학술논문
패션모델의 이직 의도에 영향을 미치는 요인에 관한 연구 : 사회적 교환 이론을 중심으로
Factors Influencing the Turnover Intentions of Fashion Models : Focusing on the Social Exchange Theory
Factors Influencing the Turnover Intentions of Fashion Models : Focusing on the Social Exchange Theory
Document Type
Article
Author
Source
PR연구 / Journal of Public Relations. Sep 30, 2023 27(3):35
Subject
Language
Korean
English
English
ISSN
1229-2869
Abstract
연구목적 본 연구는 패션모델 에이전시와 계약된 패션모델의 이직 의도에 영향을 미치는 요인을 탐색했다. 사회적 교환이론의 프레임 워크를 통해 조직 명성, 조직 지지, 정서적 피로가 패션모델의 이직 의도에 미치는 영향을 밝히는데 목적이 있다. 연구방법 패션모델 에이전시와 계약된 165명의 현직 패션모델들로부터 데이터를 수집하였다. 연구문제 및 연구 가설의 검증은 SPSS 프로그램을 통해 위계적 회귀분석 및 조절 효과를 분석하였다. 연구결과 패션모델의 이직 의도에 영향을 미치는 요인은 조직 명성(-)과 정서적 피로(+)로 나타났으며, 기존 연구와는 달리 인지된 조직 지지는 영향을 발휘하지 못했다. 특히, 정서적 피로와 이직 의도의 관계에서 성별 및 잔여 계약기간의 조절 효과를 발견하였다. 결론 및 함의 패션모델 조직의 인재를 확보 및 유지를 위한 방안으로 조직 명성 및 조직원의 스트레스 관리의 필요성을 제시하였다. 동시에, 일반 조직에서 나타나는 이직 의도의 영향요인이 직업적 맥락에 따라 차별적으로 나타날 수 있음을 논하였다.
Objectives This study aimed to explore the factors influencing turnover intention among fashion models contracted with fashion model agencies. The objective was to investigate the impact of organizational prestige, organizational support, and affective burnout on fashion models' intentions to leave their current companies, using the framework of social exchange theory. Methods The data was collected from 165 fashion models currently contracted with fashion model agencies. The data analysis involved conducting hierarchical regression and moderation effects using SPSS. Results The factors influencing fashion models' turnover intention were identified as organizational prestige(-) and affective burnout(+). Surprisingly, perceived organizational support did not show a significant impact, contrary to previous research. Particularly, a moderating effect of gender and remaining contract duration on the relationship between affective burnout and turnover intention was discovered. Conclusions This study highlights the importance of organizational prestige and stress management among fashion model organizations to attract and retain talent. It also suggests that the factors influencing turnover intention, commonly observed in general organizational settings, may manifest differently within the specific context of the fashion industry.
Objectives This study aimed to explore the factors influencing turnover intention among fashion models contracted with fashion model agencies. The objective was to investigate the impact of organizational prestige, organizational support, and affective burnout on fashion models' intentions to leave their current companies, using the framework of social exchange theory. Methods The data was collected from 165 fashion models currently contracted with fashion model agencies. The data analysis involved conducting hierarchical regression and moderation effects using SPSS. Results The factors influencing fashion models' turnover intention were identified as organizational prestige(-) and affective burnout(+). Surprisingly, perceived organizational support did not show a significant impact, contrary to previous research. Particularly, a moderating effect of gender and remaining contract duration on the relationship between affective burnout and turnover intention was discovered. Conclusions This study highlights the importance of organizational prestige and stress management among fashion model organizations to attract and retain talent. It also suggests that the factors influencing turnover intention, commonly observed in general organizational settings, may manifest differently within the specific context of the fashion industry.