that although high performers’ turnover is negatively related to firm performance, low performers’ turnover are not significantly associated with firm performance. Nevertheless, most studies on employee’s turnover have not explicitly explored if high performers are more likely to leave their firm than low performers. Second, there are, in fact, a few theoretical and empirical studies on the relationship between employee performance and turnover intention or actual turnover. However, empirical results of this relationship are not unequivocal. For example, while studies indicates the negative relationship between employee performance and turnover, other studies show no relationship or positive relationship between employee performance and turnover. Third, as studies argue, there could be a direct relationship, either positive or negative, between employee performance and turnover behavior. However, scholars also suggest that this relationship may depend on the degree to which organizations recognize and reward employee performance using human resource practices such as performance-based compensation and promotion. Empirical studies support the moderating roles of such financial incentives on the relationship between employee performance and turnover. Although these studies help understand the employee performance-turnover relationship, there is lack of studies that investigate the moderating effects of other diverse factors besides financial incentives such as salary growth or promotion on the relationship between employee performance and turnover. Thus, this study explores these limitations and questions remained unanswered on the relationship between employee performance and turnover. First, this study examines the difference of turnover intention, which is a strong predictor of employee’s turnover behavior, between high performers and low performers. This study reviews diverse theoretical aspects of employee turnover including a March and Simon(1958)’s turnover model, which is foundation of understanding why and what factors could influence employees’ turnover intention and turnover behavior. Building upon three competing theoretical perspectives, this study develops three competing hypotheses related to turnover intention between high performers and low performers. Second, this study investigates the impacts of overall organizational justice perception on turnover intention of high performers and low performers. This study applies organizational justice theory and social exchange theory to develop hypotheses that turnover intention of high performers and low performers will be negatively influenced by overall organizational justice perception. Third, considering the conditional aspect of social exchange theory, this study predicts that the impacts of overall organizational justice perception on turnover intention will be stronger for high performers than low performer. The results of this study show that high performers’ turnover intention is lower than low performers’. In addition, the results indicate that while overall organizational justice perception negatively influences the turnover intention of both high performers and low performers, the effect of overall justice perception on turnover intention is stronger for high performers than low performers. This study contributes to better understanding of the relationship between employee performance and turnover intention by addressing the critical roles of overall justice perception based on the theoretical perspective of social exchange theory. In addition, this study discusses the limitations of this study and suggests future research direction. Finally, this study provides practitioners with insights and guidelines regarding managing turnover intention and turnover behavior of high performers as well as low performers.

참고문헌 (83)

  1. 권기욱, "고성과 작업시스템이 조직몰입에 미치는 영향에 관한 다층분석- 조직공정성 지각의 매개효과", 조직과 인사관리연구, 36(2), pp.61~84 (2012), 한국인사관리학회[DOI]
  2. 김공수, "성과와 이직의도간의 관계에대한 보상체계의 영향에 관한 연구", 인사관리연구, 23(2), pp.1~32 (1999), 한국인사관리학회
  3. 문형구, "국내 조직공정성 연구의 동향과 향후 과제", 인사조직연구, 17(2), pp.229~306 (2009), 한국인사조직학회
