밀레니얼 세대의 주관적 경력성공과 조직몰입의 관계에서 경력몰입의 매개효과

Abstract

The purpose of this study is to verify the relationship among subjective career success, career commitment, and organizational commitment for millennials, and also the mediating effect of career commitment between subjective career success and organizational commitment as well as the moderating effect of perceived organizational support in the relationship between career commitment and organizational commitment. For this purpose, we conducted a online survey method for millennial’s(born between 1981 and 1995) office workers to verify the relationship between study variables. As a result of data analysis through hierarchical regression analysis, it was found that subjective career success showed a positive relationship with career commitment(Hypothesis 1) and organizational commitment(Hypothesis 2), respectively. Career commitment also showed a positive relation with the organizational commitment(Hypothesis 3), and it was found that there was a significant mediating effect of career commitment(Hypothesis 4) between subjective career success and organizational commitment using 2-step regression analysis by Zhao, Lynch, & Chen(2010) and PROCESS macro by Preacher & Hayes(2008). On the other hand, in the results of examining the moderating effect of perceived organizational support in the relationship between career commitment and organizational commitment, contrary to the hypothesis(Hypothesis 5), there was no moderating effect. This study is meaningful in that it is a study on subjective career success that reflects the specificity of millennials, and attempts a new approach to organizational commitment of millennials. Finally, the theoretical, managerial implications, limitations, and future directions were discussed.