ISSN : 1229-0696
본 연구는 조직 침묵이 이직의도에 미치는 영향 과정에서 자기 효능감의 상호작용 효과를 살펴보고 이러한 상호작용 효과가 냉소주의를 통해 매개되는지 여부를 검증하고자 하였다. 자료 수집을 위해 현재 조직에 종사하고 있는 390명의 개인들을 대상으로 설문조사를 실시하였으며, 그 중 329명의 자료가 분석에 사용되었다. 분석 결과, 효능감이 높은 집단에서 조직침묵이 이직의도에 더 강한 영향을 끼치는 것으로 나타났다. 또한 이직의도에 미치는 조직 침묵과 자기 효능감의 상호작용 효과는 조직 냉소주의를 통해 완전 매개되는 것으로 나타났으며, 이러한 상호작용 효과는 조직 침묵과 조직 냉소주의 경로, 조직 냉소주의와 이직의도 경로에서 관찰되었다. 이러한 연구 결과를 바탕으로 이직의도에 미치는 조직침묵, 조직 냉소주의, 자기 효능감의 상호 영향 관계에 대해 논의하고 향후 연구를 위한 제언을 제시하였다.
The purpose of this study is to examine the interaction effects of self-efficacy on the process that organizational silence affects turnover intention and the meditated moderation of interaction effects through organizational cynicism. 390 employees were surveyed, of which 329 responses were analyzed. Results indicated that organizational silence had greater effects on turnover intention for people who were higher in self-efficacy. Findings also showed that these moderating effects were fully mediated by organizational cynicism. Specifically, these interaction effects of self-efficacy were found in both paths of mediated effect(organizational silence->organizational cynicism, organizational cynicism->turnover intention). From these results, we discussed the interrelationship among these three variables on turnover intention and provided suggestions for future study.
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