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종업원들의 이직의도를 줄이는 방법: 기업의 사회적 책임 만족도의 조절 효과

How to Reduce Turnover Intention: The Moderating Effect of CSR Satisfaction

김상철|김성진
한국상품학회 (Korean Academy Of Commodity Science & Technology)|2022.10|상품학연구 (Journal of Product Research)|제40권 제5호|pp. 73-80|DOI 10.36345/kacst.2022.40.5.010

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참고문헌

키워드

종업원직무만족도job satisfactionmoderating effect역할 갈등role conflict이직의도turnover intention조절 효과employee기업의 사회적 책임 만족도corporate social responsibility satisfaction
주제분류경영학

초록

코로나 팬데믹으로 인해 기업들이 시행한 재택 근무와 같은 새로운 근무 방식을 경험한 종업원들은 코로나가 종식되어 가면서 사무실 중심의 근무로 바뀌기 시작하자 이직의도가 높아지고 있다. 이렇게 높아진 이직의도가 현실화될 경우 기존 종업원들의 이직으로 인한 새로운 직원 고용, 교육과 훈련 등으로 인한 비용 증가와 신규 직원 증가로 인한 업무 미숙 등으로 인한 매출 감소 등 기업들의 어려움을 보다 가중시킬 것으로 예상된다. 본 연구의 목적은 크게 두 가지로 구성된다. 첫 번째는 기존 여러 연구에서 확인된 역할 갈등, 직무 만족도, 그리고 이직의도 사이의 관계를 검증하는 것이다. 이직의도에 영향을 미치는 주요한 변수를 확인함으로써 이직의도를 감소시킬 수 있는 방법을 모색해 보고자 한다. 두 번째 목적은 기업의 사회적 책임 만족도의 조절 효과를 확인하는 것이다. 기존 연구에서 기업의 사회적 책임은 종업원과의 관계 관리를 위한 주요한 선행 변수로 직접적인 효과를 검증하는데 초점을 맞춰왔다. 하지만 본 연구를 통해 기업의 사회적 책임의 조절 효과를 확인할 수 있다면 기업의 사회적 책임 활동의 중요성과 필요성을 확장시키는데 도움이 될 것이다. 본 연구에서 설정한 가설 검증을 위해 종업원들을 대상으로 설문조사를 실시하고, 수집된 자료를 분석하였다. 그 결과 역할 갈등, 직무 만족도, 그리고 이직의도로 이어지는 관계는 확인되었으나 역할 갈등은 이직의도에 직접적인 영향을 미치지 않는 것으로 나타났다. 그리고 기업의 사회적 책임 만족도가 주요 변수들 사이에서 조절 변수 역할을 하는지 확인한 결과, 역할 갈등과 직무 만족도, 그리고 직무 만족도와 이직의도 사이에서 조절 변수 역할을 하고 있음을 확인할 수 있었다.

Abstract

During the COVID-19 pandemic, companies had to change workplaces from offices to homes. Employees who experience teleworking, want to turn over to the other companies where maintain teleworking. The cost of hiring, educating, and training new employees will be higher and the sales is getting lower because of new employees’ work immature. Then the crisis of companies’ surviving and growing will be higher. This research has two purposes. One purpose is to check out the relations among role conflict, job satisfaction, and turnover intention. By the confirmation of these relations, it intends to find how to reduce employees’ turnover intention. The other one is to check out the moderating effect of corporate social responsibility satisfaction of employee. In the previous researches, corporate social responsibility is used as the antecedent variable of many employee relation-related variables. It will be helpful to extend the important and the necessary of corporate social responsibility in managing the relations with employees if the moderating effect of corporate social responsibility is confirmed. To verify the hypotheses, field survey is conducted to employees and the collected data is analyzed. According to the result of analysis, role conflict has an influence to job satisfaction, but role conflict has no influence to turnover intention. Job satisfaction is an antecedent variable of turnover intention. The moderating effect of corporate social responsibility satisfaction of employees between role conflict is significant. It also confirmed employees’ corporate social responsibility satisfaction plays moderating role between job satisfaction and turnover intention.

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