다양성 특성(Diversity Characteristics)은 어떠한 경로로 이직의도에 영향을 미치는가? - 소속감 및 다양성 조직풍토 인식의 매개 및 조절효과를 중심으로 -

Abstract

This study investigates how the workforce diversity characteristics in the Korean social and cultural context and unique industrial background affect the perception of inclusion and diversity climate, as well as the turnover intention using a structural equation model. The research results are as follows. First, among diversity characteristics, gender marital status , age, working area and department had a significant effect on the perception of inclusion and diversity climate. Second, among the diversity characteristics that did not have a direct effect on turnover intention, there was a path that lowered turnover intention by mediating the climate for diversity and inclusion in married men than married women. An indirect path was found for those in their 20s, who had a high turnover intention, to mediate inclusion and lower the intention to turnover. In addition, working area and department lowered turnover intention by mediating the two perceptions, where there was no direct effect. Third, the perception of climate for diversity has the effect of controlling the perception of inclusion, and in the high perception of climate for diversity, inclusion steeply lowered the turnover intention. It is urgently necessary to prepare an effective diversity management system in accordance with the characteristics of diversity identified in the Korean cultural context and unique organizational background. It was suggested that a cultural approach for all members is important beyond the focused diversity management of a specific minority group.