  4. 이진규, "조직의 인력구성 다양성과 혁신성과간의 관계 및 고몰입 인적자원관리의 조절역할", 기업경영연구, 20(4), pp.21~51 (2013), 한국기업경영학회
  5. 안종태, "고성과기업의 인적자원관리에 관한 한일비교 연구", 기업경영연구, 15(2), pp.195~212 (2008), 한국기업경영학회
  6. 오인수, "직무만족, 조직몰입, 성과, 이직의도 간의 관련성: 문헌고찰 및 메타분석", 인사조직연구, 15(4), pp.43~86 (2007), 한국인사조직학회
  7. 전순영, "조직성과에 대한 인적자원관리제도화의 매개효과", 기업경영연구, 19(5), pp.193~214 (2012), 한국기업경영학회
  8. Abelson, M. A., "Optimal and Dysfucntional Turnover : Toward an Organizational Level Model", Academy of Management Review, 9(2), pp.331~341 (1984)
  9. Aiken, L. S., "Multiple Regression: Testing and Interpreting Interactions" (1991), Sage
  10. Allen, D. G., "Test of Mediated Performance-Turnover Relationship Highlighting the Moderating Roles of Visibility and Contingency", Journal of Applied Psychology, 85(5), pp.1014~1021 (2001)
  11. Ambrose, M., L., "The Role of Overall Justice Judgements in Organizational Justice Research : A Test of Mediation", Journal of Applied Psychology, 94(2), pp.491~500 (2009)
  12. Aryee, S., "Trust as a Mediator of the Relationship between Organizational Justice and Work Outcomes : Test of a Social Exchange Model", Journal of Organizational Behavior, 23(3), pp.267~285 (2002)
  13. Bae, J., "Organizational and HRM Strategies in Korean : Impact on Firm Performance in an Emerging Economy", Academy of Management Journal, 43(3), pp.502~517 (2000)
  14. Barney, J., "Firm Resources and Sustained Competitive Advantage", Journal of Management, 17(1), pp.99~120 (1991)
  15. Barney, J., "On Becoming a Strategic Partner : The Role of Human Resources in Gaining Competitive Advantage", Human Resource Management, 37(1), pp.31~46 (1998)
  16. Batt, R., "Managing Customer Services : Human Resource Practices, Quit Rates, and Sales Growth", Academy of Management Journal, 45(3), pp.587~597 (2002)
  17. Batt, R., "Human Resources Practices as Predictors of Work-Family Outcomes and Employee Turnover", Industrial Relations, 42(2), pp.189~220 (2003)
  18. Birnbaum, D., "Fitting Job Performance into Turnover Model : An Examination of the Form of the Job Performance-Turnover Relationship and a Path Model", Journal of Management, 19(1), pp.1~11 (1993)
  19. Blau, P. M., "Exchange and Power in Social Life" (1964), John Wiley & Sons, Inc
  20. Bluedorn, A. C., "A Taxonomy of Turnover", Academy of Management Review, 3(3), pp.647~651 (1978)
  21. Correlation Analysis for the Behavioral Sciences, "Applied Multiple Regression", pp.1983, Cohen, J.
  22. Cohen-Charach, Y., "The Role of Justice in Organizations : A Meta-Analysis", Organizational Behavior and Human Decision Processes, 86(2), pp.278~321 (2001)
  23. Colquitt, J. A., "On the Dimensionality of Organizational Justice : A Construct Validation of a Measure", Journal of Applied Psychology, 86(3), pp.386~400 (2001)
  24. Colquitt, J. A., "Justice at the Millennuum, a Decade Later : A Meta-Analytic Test of Social Exchange and Affect-Based Perspectives", Journal of Applied Psychology, 98(2), pp.199~236 (2013)
  25. Colquitt, J. A., "Justice at the Millennuum: A Meta-Analytic Review of 25Years of Organizational Justice Research", Journal of Applied Psychology, 86(3), pp.425~445 (2001)
  26. Colquitt, J. A., "The Handbook of Organizational Justice", pp.113~152 (2005), Lawrence Erlbaum
  27. Collins, C. J., "Knowledge Exchange and Combinations: The Role of Human Resource Practices in the Performance of High-Technology Firms", Academy of Management Journal, 49(3), pp.544~560 (2006)
  28. Combs, J., "How Much Do High-Performance Work Practices Matter? A Meta-Analysis of Their Effects on Organizational Performance", Personnel Psychology, 59(3), pp.501~528 (2006)
  29. Cropanzano, R., "Social Exchange Theory : An Interdisciplinary Review", Journal of Management, 31(6), pp.874~900 (2005)
  30. Dalton, D. R., "Functional Turnover : An Empirical Assessment", Journal of Applied Psychology, 66(6), pp.425~554 (1981)
  31. Dalton, D. R., "Turnover Turned over: An Expanded and Positive Perspective", Academy of Management Review, 4(2), pp.225~235 (1979)
  32. Dalton, D. R., "Turnover Overstated : The Functional Taxonomy", Academy of Management Review, 7(1), pp.117~123 (1982)
  33. Dreher, G. F., "The Role of Performance in the Turnover Process", Academy of Management Journal, 25(1), pp.137~147 (1982)
