earticle

영어

The human resource management has become important due to recent changes in a corporate environment. Especially 'turnover' has emerged as one of the greatest issuesin both organizations and employees. Variables related to job attitudes such as job satisfaction and organizational commitment have been identified as factors affecting turnover intention. However, some researchers including Mitchell et al, (2001) found that variables of job attitudes had relatively small influence on turnover intention. Since then, job embeddedness has emerged as the influencing factor on turnover intention. However, precedent research just deals with the relation between job embeddedness and turnover intention. In this research, we are interested in organizational reward system as a independent variable influencing job embeddedness. Based on the social exchange theory, we identify the hypothesis1 that organizational reward system, which is devided into 4 variables such as job management, wage and salary management, promotion management, and education and training, will influence job embeddedness. And we also specify the hypothesis2 that job embeddedness will influence turnover intention of employees. For an empirical analysis, total 600 questionnaires were distributed to employeesof ‘K’ company, and 419 among them were returned. SPSS19.0 was used as a research method for descriptive statistic analysis, reliability analysis, factor analysis, validity analysis, correlation analysis, and regression analysis, and the results are as follows. Firstly, it was proved that three elements, except education and training, of organizational reward system affected job embeddedness. That is, it was revealed that job management, wage & salary management, and promotion management had a positive effect on job embeddedness. It is very significant that the organizational reward system was identified as a variable affecting job embeddedness. Secondly, the hypothesis that job embeddedness will have a negative effect on turnover intention was proved. It was consistent with the results from precedent research. This research dealt with the relationship between job embeddedness and turnover intention with a control variable, organizational commitment. It was proved that job embeddedness has a very big influence on turnover intention even though organizational commitment is controlled.

한국어

기업환경 변화에 기인하여 인적자원 관리에 대한 중요성이 대두되면서 이직에 대한 관심이 증대되고 있다. 이 에 대하여 선행 연구들은 이직의도에 영향을 미치는 주요 변수를 주로 조직몰입, 직무만족 등의 태도에 초점 을 맞추어 규명해왔다. 하지만 후속된 연구에서 직무 태도가 실제 이직의도에 미치는 영향이 상대적으로 미비 하다는 연구결과와 함께 ‘직무착근도’라는 새로운 개념이 도입되었다. 본 연구에서는 단순히 직무착근도와 이 직의도의 관계를 설명하는데 벗어나 직무착근도에 영향을 미치는 선행변수로 조직의 직무, 임금, 승진, 교육 훈련 등의 보상시스템을 선정하였다. 연구 결과는 다음과 같다. 첫째, 보상시스템의 하위구성요소 중 직무관리, 임금관리, 승진관리는 직무착근도에 정(+)의 영향을 미치는 것으로 나타났다. 하지만 교육훈련이 직무착근도에 정(+)의 영향을 미칠 것이라는 가설은 기각되었다. 둘째, 직무착근도가 이직의도에 부(-)의 영향을 미칠 것이라는 가설은 채택되었고, 이는Mitchell, et al. (2001) 의 선행 연구 결과와도 일치하였다.