초록 열기/닫기 버튼
본 연구는 직무배태성이 이직의도에 미치는 영향에 대해 고용형태별로 어떠한 차이가 있는지를 살펴보았다. 직무배태성(job embeddedness)이란 개인을 직장에 머무르게 하는 통합된 영향력으로 직무몰입이나 조직몰입과 유사한 측면이 있지만 하위 측면을 구분하여, 직무외적인 측면까지 고려하는 것으로 기존의 이직의도를 예측하는 변인과는 차이가 있다. 직무배태성의 두 가지 측면(직무내 배태성, 직무외 배태성)은 세 가지(적합성, 연계성, 희생)의 독립된 하위요소로 구성된다. 직무내 배태성(on-the-job embeddedness)은 개인이 수행하는 직무 및 조직과 잘 맞는지(fit), 긴밀하게 연결되어 있는지(link), 이탈했을 때 기회비용은 어느 정도인지(sacrifice)를 측정한다. 직무외 배태성(off-the-job embeddedness) 은 내가 살고 있는 지역 및 커뮤니티와 잘 맞는지, 네트워크가 긴밀한지, 이탈시 기회비용은 어떠한지를 측정한다. 고용형태는 직접고용 비정규직, 간접고용 비정규직으로 구분하여 정규직과의 상이함을 확인하였다. 연구결과 직무내 배태성은 이직의도를 낮추었으며, 직무외 배태성은 이직의도를 높이는 결과를 보여주었다. 하위요소 별로는 직무 및 조직과 잘 맞고, 기회비용이 클수록 이직의도가 감소하는 반면 지역및 커뮤니티가 잘 맞으면 이직의도는 높아졌다. 고용형태를 고려한 결과는 정규직에 비해 비정규직의이직의도가 낮게 확인되었다. 이는 비정규직의 직무태도가 나쁠 것이라던 기존연구 결과와는 차이가 있었다. 또한 직무배태성을 높이더라도 비정규직이 정규직에 비해 이직의도가 낮아지지 않는 것을 확인하였다. 이는 비정규직에게는 직무배태성 보다 우선하는 무언가가 있다는 의미로 해석할 수 있었다. 특히 직접고용 비정규직보다 간접고용 비정규직에서 이러한 현상은 더욱 크게 확인되었다.
This study aims to figure out how to hold talented employees in the organization. Turnover prevention, specifically reducing voluntary turnover caused by workplace complaints, is one of the major retention strategies of company. This study focus on the reason to stay at their jobs by arranging job-embeddedness. Job-embeddedness is defined as comprehensive and extensive network (influence) that affects employees in their current job and organization. Job-embeddedness consists of two aspects (on-the-job-embeddedness and off-the- job-embeddedness) and three sub-elements (link, fit, sacrifice). Regarding the previous studies about the relationship between jobembeddedness and turnover intention, on-the-job-embeddedness is confirmed consistently to reduce turnover intention. However, the off-the-job-embeddedness has failed to draw consistent conclusion and so it was excluded from previous study. In this study, we test empirically the relationship between job-embeddedness and turnover intention, and are going to confirm that effective job-embeddedness management lowers turnover intention. Moreover, the type of employment is considered as a moderator between the relationship. The empirical results are as follows. First, on-the-job-embeddedness plays a significant role in predicting turnover intention. The higher on-the-job-embeddedness leads to lower turnover intention. There are, however, some different results by sub-elements. There is a significant negative relationship between turnover intention and on-the ‘fit’ of job-embeddedness. And also on-the ‘sacrifice’ job-embeddedness shows a highly negative relationship with turnover intention. However, there was no significant relationship between the ‘link’ of job-embeddedness and turnover intention. In the case of the ‘fit’ of off-the job-embeddedness, it shows positive relationship with turnover intention. This is a sharp contrast to the hypotheses set by the researcher. The ‘link’ was not extracted as a valid factor in the factor analysis process and thus could not be verified. The relationship between ‘sacrifice’ of off-the-job-embeddedness and turnover was negative but not statistically significant. Second, regarding the employment type difference, nonstandard workers with either direct and indirect employment contracts had lower turnover intention than regular workers. This is opposite result from the common view that nonstandard workers do not maintain good workplace attitudes than regular workers. Third, the interaction term shows statistically significant alleviating effect on the ‘fit’ of on-the-job-embeddedness to nonstandard workers with both direct and indirect employment contract. On the other hands, the interaction term shows statistically significant exacerbating effect on the ‘fit’ of off-the job-embeddedness to nonstandard workers with indirect employment contract. In other words, the HRM system for enhancing the ‘fit’ of on-the-job-embeddedness has less direct turnover intention effect for nonstandard workers with either direct and indirect employment contracts. In other words, nonstandard workers count employment stability more important than regular workers. Implications from this study are as follows. First, this study enhances the importance in turnover prevention management and the necessity of managing job-embeddedness. In particular, with sub categories to employment types, differences were found in the turnover intention by employment types. Second, based on the empirical results with sub category on employment type, turnover intention was verified by different employment types of nonstandard workers. This suggests a need to revise the common perception that the job attitude of nonstandard worker will be less positive than that of regular workers. Now, we need to use different approach to job retention management by employment type. Third, we examined the moderating effect of employment type on the relationship between job-embeddedness and turnover intention. Even if the same measures are taken to increase the employee's job-embeddedness, nonstandard works show lower turnover intention than regular workers. This suggests that job-embeddedness reduces the turnover intention in both regular and nonstandard workers. Also there is difference regarding the moderating effect of job-embeddedness and turnover intention. This means, it is necessary to consider different approach in managing employees by employment contract types.
키워드열기/닫기 버튼
job-embeddedness, turnover intention, employment types, nonstandard worker, direct employment contract, indirect employment contract