  34. Eisenberger, R., "Perceived Organizational Support", Journal of Applied Psychology, 71(3), pp.500~507 (1986)
  35. Gardner, T. M., "Interfirm Competition for Human Resources : Evidence from the Software Industry", Academy of Management Journal, 48(2), pp.237~256 (2005)
  36. Gouldner, A. W., "The Norm of Reciprocity : A Preliminary Statement", American Sociological Review, 25(2), pp.161~178 (1960)
  37. Greenberg, J., "Setting the Justice Agenda : Seven Unanswered Questions about"What, Why, and How", Journal of Vocational Behavior, 58(2), pp.210~219 (2001)
  38. Griffeth, R. W., "A Meta-Analysis of Antecedents and Correlates of Employee Turnover; Update, Moderator Tests, and Research Implications for the Next Millenium", Journal of Management, 26(3), pp.463~488 (2000)
  39. Guthrie, J. P., "High-Involement Work Practices, Turnover, and Productivity : Evidence from New Zealand", Academy of Management Journal, 44(1), pp.180~190 (2001)
  40. Hollenbeck, J. R., "Turnover Functionality verses Turnover Frequency: A Note on Work Attitudes and Organizational Effectiveness", Journal of Applied Psychology, 71(4), pp.606~611 (1986)
  41. Hom, P. W., "Employee Turnover" (1995), South-Western
  42. Hom, P. W., "Toward a Greater Understanding of How Dissatisfaction Drives Employee Turnover", Academy of Management Journal, 44(5), pp.975~987 (2003)
  43. Homans, G. G., "Social Behavior: Its Elementary Forms" (1974), Harcourt Brace Jovanovich
  44. Huselid, M. A., "The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance", Academy of Management Journal, 38(3), pp.635~672 (1995)
  45. Jackofsky, E. F., "Turnover and Job Performance:An Integrated Process Model", Academy of Management Review, 9(1), pp.74~83 (1984)
  46. Jackofsky, E. F., "Evidence for a Curvilinear Relationship between Job Performance and Turnover", Journal of Management, 12(1), pp.105~111 (1986)
  47. Kacmar, K. M., "Sure Everyone Can Be replaced. . . But at What Costs? Turnover as a Predictor of Unit-Level Performance", Academy of Management Journal, 49(1), pp.133~144 (2006)
  48. Keller, R. T., "The Role of Performance and Absenteeism in the Prediction of Turnover", Academy of Management Journal, 27(1), pp.176~183 (1984)
  49. Kwon, K., "High Commitment HR Practices and Top Performers : Impacts on Organizational commitment", Management International Review, 50(1), pp.57~80 (2010)
  50. Kwon, K., "The Moderating Effects of Organizational Context on the Relationship between Voluntary Turnover and Organizational Performance : Evidence from Korea", Human Resource Management, 51(1), pp.47~70 (2012)
  51. Kwon, K., "High-Performer Turnover and Firm Performance : The Moderating Role of Human Capital Investment and Firm Reputation", Journal of Organizational Behavior, 34(1), pp.129~150 (2013)
  52. Landau, J., "Clerical Employees’ Perceptions of Intraorganizational Career Opportunities", Academy of Management Journal, 29(2), pp.385~404 (1986)
  53. Lee, T. W., "Voluntary Leaving an Organization : An Empirical Investigation of Steers and Mowday’s Model of Turnover", Academy of Management Journal, 30(4), pp.721~743 (1987)
  54. Li, A., "Do East Asian Respond More", Less Strongly to Organizational Justice than North Americans? A Meta-Analysis, 2009, pp.46(5), 787~805
  55. Lind, E. A., "The Social Psychology of Procedural Justice" (1988), Plenum
  56. Lind, E. A., "Thinking Critically about Justice Judgements", Journal of Vocationary Behavior, 58(2), pp.220~226 (2001)
  57. Lind, E. A., "Advances in Organizational Justice", pp.56~88 (2001), Stanford University Press
  58. March, J. G., "Organizations" (1958), Wiley
  59. Martin, T. N., "Job Performance and Turnover", Journal of Applied Psychology, 66(1), pp.116~119 (1981)
  60. Masterson, S. S., "Integrating Justice and Social Exchange : The Differing Effects of Fair Procedures and Treatment on Work Relationships", Academy of Management Journal, 43(4), pp.738~748 (2000)
  61. McEvoy, G. M., "Do Good or Poor Performers Leave? A Meta-Analysis of the Relationship between Performance and Turnover", Academy of Management Journal, 30(4), pp.744~762 (1987)
