우정사업 종사원의 이직의도 결정요인에 관한 연구

Abstract

본 연구의 목적은 정부부처인 지식경제부의 소속기관인 우정사업본부의 구성원인 정규직인 일반직 공무원과 기능직 공무원 그리고 비정규직 근로자 사이에 따라 직무만족과 조직몰입 및 이직의도 수준에 차이가 나는지, 그리고 직무만족과 조직몰입이 이직의도에 미치는 영향은 고용형태에 따라 달라지는지를 확인하기 위한 것이다. 이러한 목적을 달성하기 위하여 우정사업본부와 8개 체신청 산하 247개 총괄국과 감독국 종사원 519명을 대상으로 설문조사방법에 의한 실증적 연구를 실시하였다. 분석결과 첫째, 정규직 근로자와 비정규직 근로자간에는 직무만족과 조직몰입 및 이직의도에서 유의한 차이가 발견되었다. 세부적으로는 직무만족요인 중 승진기회, 상사, 업무절차, 동료, 일 자체에서 예상 밖으로 비정규직 근로자가 정규직 공무원보다 상대적으로 높았다. 조직몰입에서는 감정적 몰입에서는 기능직 공무원이 가장 높았고, 그 다음으로는 비정규직이었고, 일반직 공무원이 가장 낮았고, 계속적 몰입에서는 기능직 공무원이 가장 높았고, 그 다음으로 일반직 공무원이었으며, 비정규 근로자가 가장 낮았다. 규범적 몰입에서는 비정규직 근로자가 가장 높았고, 그 다음으로 기능직 공무원이었으며, 일반직 공무원이 가장 낮았다. 한편 이직의도에서는 일반직 공무원이 가장 높았고, 그 다음으로는 비정규직 근로자로 나타났으며, 기능직 공무원이 이직의도가 가장 낮았다.|The purpose of this study is to examine the determinants of turnover intention of postal service in Korea. Especially this study has concern whether there are any differences between regular workers and non-regular workers in postal service. For this paper, 519 employees of 247 post offices are selected as sample for questionnaire survey. In this study, 'employment type' and 'demographic variables' are set up as independent variables, and 'job satisfaction' and 'organization commitment' as mediating variables and 'turnover intention' as dependent variable. The results are as followings. Firstly, it is found that 'job satisfaction' and some 'demographic variables' such as 'duty place', 'class of position', 'length of service' have statistically meaningful correlations. And analysis also has showed that 'organization commitment' has statistically meaningful correlations with the 'demographic variables' such as 'academic background' and 'post of duty'. Likewise, it is revealed that 'turnover intention' and some 'demographic variables' such as 'age' and 'academic background' have statistically meaningful correlations. Secondly, analyses have also revealed that 'employment type' and some components of 'job satisfaction' such as 'salary', 'promotion', 'superiors', 'business process', 'coworker', 'work itself' have statistically meaningful correlations. And analysis also has showed that 'employment type' has statistically meaningful correlations with some components of 'organization commitment' such as 'emotional devotion' and 'normative devotion'. It also revealed that 'employment type' and 'turnover intention' have highly meaningful correlations. Thirdly, analyses have revealed that 'job satisfaction' and 'turnover intention' have highly meaningful correlations. Fourthly, it also showed that 'organization commitment' and 'turnover intention' have highly meaningful correlations. Fifthly, the results have made clear that 'job satisfaction' has statistically meaningful correlations with 'organization commitment'. In details, some meaningful differences were founded between regular workers and non-regular ones in job satisfaction, organization commitment and turnover intention. Unexpectedly, non-regular workers were responded comparatively higher satisfaction rate than that of regular workers in job satisfaction factors as the promotion opportunity and work itself. From the point of 'organization commitment', skilled level officials showed the highest affective devotion, followed by non-regular workers and general public servants have revealed the lowest level. Skilled level officials also have shown the highest level on the 'continuance devotion', followed by general public servants and non-regular workers expressed the lowest level. On the 'normative devotion', non-regular workers revealed the highest level, followed by skilled level officials and general public servant respectively. On the other hand, general public servants showed the highest level in on the 'turnover intention', followed by non-regular workers and skilled level officials each. These results suggest that some effective human resource managements such as job enrichment and job redesign are needed to reduce 'turnover intention'.