본 연구는 사회적기업 비정규직 근로자의 이직의도에 미치는 영향요인을 규명함으로써 이직행동을 예방하고 근속유지를 증진시켜 사회적기업이 사회적 미션을 달성하면서 조직의 지속가능성을 증진할 수 있는 방안을 제시하는데 그 목적이 있다. 연구대상은 전국 69개 사회적기업에 근무하는 609명의 근로자를 대상으로 이직의도에 영향을 미치는 개인 및 조직요인을 이항로짓 회귀분석(binomial logistic regression analysis)을 사용하여 분석하였다. 연구결과, 사회적기업 근로자의 이직의도에 영향을 미치는 요인으로 임금, 직무자율성, 직무불안정성, 그리고 직장문화로 나타났다. 구체적으로는 임금이 높을수록, 직무자율성이 높을수록, 직무불안정성이 낮을수록 그리고 직장문화를 긍정적으로 인식할수록 이직의도가 낮게 나타났다. 사회적기업 근로자를 대상으로 한 실증적인 분석결과를 바탕으로 사회적기업의 지속가능한 발전을 위한 조직관리 방안 및 정책적 함의를 제시하였다.

This study is to examine the factors influencing on turnover intention among workers at social enterprises which provide social services or jobs for the underprivileged class. The sample of this study was 609 employees from 69 social enterprises nationwide collected as a survey data on social enterprise employees' working conditions in 2009. As a statistical method, logistic regression analysis was employed to test the factors influencing the intent to leave. The results showed that the factors influencing the turnover intention are salary, job autonomy, job insecurity and organizational culture. The variables of salary, job autonomy and organizational culture had negative effects on turnover intention, while the job insecurity had a positive effect on turnover intention. Based on these empirical findings, the study has discussed some managerial implications for achieving a lower turnover level of social enterprises non-regular workers and policy implications for Korean social enterprises' sustainability.

This study is to examine the factors influencing on turnover intention among workers at social enterprises which provide social services or jobs for the underprivileged class. The sample of this study was 609 employees from 69 social enterprises nationwide collected as a survey data on social enterprise employees' working conditions in 2009. As a statistical method, logistic regression analysis was employed to test the factors influencing the intent to leave. The results showed that the factors influencing the turnover intention are salary, job autonomy, job insecurity and organizational culture. The variables of salary, job autonomy and organizational culture had negative effects on turnover intention, while the job insecurity had a positive effect on turnover intention. Based on these empirical findings, the study has discussed some managerial implications for achieving a lower turnover level of social enterprises non-regular workers and policy implications for Korean social enterprises' sustainability.

social enterprise, non-regular worker, turnover intention, job autonomy, job insecurity, organizational culture