중소IT서비스기업 종사자의 이직의도에 미치는 영향요인에 관한 연구 :

• 영문명: An Analysis of Factors Influencing the Turnover Intension of IT Service Employees in SMEs :
• 발행기관: 한국IT서비스학회
• 저자명: 김창규(Chang kyu Kim) 배복태(Bok tae Bae)
• 간행물 정보: 『한국IT서비스학회지』한국IT서비스학회지 제17권 제2호, 1~16쪽, 전체 16쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2018.06.30

영문 초록

Large corporations have the work and roles of employees clearly defined in accordance with their established internal structure whereas small and mid-sized firms may lack an official job specification or a written job description, causing ambiguity in the role of employees. In IT service companies, especially, there is a relatively large number of tasks requiring one person to play multiple roles and they are often highly dependent on few key players. In this reality where about 80% of the job seekers end up in SMEs, it is therefore necessary to look into how the turnover factors such as job strain and occupational burnout caused by the role ambiguity from extra work affect the turnover intentions of small and medium sized IT service firm employees. The outcome of this study is as follows. First, the relationship between job strain and turnover intention has been examined to find that a weak inverted U shaped relationship exists between role overload, which is a subset of job strain, and turnover intention. Second, the hypothesis based on the competing values framework has been tested that the fitness with organizational leadership and culture would moderate the relationship between job strain and turnover intention and it has been confirmed that the degree of relationship between role conflict and role ambiguity, the subsets of job strain, and turnover intention has changed. In conclusion, in order to discourage turnover intention, it is necessary to increase the fitness with the organization and leadership or generate a sufficient level of strain in case of an organization with low fitness.

목차

1. 서 론

2. 이론적 배경과 연구가설

3. 연구방법론

4. 분석 결과

5. 결론과 시사점

References

About the Authors

키워드

Turnover Intension Curved-Linear Relationship Moderation Effect Competing Values Approach Leadership Organizational Culture