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팀후원인식과 조직후원인식이 팀교체의도 및 이직의도에 미치는 영향에 관한 연구

A Study on the Effect of Perceived Team Support & Perceived Organizational Support on Team Change Intention & Turnover Intention

강영걸|박노율
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2007.06|인적자원관리연구 (Journal of Human Resource Management Research)|제14권 제2호|pp. 39-60

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참고문헌

키워드

turnover intention이직 의도조직후원인식perceived organizational supportsupervisor supportjob insecurity팀교체의도직업불안정성task autonomy팀후원인식상사후원과업자율성perceived team supportteam change intention
주제분류경영학

초록

본 연구의 목적은 팀후원인식의 선행변수(상사후원, 과업자율성)의 발굴과, 후원인식의 상이한 근원이 태도적 성과인 팀교체의도, 이직의도에 미치는 영향을 사회적 교환이론과 상호성 규범 측면에서 알아보는 데 있다. 연구결과는 상사후원과 과업자율성은 팀후원인식과 조직후원인식에 각각 유의한 영향을 미치는 것으로 나타났으며, 직업불안정성은 조직후원인식에 유의한 영향을 미치지 않았으나 이직의도에는 강하고 직접적으로 유의한 영향을 미쳤다. 팀후원인식은 조직후원인식에 유의한 영향을 미쳤으며 또한 팀후원인식은 팀교체의도에 유의한 영향을 미치는 반면에 조직후원인식은 이직의도에 유의한 영향을 미치는 것으로 나타났으며, 팀교체의도는 이직의도에 유의한 영향을 미치는 것으로 나타났다. 토론 및 결론 부분에서 이 연구의 결과가 줄 수 있는 이론적, 실무적 시사점에 대한 논의와 연구의 제한점과 미래의 연구방향을 제시하였다.

Abstract

The purpose of this study is to understand the critical role of employees' support perceptions such as POS (perceived organizational support) and PTS (perceived team support) in their work environment. Since there may exist a variety of causes and outcomes relevant to these perceived support variables, this study seeks to examines the relationship of two support variables with three antecedent variables (supervisor support, task autonomy, job insecurity) and two consequence variables (turnover intention, team change intention). This study shows that the proposed model is reasonably fit to the actual data. Empirical results reveal that supervisor support and task autonomy are significantly related to PTS and POS while job insecurity is not significantly related to POS, but job insecurity has a significant influence on turnover intention. As expected, POS and PTS have a significantly negative effect on turnover intention and team change intention, respectively. Finally it appears that team change intention is significantly related to turnover intention. KeyWords:perceived team support, perceived organizational support, supervisor support, task autonomy, job insecurity, team change intention, turnover intention

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