조직 내 직무순환이 직무만족, 조직몰입, 일과 삶 균형의식에 미치는 영향

Abstract

This study is about the effects of job rotation on the job satisfaction, organizational commitment, work-life balance with the moderator of neuroticism and agreeableness as big five personality. To this end, it carried the number of 251 people who are working in the various types of the organization including public enterprises, private enterprises government agencies, etc. The data was performed using the SPSS 18.0 statistical. This study classified the types of job rotation as a job rotation in a department, a job rotation between departments and a job rotation between offices. Furthermore, it proposed to the main effect of the hypothesis that the more the number of job rotations carries out, the better the level of job satisfaction, organizational commitment, and the work-life balance is. The three following findings of the main effects of the hypothesis are as follows. First, it revealed a positive effect of job rotations within a department on the job satisfaction and organization commitment. Second, the number of job rotations between departments also had a positive influence on the job satisfaction. However, job rotations between offices lowered the level of work-life balance. Next, this research examined the moderating effects of two types of personality such as the agreeableness and neuroticism on the job attitudes. An empirical analysis accepted the moderating effect hypothesis of which the agreeableness and neuroticism will moderate the relationship between the number of job rotation and job-related attitudes. Specifically, the empirical findings are as follows: first, it indicated that job rotations in the same department had a positive effect on the job satisfaction moderating agreeableness. Second, job rotations between offices also had a positive influence on the organizational commitment with agreeableness. But neuroticism moderated negatively on the job satisfaction of the condition of job rotations in the same department and between offices. In addition to that, neuroticism had a negative moderating effect on the organizational commitment to the implementation of job rotations between offices. Therefore, this empirical evidence suggests that the emotionally ill worker tends to have a negative influence on the job satisfaction and organizational commitment with the enforcement of job rotations between offices. In other words, there is a high probability of losing the job satisfaction and organizational commitment to the people who are emotionally disturbed with job rotations between offices. Ultimately, this research provides valuable insights into the effects of job rotation on the job satisfaction, organizational commitment, work-life balance with the moderator of neuroticism and agreeableness as big five-personality.