본 연구는 직무소진이 조직유효성과 이직의도에 어떠한 영향을 미치는가를 분석하여 조직성과를 높이고 이직의도에 영향을 미치는 요인을 감소시켜 효율적인 인적자원관리 방안을 살펴보았다. 연구모형을 검정하기 위해 직무소진과 조직유효성(조직몰입, 직무만족) 및 이직의도, 인구 통계학적특성에 관한 설문조사를 연구자가 해당기업을 방문하여 연구의 목적을 설명하고, 표준화된 설문지를 통하여 수집하였으며, 직무소진과 조직유효성과 이직의도에 미치는 영향을 파악하기 위하여 구조 방정식 모형(Structural Equation Model)을 사용하여 인과관계를 분석하였다. 가설검정 결과는 총 5개의 가설 모두 채택되었고 분석한 결과는 다음과 같다. 직무소진은 조직유효성의 조직몰입(-0.456), 직무만족(-0.488)과 이직의도(0.501)의 매우 높은 영향을 조직유효성과 이직의도의 관계에서 조직몰입(-0.350)과 직무만족(-0.199)은 이직의도를 감소시키는 역할을 수행하고 있다. 직무소진이 조직유효성과 이직의도에 매우 높은 영향을 미치고 있으며, 노동시간의 단축을 통한 직무소진을 감소하기 위한 노력이 필요하다.
본 연구는 직무소진이 조직유효성과 이직의도에 어떠한 영향을 미치는가를 분석하여 조직성과를 높이고 이직의도에 영향을 미치는 요인을 감소시켜 효율적인 인적자원관리 방안을 살펴보았다. 연구모형을 검정하기 위해 직무소진과 조직유효성(조직몰입, 직무만족) 및 이직의도, 인구 통계학적특성에 관한 설문조사를 연구자가 해당기업을 방문하여 연구의 목적을 설명하고, 표준화된 설문지를 통하여 수집하였으며, 직무소진과 조직유효성과 이직의도에 미치는 영향을 파악하기 위하여 구조 방정식 모형(Structural Equation Model)을 사용하여 인과관계를 분석하였다. 가설검정 결과는 총 5개의 가설 모두 채택되었고 분석한 결과는 다음과 같다. 직무소진은 조직유효성의 조직몰입(-0.456), 직무만족(-0.488)과 이직의도(0.501)의 매우 높은 영향을 조직유효성과 이직의도의 관계에서 조직몰입(-0.350)과 직무만족(-0.199)은 이직의도를 감소시키는 역할을 수행하고 있다. 직무소진이 조직유효성과 이직의도에 매우 높은 영향을 미치고 있으며, 노동시간의 단축을 통한 직무소진을 감소하기 위한 노력이 필요하다.
This study attempted to investigate an efficient human resources management plan by enhancing organizational performance and reducing the factors which influence turnover intention after analyzing the effects of job burnout on organizational effectiveness and turnover intention. To test a research m...
This study attempted to investigate an efficient human resources management plan by enhancing organizational performance and reducing the factors which influence turnover intention after analyzing the effects of job burnout on organizational effectiveness and turnover intention. To test a research model, after explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey. To figure out the effects of job burnout on organizational effectiveness and turnover intention, causality was analyzed using the Structural Equation Model (SEM). According to hypothesis testing, a total of five hypotheses were chosen, and the following results were obtained: Job burnout had a significant effect on organizational commitment (-0.456), job satisfaction (-0.488) and turnover intention (0.501). In terms of relations between organizational effectiveness and turnover intention, organizational commitment (-0.350) and job satisfaction (-0.199) decreased turnover intention. Therefore, it is important to discover and analyze these obstacles which hinder employees from being absorbed in their work with attachment.
This study attempted to investigate an efficient human resources management plan by enhancing organizational performance and reducing the factors which influence turnover intention after analyzing the effects of job burnout on organizational effectiveness and turnover intention. To test a research model, after explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey. To figure out the effects of job burnout on organizational effectiveness and turnover intention, causality was analyzed using the Structural Equation Model (SEM). According to hypothesis testing, a total of five hypotheses were chosen, and the following results were obtained: Job burnout had a significant effect on organizational commitment (-0.456), job satisfaction (-0.488) and turnover intention (0.501). In terms of relations between organizational effectiveness and turnover intention, organizational commitment (-0.350) and job satisfaction (-0.199) decreased turnover intention. Therefore, it is important to discover and analyze these obstacles which hinder employees from being absorbed in their work with attachment.
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가설 설정
Hypothesis 2: Job burnout has a negative effect on job satisfaction.
Hypothesis 3: Job Burnout has a positive effect on turnover intention.
Hypothesis 4: Organizational commitment has a negative effect on turnover intention.
Hypothesis 5: Job satisfaction has a negative effect on turnover intention.
제안 방법
In this study, a questionnaire survey was conducted against workers in Seoul and Gyeonggi area. After explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey. A total of 232 copies of questionnaires were used for analysis from March 2 to 31, 2015.
In this study, a questionnaire survey was conducted against workers in Seoul and Gyeonggi area. After explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey.
A total of 232 copies of questionnaires were used for analysis from March 2 to 31, 2015. To figure out the effects of job burnout on organizational commitment, job satisfaction and turnover intention, causality was analyzed using the SEM.
대상 데이터
After explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey. A total of 232 copies of questionnaires were used for analysis from March 2 to 31, 2015. To figure out the effects of job burnout on organizational commitment, job satisfaction and turnover intention, causality was analyzed using the SEM.
데이터처리
To test the research model, the structural equation modeling was conducted using the AMOS 18.0. The analysis results (X2=312.
이론/모형
In this study, covariance matrix-based confirmatory factor analysis was conducted using a four factor-included measurement model. According to the analysis, the model fit satisfied the reference level (GFI ≥0.
To test the goodness-of-fit of the research unit and model, the following indexes were used: Chi-squared statistic (X2), goodness-of-fit index (GFI), adjusted goodness-of-fit index (AGFI), root mean square residual (RMR), normal-fit index (NFI) and comparative fit index (CFI)[12].
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