직무특성이 직무열의와 이직의도에 미치는 영향 :중소기업 종업원을 중심으로

Abstract

Unemployment in modern society has been recognized as one of the major social problems. In other words, as one of the issues that are directly related to their members that make up the modern social welfare and a happy situation where unemployment is recognized. In this way, the position of companies and organizations for the problem of unemployment in the employment leave and turnover of incumbent raises problems concerning corporate efficiency and reliability. More specifically, the turnover of the early and leave incumbents of new employees can get the competitive edge of the organization, as well as lowering the cost of the additional expenditures due to the outflow of top talent for recruitment (recruiting) and training of job-seekers. In this study, the turnover focused on the point to leave permanently outside the organization, the job characteristics of SME employees to evaluate and verify the impact of heat on the job at the relationship on turnover intention.Specifically organized for the purpose of this study are as follows. First, the theory examines against Job Characteristics and Job columns, turnover intentions through literature. Secondly, it wants to set up a hypothesis on the relationship between job characteristics of SME employees and job enthusiasm, turnover intention, based on the discussion above and verify it empirically. Third, job characteristics and characters reveal the relationship and influence on turnover intention on Job column. Fourth, to suggestions for more research Based on the results of the study limitations and future research directions. This study is to selected employees who work the subject of research to SMEs and their job characteristics affecting the job column, lower turnover intentions through it is research to try to prove the logical raising great talent reducing the turnover is very It can be called critical. In this study, it gives meaning to what that holds for ways to prevent voluntary turnover of employees, and small businesses were put Nagoya also the cause of the turnover of the companies and their employees also remain. It shows that it is based on the research results, to decrease the turnover of employees of SMEs in that organization-wide pay attention to the importance of the individual tasks and duties of the job column attribute importance. The empirical results of the study are as follows. As a result of the first hypothesis testing, and job characteristics are important tasks is a result of analyzing the impact of job characteristics on job parameters and job autonomy is lower in the column was found to push a positive effect on the Job column. Second, the significant part of the turnover in Fig job Thermo Analysis of the Influence of job separation column appeared to affect the. Third, job characteristics appeared to be a technical diversity of the resulting job characteristics analysis of the impact on turnover intention is to affect positive on turnover intention, task significance is poured into a turnover intentions of It appeared to affect. However, job autonomy, task identity and feedback showed that it does not significantly affect Fourth, the only task of the importance and job autonomy, job characteristics and outcomes job characteristics which analyzes the impact of the Mediating Effect of Job column in relation to the help of the turnover regression job column is exerts a significant impact on job column, turnover intention Technical diversity and importance of the task which only the regression results showed that the effects have a significant impact on the turnover. Also, when the job of heat control, task significance is the partial mediating role because having a significant impact on the turnover, technology diversity, task identity, job autonomy, feedback is a significant impact on job enthusiasm and turnover because the analysis was not to have no effect parameters. |현대사회에서 실업은 주요한 사회 문제 중 하나로 인식되고 있다. 즉, 현대 사회를 구성하고 있는 구성원들의 복지와 행복에 직결되는 하나의 문제로서 실업이 인식되고 있는 실정이다. 이에 덧붙여서 실업이라는 문제에서 고용을 담당하는 기업 및 조직의 입장에서도 현직자들의 퇴사 및 이직은 기업의 효율성 및 안정성이라는 측면에서 문제를 불러일으킨다. 보다 구체적으로, 신입사원의 조기퇴사 및 현직자의 이직은 구직자의 모집(recruiting)과 훈련에 대한 비용의 추가 지출뿐만 아니라 핵심인재의 유출로 인하여 조직의 경쟁력 저하를 가져올 수 있다. 본 연구에서는 이직을 조직외부로 항구적으로 떠나는 점에 초점을 두고, 중소기업 종업원들의 직무특성이 직무열의에 미치는 영향력을 검증하고 이직의도에 미치는 관계성을 살펴보고자 한다. 첫째, 문헌연구를 통하여 직무특성과 직무열의, 이직의도에 대하여 이론적으로 고찰한다. 둘째, 상기의 논의를 토대로 중소기업 종업원의 직무특성과 직무열의, 이직의도의 관계에 가설을 설정하고 이를 실증적으로 검증하고자 한다. 셋째, 직무특성이 직무열의에 미치는 영향력과 이직의도에 미치는 관계성을 밝히고자 한다. 넷째, 이상의 연구결과를 바탕으로 본 연구의 한계점과 향후 연구방향에 대해 제언하고자 한다.