earticle

영어

This study aimed to identify the relationship of influence among depression, job stress, and an intention to turnover due to the job insecurity of flight attendants in domestic airlines after the COVID-19 pandemic, so as to present the practical measures that may help set the direction for human resource management. An empirical survey was conducted between January 4 and January 31, 2021, and 250 valid questionnaires were analyzed. The demographic analysis, exploratory factor analysis, reliability analysis, and regression analysis were subsequently performed using the SPSS ver.18.0 program. The findings of this study are as follows : For hypothesis 1, both the wage instability and employment instability, which are the sub-factors of job insecurity, was shown to have no effect on depression. For hypothesis 2, both the wage instability and employment instability, which are the sub-factors of job insecurity, was shown to have a significant effect on physiological stress and psychological stress, which are the sub-factors of job stress. For hypothesis 3, both the wage instability and employment instability, which are the sub-factors of job insecurity, was shown to have a significant effect on the intention to turnover. For hypothesis 4, depression was shown to have a significant effect on the intention to turnover. For hypothesis 5, both physiological stress and psychological stress, which are the sub-factors of job stress, were shown to have a significant effect on the intention to turnover. This study found that the job insecurity of flight attendants in domestic airlines has a direct effect on job stress and the intention to turnover subsequent to the COVID-19 pandemic. Therefore, based on this study, it is, once again, necessary to emphasize the importance of the management of flight attendants, a valuable service brand asset representing domestic airlines.