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직장 근로자의 직무스트레스가 이직의도, 직무만족, 직무성과에 미치는 영향 분석

Analysis of the Impact of Job Stress on Employees' Turnover Intention, Job Satisfaction, and Job Performance

임혜원
한국지식정보기술학회 (Korea Knowledge Information Technology Society)|2023.10|한국지식정보기술학회 논문지 (Journal of Knowledge Information Technology and Systems)|제18권 제5호|pp. 1301-1315|DOI 10.34163/jkits.2023.18.5.026

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키워드

Job satisfactionJob stressTurnover intentionEmployeeand Organizational performance
주제분류학제간연구

초록

글로벌 경제의 불확실성, 코로나-19 대유행과 같은 긴급 상황으로 인한 업무 변화, 원격 근무 확대 등은 직무스트레스와 이직의도, 직무만족, 직무성과에 미치는 영향을 더욱 중요하게 만들고 있다. 전세계적인 트렌드를 반영하여 본 연구는 직장 근로자의 직무스트레스가 이직의도, 직무만족, 직무성과에 미치는 영향을 다각도로 분석하고 이들 간의 상호작용을 조사하였다. 이를 위해 만 20세 이상의 276명의 직장 근로자를 대상으로 설문을 실시하였고, 수집된 자료는 SPSS 26.0과 Amos 23.0 통계패키지를 활용하였고, 분석방법은 다음과 같다. 첫째, 표본의 인구통계학적 특성을 알아보기 위해 빈도분석을 실시하였다. 둘째, 탐색적 요인분석을 실시하여 측정도구의 타당도를 검증하였다. 셋째, 주요 변수의 왜도와 첨도를 확인하여 정규 분포성을 검토하였고, 주요 변수 간의 상관관계를 도출하였다. 넷째, 확인적 요인분석을 실시하여 측정모형의 요인 부하량, 평균분산추출, 개념 신뢰도를 도출하였다. 다섯째, 구조방정식모형을 활용하여 연구모형의 직접효과를 확인하였고 모수 추정 방법으로는 최대우도법을 적용하였다. 본 연구의 주요결과에 따르면 직무 스트레스는 이직의도에는 정(+)의 영향을 미치고 직무만족에는 부(-)의 영향을 미치는 것으로 나타났다. 즉 직무 스트레스가 높을수록 이직의도가 높아지고 직무만족은 낮아지며 영향력의 크기는 직무만족이 이직의도에 비해 높은 것으로 확인되었다. 반면 직무 스트레스와 직무성과 간의 상관관계는 유의하지 않은 것으로 나타났다. 본 연구가 조직의 리더와 관리자에게 직무스트레스 관리와 조직 안정성을 강화하기 위한 유용한 정보제공에 도움이 될 수 있기를 기대한다.

Abstract

Uncertainty in the global economy, changes in work due to emergency situations such as the COVID-19 pandemic, and expansion of remote work are making the impact of job stress, turnover intention, job satisfaction, and job performance more important. Reflecting global trends, this study analyzed the impact of job stress on employees' turnover intention, job satisfaction, and job performance from various angles and investigated the interactions between them. For this purpose, a survey was conducted on 276 workers over the age of 20. SPSS 26.0 and Amos 23.0 statistical packages were used for the collected data, and the analysis method was as follows. First, frequency analysis was conducted to determine the demographic characteristics of the sample. Second, exploratory factor analysis was conducted to verify the validity of the measurement tool. Third, normal distribution was examined by checking the skewness and kurtosis of key variables, and correlations between key variables were derived. Fourth, confirmatory factor analysis was conducted to derive the factor loadings, mean variance extraction, and concept reliability of the measurement model. Fifth, the direct effect of the research model was confirmed using structural equation modeling, and the maximum likelihood method was applied as a parameter estimation method. According to the main results of this study, job stress was found to have a positive(+) effect on turnover intention and a negative(-) effect on job satisfaction. Specifically, it was confirmed that the higher the job stress, the higher the turnover intention and the lower the job satisfaction, and the magnitude of influence was higher for job satisfaction than for turnover intention. On the other hand, the correlation between job stress and job performance was found to be not significant. We hoped that this study will be helpful in providing useful information to organizational leaders and managers to manage job stress and strengthen organizational stability.

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