다국적기업 조직구성원의 직무복잡성 인식과 이직의도 간의 관계 연구

초록

Purpose - The purpose of this study is to examine the relationship between job complexity and turnover intention of the employees working in multinational corporations (MNCs) and investigates the moderating role of organizational tenure in this relationship. Design/Methodology - Drawing on the job characteristics perspective, we set the hypotheses that the relationship among job complexity, turnover intention and tenure. To verify the hypothesis, one-way analysis of variance (ANOVA) and two-way ANOVA were conducted using data from the Human Capital Corporate Panel (HCCP) provided by the Korea Research Institute for Vocational Education and Training. Findings - The results show that higher job complexity was associated with lower turnover intention. And the effect of job complexity on turnover intention differed depending on tenure. For those with short tenure, higher job complexity was associated with lower turnover intention, whereas for those with long tenure, higher job complexity was associated with higher turnover intention. These findings suggest that job complexity does not exert uniform effects across employees and that individual experience plays an important role in shaping its impact. Originality/value - By identifying tenure as a boundary condition, this study contributes to the literature on job design and turnover and provides practical implications for human resource management in multinational corporations.

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