개인-직무, 개인-조직 적합성이 이직의도에 미치는 영향

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Person-Job Fit, Person-Organization Fit, Employability(internal flexibility, external mobility), Intention to Quit
The purpose of this study is to examined the effects of person-job, person-organization fit on employees's intention to quit, and this relationship is also affected by the mediating role-employability. Based on this, direct effect hypothesis and mediated effect hypothesis were set as research hypotheses and empirical analysis was conducted. We discussed the employability from two dimensions in internal flexibility and external mobility which was mentioned in Groot and Massen van den Brink, 1996's study. Hypothesized is that the higher the person-job, person-organization fit, the less intention to quit the employees will have. In terms of goal, we collected the data from 20 organizations, 300 samples were collected and finally 162 samples were used for the analysis. The results show that first, the higher person-job, person-organization will reduce the employees' intention to quit. Second, person-job fit is positively related to the employability, both in internal flexibility and external mobility dimensions, but person-organization fit is not related to employability. Third, employability is partial mediating the relationship between person-job, person-organization fit and employees' intention to quit just in the adaptability dimension of external mobility. in addition, the perception of conformity to the job they are performing requires the organization members to be aware of the high employability within and outside the organization and Particularly, it can be seen that the higher the external mobility, the less the effect of personal-job suitability lowering the intention to quit
Alternative Title
The Effects of Person-Job, Person-Organization Fit on Employees’ Intention to Quit:The Employability as A Mediator
Alternative Author(s)
Nam, Ju-Yeon
조선대학교 경영대학원
경영대학원 경영학석사학위과정
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Table Of Contents
제Ⅰ장 서 론 1

제Ⅱ장 이론적 배경 4
제1절 개인-직무 적합성, 개인-조직 적합성 4
1. 적합성 4
2. 개인-직무 적합성 5
3. 개인-조직 적합성 7
제2절 이직의도 8
1. 이직의도 개념 8
2. 이직의도 연구결과 10
제3절 고용가능성 12
1. 고용가능성 개념 12
2. 고용가능성 연구결과 14

제Ⅲ장 연구설계 및 연구방법 16
제1절 연구모형과 연구가설 16
1. 연구모형 16
2. 연구가설 17
제2절 변수의 조작적 정의와 측정 21
1. 개인-직무 적합성, 개인-조직 적합성 21
2. 고용가능성 21
3. 이직의도 22
제3절 조사방법과 표본구성 23
1. 조사방법 23
2. 조사개요 및 표본구성과 분포 25

제Ⅳ장 실증분석 결과 28
제1절 기술통계, 신뢰성 및 타당성 28
1. 타당성 및 신뢰성 검증 28
2. 변수의 기술통계량과 상관관계 32
제2절 연구가설 검증 34
1. 직접효과 가설검증 34
2. 매개효과 가설검증 36
3. 추가분석 40

제Ⅴ장 결 론 42
제1절 연구결과 요약 및 의의 42
1. 연구결과 요약 42
2. 연구의 의의 43
제2절 연구의 한계 및 제언 45

참고문헌 46
[부록] 설문지 59
조선대학교 경영대학원
남주연. (2016). 개인-직무, 개인-조직 적합성이 이직의도에 미치는 영향.
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Business > 3. Theses(Master)
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