지원적 인적자원관리에 대한 구성원의 인식이 정서적 몰입, 직무만족, 이직의도에 미치는 영향
The Effects of Perception of Supportive Human Resource Practices on Affective Commitment, Job Satisfaction and Turnover Intention
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초록
본 연구의 목적은 조직구성원이 이직의도를 갖게 되는 과정에서 보상의 공정성이나 의사결정참여와 같은 지원적 인적자원관리에 대한 조직구성원의 인식이 어떤 역할을 하는가를 검증해 보는 것이다. 이를 위해 분배공정성과 의사결정참여와 같은 지원적 인적자원관리의 인식이 조직지원인식에 영향을 미치고, 조직지원인식이 정서적 몰입과 직무만족에 영향을 미치며, 다시 정서적 몰입과 직무만족이 이직의도에 영향을 미칠 것으로 연구모델을 제안하고, 구조방정식 모델을 이용하여 검증하였다. 293명의 포항지역 철강산업단지 내 기업 근무자들을 대상으로 설문방법에 의해 자료를 모아 분석한 결과에 따르면, 분배공정성과 의사결정 참여가 조직지원인식에 정(+)의 영향을 미치고, 조직지원인식이 정서적 몰입과 직무만족에 정(+)의 영향을 미치며, 정서적 몰입은 이직의도에 부(-)의 영향을 미치는 것으로 나타났다.
Abstract
The purpose of this paper is to identify how perception of supportive human resource practices affect affective commitment, job satisfaction, and turnover intention. Data were collected from the sample of 293 employees in 17 companies in Pohang iron and steel industrial complex. A self-administered written questionnaire was used to collect individual-level data such as distributive justice, participation in decision making, perceived organizational support, affective commitment, job satisfaction,turnover intention. A structural equation modeling was examined to test theoretical model via path analysis. Analyses were conducted using SPSS 10 and AMOS 4. It was found that a positive and significant relationship between supportive human resource practices such as distributive justice and participation in decision making and perceived organizational support. And It was also found that perceived organizational support positively affects employee attitudes such as affective commitment and job satisfaction, and affective commitment negatively affects turnover intention. These results mean that perception of supportive human resource practices can reduce employee's turnover intention.
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