도전적·방해적 직무 스트레스 요인이 일 의미감을 통해 이직 의도에 미치는 영향: 프로티언 경력지향성의 조절효과
The Effect of Challenge-Hindrance Job Stressor on Turnover Intention through Meaning at Work: The Moderating Role of Protean Career Orientation
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초록
본 연구의 목적은 도전적, 방해적 직무 스트레스 요인이 조직구성원의 이직 의도에 미치는 상이한 영향을 검증하고 조절된 매개모형을 통해 그 심리적 기제인 일 의미감과 조절변수로서의 프로티언 경력지향성의 역할을 탐구하는 것이다. 특히, 도전적 직무 스트레스 요인이 구성원의 일 의미감 향상에 기여할 수 있으며, 구성원의 개인적 특성인 프로티언 경력지향성이 이러한 도전적 직무 스트레스 요인의 긍정적 영향을 강화할 수 있음을 밝히고자 하였다. 이를 위해 국내 직장인 275명을 대상으로 2개월의 시차를 두고 설문 조사를 두 번 실시하여 자료를 분석하였다. 그 결과 도전적, 방해적 직무 스트레스 요인이 일 의미감에 미치는 차별적 영향이 유의하였으며, 각 요인과 이직 의도 간 관계에 대한 일 의미감의 매개효과가 확인되었다. 또한 프로티언 경력지향성이 높을 때 도전적 직무 스트레스 요인과 일 의미감 간의 정적 관계가 더 강하게 나타났으며, 도전적 직무 스트레스 요인이 일 의미감 촉진을 통해 이직 의도를 낮추는 부적 간접효과가 강화되었다. 위의 연구 결과를 토대로 이론적, 실무적 함의를 제시하고 연구의 한계 및 후속 연구 방향을 제안하였다.
Abstract
This study aims to examine the differential effects of challenge versus hindrance job stressors on turnover intentions and to explore the psychological mechanisms underpinning these relationships. Specifically, it proposes that challenge job stressors enhance employees’ perceptions of meaning at work, and that protean career orientation, as an individual characteristic, strengthens this positive effect. To test these propositions, we conducted a two-wave survey over a two-month interval with 275 working adults in Korea. The results demonstrated significant disparate effects of challenge versus hindrance job stressors on meaning at work. Additionally, the mediating role of meaning at work in the relationship between each type of stressor and turnover intention was significant. Moreover, protean career orientation moderated the positive relationship between challenge job stressors and meaning at work, as well as the negative indirect effect of challenge stressors on turnover intention through meaning at work. This study contributes theoretically to the literature on job stress and protean career orientation by elucidating the processes and boundary conditions that explain the influences of job stressors on turnover intention. It also offers important practical implications by highlighting the significance of considering employees’ protean career orientation in stress and turnover management.
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