의사결정참여 및 고용불안정성이 이직의도에 미치는 영향 : 조직후원인식과 조직몰입의 역할을 중심으로
The Role of Decision Participation and Job Insecurity in the Employee Turnover Processes: Focuses on POS and Organization Commitment
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초록
본 연구의 목적은 의사결정참여 및 고용불안정성이 조직후원인식에 미치는 영향과 의사결정참여와 고용불안정성이 조직후원인식 및 조직몰입을 통하여 이직으로 이어지는 과정을 연구하는 것이었다.본 연구의 결과는 의사결정참여 및 고용불안정성은 조직후원인식의 형성에 중요한 영향을 미칠 뿐만 아니라, 조직후원인식과 조직몰입을 통하여 이직의도에 많은 영향을 미치는 것으로 나타났다. 사후분석은 의사결정참여 및 고용불안정성이 이직의도에 조직후원인식 및 조직몰입을 통하여 간접적인 영향을 미치는 것으로 나타났다. 이상의 결과는 조직후원인식에 영향을 미치는 선행변수의 폭을 넓혀 준다는 점에서 이론적 기여를 찾아 볼 수 있으며, 조직 내 정책 및 제도가 종업원의 태도를 통하여 이직으로 이어지는 과정을 검증하는 종합모델이라는 점에서 커다란 의의를 찾아 볼 수 있다. 토론을 통하여 본 연구의 의미 및 제약점에 대하여 심도 깊은 논의를 제공하였다.
Abstract
The purpose of this study was to investigate the impact of decision participation and job insecurity on turnover intention through perceived organizational support (POS) and organizational commitment. Results showed that decision participation and job insecurity were found to have significant influences on POS which had significant impact on organizational commitment. Post-hoc analysis showed that decision participation and job insecurity had indirect influences on turnover intention through POS and organizational commitment. These results contributed to the extension of POS antecedents. Through a discussion section, in depth discussions on limitations and future directions were provided.
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