학술논문
Z세대의 직업 가치가 조직 태도에 미치는 영향 : 일과 삶의 균형, 보상, 조직몰입, 이직의도, 카카오톡 멀티프로필 이용을 중심으로
Effect of Generation Z's Job Value on Organizational Attitudes : Focusing on Work-life Balance in Organizational Culture, Rewards, Organizational Commitment, Turnover Intention, and Using Kakao Talk Multiprofile
Effect of Generation Z's Job Value on Organizational Attitudes : Focusing on Work-life Balance in Organizational Culture, Rewards, Organizational Commitment, Turnover Intention, and Using Kakao Talk Multiprofile
Document Type
Article
Author
Source
PR연구 / Journal of Public Relations. Mar 31, 2023 27(1):41
Subject
Language
Korean
English
English
ISSN
1229-2869
Abstract
연구목적 본 연구는 조직에서 비중이 높아지고 있는 Z세대의 직업 가치와 조직 태도를 파악하는 데 목적이 있다. 이를 위해 Z세대의 일과 삶의 균형(Work-Life Balance, WLB) 조직문화와 보상이 조직몰입과 이직의도에 미치는 영향을 탐구하였다. 더불어 WLB 조직문화와 조직몰입의 관계에서 MIM(카카오톡) 멀티프로필 이용의 조절 효과를 탐색하고자 하였다. 연구방법 연구를 위해 1995년 이후에서 2004년 사이에 출생하여 직장을 다니고 있는 Z세대 직장인 200명을 대상으로 온라인 설문조사를 실시하였다. 구조방정식 모형을 설정하고, 경로분석과 매개효과 및 조절효과를 파악하였다. 연구결과 WLB 조직문화가 이직의도에 미치는 영향에서 조직몰입의 매개효과는 부분적으로 지지되었다. 보상이 이직의도에 미치는 영향에서 조직몰입의 매개효과는 정서적 몰입에서만 확인되었다. 경로분석 결과 WLB 기업의지, WLB 상사배려가 정서적 몰입을 통해 이직의도에 부(-)적인 영향을 미치는 것으로 나타났다. Z세대들의 이직의도에 정서적 몰입이 주요한 변인이었으며, 조직 생활과 사생활을 구분하기 위한 카카오톡 멀티프로필 이용이 조직몰입에 미치는 유의미한 영향은 발견되지 않았다. 결론 및 함의 Z세대를 독립적인 연구 대상으로 설계하여 Z세대의 특징을 살펴본 결과, 일과 삶의 균형 및 내재적·외재적 보상은 Z세대에게 중요한 직업 가치이고, 정서적몰입이 이직의도에 영향을 미치는 중요한 변인임을 검증하였다.
Objectives The purpose of this study was to understand job values and organizational attitudes of Generation Z with an increase in proportion in organizations. To this end, effects of work-life balance (WLB) organizational culture and rewards of Generation Z on organizational commitment and turnover intention were explored. In addition, this study explored the moderating effect of using MIM (Kakao Talk) multi-profile on the relationship between WLB organizational culture and organizational commitment. Methods For this study, an online survey was conducted with 200 Generation Z employees who were born between 1995 to 2004. A structural equation model was established. Path analysis, mediating effects, and moderating effects were then performed or determined. Results The mediating effect of organizational commitment was partially supported by the effect of WLB organizational culture on turnover intention. The mediating effect of organizational commitment was only supported by affective commitment in the effect of rewards on turnover intention. As a result of the path analysis, it was found that WLB organization management and WLB supportive supervisors had negative (-) effects on turnover intention through affective commitment. Affective commitment was the main variable in Generation Z's intention to turnover. The use of Kakao Talk multi-profile to distinguish between organizational life and private life showed no significant effect on organizational commitment. Conclusions As a result of examining the characteristics of Generation Z by designing Generation Z as an independent research subject, work-life balance and intrinsic and extrinsic rewards were important job values for Generation Z. It was confirmed that affective commitment was an important variable affecting turnover intention.
Objectives The purpose of this study was to understand job values and organizational attitudes of Generation Z with an increase in proportion in organizations. To this end, effects of work-life balance (WLB) organizational culture and rewards of Generation Z on organizational commitment and turnover intention were explored. In addition, this study explored the moderating effect of using MIM (Kakao Talk) multi-profile on the relationship between WLB organizational culture and organizational commitment. Methods For this study, an online survey was conducted with 200 Generation Z employees who were born between 1995 to 2004. A structural equation model was established. Path analysis, mediating effects, and moderating effects were then performed or determined. Results The mediating effect of organizational commitment was partially supported by the effect of WLB organizational culture on turnover intention. The mediating effect of organizational commitment was only supported by affective commitment in the effect of rewards on turnover intention. As a result of the path analysis, it was found that WLB organization management and WLB supportive supervisors had negative (-) effects on turnover intention through affective commitment. Affective commitment was the main variable in Generation Z's intention to turnover. The use of Kakao Talk multi-profile to distinguish between organizational life and private life showed no significant effect on organizational commitment. Conclusions As a result of examining the characteristics of Generation Z by designing Generation Z as an independent research subject, work-life balance and intrinsic and extrinsic rewards were important job values for Generation Z. It was confirmed that affective commitment was an important variable affecting turnover intention.