다양성 특성(Diversity Characteristics)은 어떠한 경로로 이직의도에 영향을 미치는가? - 소속감 및 다양성 조직풍토 인식의 매개 및 조절효과를 중심으로 -
Effects of Diversity on Employees’ Perceptions and Turnover Intention - Focusing on Mediating and Moderating Effects of the Climate for Diversity and Inclusion -
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본 연구는 동질성이 강조된 한국 사회·문화 맥락과 독특한 산업적 관행에 의한 다양성 특성이 이직의도에 어떠한 영향 경로가 있는지 다양성 조직풍토 인식과 소속감 인식의 매개 및 조절효과를 중심으로 구조방정식 모형을 활용하여 검증하였다. 한국의 사회문화적 맥락에서 성별·결혼상태, 세대 및 학력을, 첨단기술산업 분야 인수합병기업의 독특성으로 근무지역, 근무부서 및 근속을 주요 다양성 특성으로 보았다. 연구결과, 첫째, 다양성 특성 중 성별·결혼상태, 세대, 근무부서, 근무지역이 임직원들의 소속감과 다양성 조직풍토 인식에 유의미한 영향을 미쳤다. 둘째, 이직의도와 직접적 영향이 없던 다양성 특성 중 성별·결혼상태에서 다양성 조직풍토 및 높은 소속감 인식을 모두 매개하여 이직의도가 낮았고, 세대에서 소속감 인식을 매개하여 이직의도가 낮아지는 간접경로가 발견되었다. 더불어, 이직의도와 직접 효과가 없던 근무지역과 근무부서에서도 두 인식을 매개하여 이직의도가 낮아졌다. 셋째, 다양성 조직풍토 인식과 소속감 인식에서 조절효과가 나타나 긍정적인 다양성 조직풍토 인식에서 소속감 인식은 더 가파르게 이직의도를 낮추었다. 본 연구를 통해 한국 사회문화적 맥락 및 독특한 조직 배경에서의 소속감 및 다양성 조직풍토 인식에 중요한 다양성 특성을 규명하였고, 그 다양성 특성에 적합한 맞춤형 다양성 관리제도가 시급히 마련되어야 함은 물론, 특정 소수집단에 초점화된 다양성 관리를 넘어 모든 조직구성원의 여러 다양성이 가치 있게 포용 되는 다양성 조직문화적 접근이 매우 중요함을 제시하였다.
Abstract
This study investigates how the workforce diversity characteristics in the Korean social and cultural context and unique industrial background affect the perception of inclusion and diversity climate, as well as the turnover intention using a structural equation model. The research results are as follows. First, among diversity characteristics, gender marital status , age, working area and department had a significant effect on the perception of inclusion and diversity climate. Second, among the diversity characteristics that did not have a direct effect on turnover intention, there was a path that lowered turnover intention by mediating the climate for diversity and inclusion in married men than married women. An indirect path was found for those in their 20s, who had a high turnover intention, to mediate inclusion and lower the intention to turnover. In addition, working area and department lowered turnover intention by mediating the two perceptions, where there was no direct effect. Third, the perception of climate for diversity has the effect of controlling the perception of inclusion, and in the high perception of climate for diversity, inclusion steeply lowered the turnover intention. It is urgently necessary to prepare an effective diversity management system in accordance with the characteristics of diversity identified in the Korean cultural context and unique organizational background. It was suggested that a cultural approach for all members is important beyond the focused diversity management of a specific minority group.
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