조직사회화, 직무배태성, 이직의도의 관계- 전문가지향성의 역할 -

Abstract

It is needed to pay more attention to the content of organizational socialization and its possibilities that have not yet been looked at because related research has been attempted much less than that of other dimensions. Especially, the adaptation factor can not be created without socialization to understand an organization from the inner side of an individual. In addition, turnover intention shall be prevented more systematically by understanding the nature of the concept embedded and its process. Therefore, based on Conservation of Resource Theory this study designed a model that connects the content of organizational socialization, job embeddedness and turnover intention. And it also identified their interaction effects that reflect professional career orientation in order to extend the scope of description of the model. For an empirical analysis of the hypothesis suggested, this study used the survey data for 358 office workers to whom time lag was applied. The results of the study show that goals and values and performance proficiency of organizational socialization have positive effects on job embeddedness. And job embeddedness has a negative effect on turnover intention and it serves as a complete mediator among the contents of organizational socialization. In addition, a moderation effect has been confirmed: the higher the professional orientation, the stronger negative effects of job embeddedness on turnover intention. Therefore, the mechanism using job embeddedness which is the center of the model and management implications originated from professional-oriented perspectives shall be suggested.