  62. Mobley, W. H., "Some Unanswered Questions in Turnover and Withdrawl Research", Academy of Management Review, 7(1), pp.111~116 (1982)
  63. Mobley, W. H., "Review and Comceptual Analsysis of the Employee Turnover Process", Psychological Bulletin, 86(3), pp.493~522 (1979)
  64. Mobley, W. H., "An Evolution of Precursors of Hospital Employee Turnover", Journal of Applied Psychology, 63(4), pp.543~565 (1978)
  65. Mossholder, K. W., "Job Performance and Turnover Decisions : Two Field Studies", Journal of Management, 14(3), pp.403~414 (1988)
  66. Porter, L. W., "Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians", Journal of Applied Psychology, 59(5), pp.603~609 (1974)
  67. Porter, L. W., "Organizational Work, and Personal Factors in Employee Turnover and Absenteeism", Psychological Bulletin, 80(2), pp.151~176 (1973)
  68. Price, J. L., "The Study of Turnover" (1977), Iowa State University Press
  69. Price, J. L., "A Causal Model of Turnover for Nurses", Academy of Management Journal, 24(3), pp.543~565 (1981)
  70. Salamin, A., "In Search of the Elusive U-Shaped Performance-Turnover Relationship: Are High Performing Swiss Bankers More Liable to Quit?", Journal of Applied Psychology, 90(6), pp.1204~1216 (2005)
  71. Schwab, D. P., "Contextual Variables in Employee Performance-Turnover Relationships", Academy of Management Journal, 34(4), pp.966~975 (1991)
  72. Shaw, J. D., "Employee-Organization Exchange Relationships, HRM Practices, and Quit Rates of Good and Poor Performers", Academy of Management Journal, 52(5), pp.1016~1033 (2009)
  73. Shaw, J. D., "Turnover, Social Capital Losses, and Performance", Academy of Management Journal, 48(4), pp.594~606 (2005)
  74. Shaw, J. D., "Alternative Conceptualizations of the Relationship between Voluntary Turnover and Organizational Performance", Academy of Management Journal, 48(1), pp.50~68 (2005)
  75. Staw, B. M., "The Consequence of Turnover", Journal of Occupational Behavior, 1(4), pp.253~273 (1980)
  76. Steers, R. M., "Research in Organizational Behavior , vol. 3", pp.235~281 (1981), JAI Press
  77. Stumpf, S. A., "Predicting Voluntary and Involuntary Turnover Using Absenteeism and Performance Indices", Academy of Management Journal, 24(1), pp.148~163 (1981)
  78. Tett, R. P., "Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover : Path Analyses Based on Meta-Analytic Findings", Personnel Psychology, 46(2), pp.259~293 (1993)
  79. Trevor, C O., "Voluntary Turnover and Job Performance : Curvilinearity and the Moderating Influences of Salary Growth and Promotions", Journal of Applied Psychology, 82(1), pp.44~61 (1997)
  80. Voigt, E., "High and Low Performers’ Intention to Leave: Examining the Relationship with Motivation and Commitment", International Journal of Human Resource Management (2014)[DOI]
  81. Williams, C. R., "Another Look at the Relationship between Performance and Voluntary Turnover", Academy of Management Journal, 37(2), pp.269~298 (1994)
  82. Wright, P. M., "Human resources and sustained competitive advantage: A Resource-Based Perspective", International Journal of Human Resource Management, 5(2), pp.301~326 (1994)
  83. Wernerfelt, B., "A Resource-Based View of the Firm", Strategic Management Journal, 5(2), pp.171~180 (1984)

관련 논문AI추천

환경전문기업 구성원의 조직공정성 인식이 이직의도에 미치는 영향 -직무만족 매개효과 중심으로-김선구산업경영연구소 · 산업과 경영2022 · 제35권 제2호지각된 과잉자격이 이직의도에 미치는 영향: 조직지원인식과 분배공정성 및 조절초점 성향의 상호작용을 중심으로김미소, 유태용한국산업및조직심리학회 · 한국심리학회지: 산업 및 조직2020 · 제33권 제3호직원 이직률과 기업성과의 관계: 고성과자와 비고성과자의 이직률을 고려한 탐색적 연구권기욱한국노동연구원 · 노동정책연구2016 · 제16권 제1호TMT-종업원 임금격차와 이직 및 이직의도: 공정성 풍토 및 지각의 조절효과를 중심으로김재엽, 이성민, 최장호한국전략경영학회 · 전략경영연구2018 · 제21권 제1호조직요인과 이직의도와의 관계에 관한 탐색적 연구 - 조직공정성, 조직지원인식, 상사-부하교환관계를 중심으로 -조상미, 최미선한국인적자원관리학회 · 인적자원관리연구2010 · 제17권 제2호조직공정성과 이직의도의 관계에 관한 통합적 문헌고찰: 국내 양적 연구를 중심으로김우철, 김한나, 박소은, 박지원, 전혜지HRD정책연구소 · 휴먼웨어연구2025 · 제8권 제1호

이 간행물의 다른 논문 (8건)

일-가정 갈등 및 향상 요인의 효과성과 긍정심리자본의 조절 역할박상언, 이혜진pp. 1-22관계특유투자 및 관계자본이 관계학습 및 만족, 장기지향성에 미치는 영향: 대기업과 중소기업 간의 관계를 중심으로이명성, 이성호pp. 23-42시장성과가 경영자교체에 미치는 영향신범철, 신지숙, 이해영pp. 43-63혼합 전략(Hybrid Strategy)은 효과적인가?임성준, 박종경pp. 65-86직무요구 및 직무통제가 일-가정 갈등, 직무탈진 및 이직의도에 미치는 영향심덕섭, 양동민pp. 87-108
원문 보기