본 연구의 목적은 지각된 과잉자격이 이직의도에 미치는 영향을 확인하고, 지각된 과잉자격이 이직의도에 미치는 영향에 있어서 조직지원인식과 조절초점 성향(향상초점, 예방초점)의 상호작용 효과와 분배공정성과 조절초점 성향의 상호작용 효과를 확인하는 데 있다. 연구를 위해서 다양한 기업에서 근무하고 있는 250명을 대상으로 설문조사를 실시하였다. 설문 분석 결과, 과잉자격을 지각하는 구성원은 이직의도가 높았다. 이직의도에 미치는 영향에 있어서 지각된 과잉자격, 조직지원인식, 조절초점 성향 간의 삼원 상호작용 효과가 통계적으로 유의한 것으로 나타났다. 또한 지각된 과잉자격, 분배공정성, 조절초점 성향 간의 삼원 상호작용 효과도 이직의도에 통계적으로 유의한 영향을 미치는 것으로 나타났다. 본 연구는 지각된 과잉자격이 이직의도에 영향을 미치지만, 이러한 영향을 조직지원인식, 분배공정성, 구성원의 조절초점 성향과 같은 조절변인이 완화할 수 있다는 것을 밝혔다는 데 의의가 있다. 연구결과를 토대로 본 연구의 의의 및 시사점, 한계점을 논의하였다.
The purpose of this study was to examine the effect of perceived overqualification on turnover intention and the interaction effect of perceived organizational support, distributive justice, and regulatory focus tendency(promotion/prevention) on the relationship between perceived overqualification and turnover intention. For the study, the survey was conducted on 250 employees working at various companies in Korea. Results indicated that perceived overqualification was positively related to turnover intention. The three-way interaction effect of perceived overqualification, perceived organizational support, and regulatory focus tendency was significant on turnover intention. Also the three-way interaction effect of perceived overqualification, distributive justice, and regulatory focus tendency was significant on turnover intention. This study provided important implications for practitioners as it verified the effect of perceived overqualification on turnover intention and the moderation effects of perceived organizational support, distributive justice, and regulatory focus tendency.
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