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조직 및 직무 배태성의 영향 요인과 이직의도

The Influence Factors on Organization․Job Embeddedness and Turnover Intention

김찬중|신승인
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2020.12|인적자원관리연구 (Journal of Human Resource Management Research)|제27권 제5호|pp. 87-121|DOI http://dx.doi.org/10.14396/jhrmr.2020.27.5.87

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키워드

신뢰이직의도turnover intentiontrust직무배태성pay for performancecareer orientation경력지향성조직배태성성과-보상 연계성organizationㆍjob embeddedness
주제분류경영학

초록

최근 들어 급격한 경영 환경의 변화는 더 이상 하나의 조직에 얽매이지 않고 경력을 확대시키기 위한 직장 이동을 증가시키는 추세이다. 이러한 흐름에서 배태성은 이직 관련 변수들의 한계점에 기반을 두고 제시된 개념이다. 인사조직 분야에서 배태성 연구들은 꾸준히 진행되어 왔으며, 구성 타당성이나 개념적인 정립에 대한 새로운 의견들이 제시되고 있다. 이에 본 연구는 배태된다는 개념의 바탕에 대한 이론 및 실증적 확인을 위해 조직과 직무 두 가지 차원에 주목하였다. 또한 상당 부분 한정적으로 이루어진 배태성의 선행 요인으로 신뢰와 성과-보상 연계성 및 경력지향성의 차별적 영향 관계에 관심을 두었다. 그러한 이 후 이직의도로 연결되는 선상에서 조직 및 직무배태성의 프로세스 역할을 살펴보고자 한다. 본 연구의 이론 정립을 위한 배경은 사회적으로 여러 요인들이 교환되는 개념을 제시하는 사회교환이론에 기초하여 이루어진다. 또한 국내에서 다소 생소한 조직배태성 측정 도구를 도입하여 타당성과 신뢰성을 검증하고자 하였다. 더 나아가 실증 분석을 위해 직장인들을 대상으로 3주의 시차를 둔 설문 조사를 진행하여 241개의 분석 자료를 활용하였다. 결과에 따르면 신뢰 및 성과-보상 연계성, 경력지향성은 조직 및 직무배태성과 긍정적인 관계로 나타났다. 더 나아가 선행 요인들과 이직의도에 각각의 배태성이 보여주는 매개효과 역시 유효한 것으로 확인되었다. 이러한 분석 과정에서 조직 및 직무배태성 두 가지 요소의 차별적 프로세스와 영향력을 비교하면서 진행하였다. 그리하여 본 연구에서는 검증된 영향 관계의 고찰과 이론 및 실무적 시사점 그리고 향후 과제를 서술하여 논의하고자 한다.

Abstract

Recently, due to drastic changes of management environment, it tends to be no longer bound by one organization and increase job mobility for expanding the career. In this stream, embeddedness is a proposed concept on the basis of limitations of turnover-related variables. In the field of personnel organization, researches on embeddedness have been constantly conducting, and new opinions on the construct validity or theoretical conceptualization are being proposed. Thus, this study paid attention to two dimensions(i.e., an organization and job) for a theoretical and empirical verification for the foundation of the concept of ‘be embedded(embeddedness)’. Also, we focused on the differential influence relationship of trust, pay for performance and career orientation as antecedent factors of embeddedness which have been largely limited. After that, we will explore the role of the process of organization・job embeddedness in the relationships among antecedent factors and turnover intention. The background for theory establishment of this study is based on social exchange theory, which presents the concept of several factors being exchanged socially. Also, this study tried to verify the validity and reliability by introducing measurement tools for organization embeddedness which were somewhat unfamiliar in korea. Furthermore, for an empirical analysis, we surveyed office workers with a time lag of 3 weeks and utilized 241 survey data. The results showed that trust, pay for performance and career orientation were positively related to organization・job embeddedness. Furthermore, we confirmed that organization・job embeddedness respectively had the mediation effect on the relationship among antecedent factors and turnover intention. In the process of this analysis, this study compared the differential processes and influences of two factors(i.e., organization・job embeddedness). Therefore, this study will discuss considerations of the verified influence relationship, theoretical・practical Implications, and future tasks.

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