항공사 승무원조직에서 팀장-팀원 가치차이가 팀원의 이직의도에 미치는 영향 (The Effect of Value Discrepancy between Supervisor and Employee on the Flight Attendant’s Turnover Intention)

서지정보

· 발행기관 : 한국항공경영학회
· 수록지 정보 : 한국항공경영학회지 / 12권 / 3호 / 111 ~ 131페이지
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초록

본 연구는 항공사 승무원의 이직의도에 대한 원인변수로 직무가치 및 팀장-팀원 간 가치차이를 상정하고, 그 영향을 분석하고자 하였다. 연구 방법으로는 다중회귀 분석을 활용하였으며, 도출된 결과는 다음과 같다.
첫째, 팀원의 이직의도에 영향을 미치는 직무가치로 유대관계, 안정성, 권위, 자율성이 중요하게 부각되었다. 유대관계, 안정성, 권위는 이직의도와 부(-)의, 자율성은 정(+)의 관계를 지녔다.
둘째, 팀장-팀원의 가치차이는 팀원의 이직의도에 매우 높은 영향을 미치는 것으로 나타났다.
셋째, 팀장-팀원간 가치차이는 구성원의 직무가치 중, 이타주의, 유대관계, 보수, 안정성, 권위는 부(-)의 관계를, 신망, 다양성, 자율성은 정(+)의 관계를 갖는 것으로 나타났다.

영어초록

The purpose of this study is to testify the effect of value discrepancy between supervisor andemployee in the team unit on flight attendant’s turnover intention. Up to recently, employee’sturnover intention has been studied through various fields of business corporation, but this studyfocuses on the work value as a direct factor of conflict among members, especially one betweensupervisor and flight attendant. Value conflict between the old and the new generation is regardedas an unavoidable aspect, and this discrepancy may cause many serious problems in humanresource management.
In this research, Schwartz’s work value model(1992) was used to estimate the gap of workvalue between supervisor and employee. According to Schwartz’s model(1992), work valueconsists of 4 conceptual dimensions and 8 more detailed sub-dimensions, altruism, relationshipwith others, pay, prestige, security, authority, variety, and autonomy.
For an empirical analysis, total 20 questionnaires were distributed to the supervisors and 200questionnaires to the employees in “Z” airline in Korea. SPSS19.0 was used for descriptivestatistic, reliability, factor, validity analysis, correlation, and regression analysis. The conclusionsof this research are as follows.
First, the hypothesis 1 that flight attendant’s work value will be associated with turnoverintention was partly verified by regression analysis. 4 among 8 work value dimensions recordeda signifiant level. Especially, relationships with others, security, and authority have a negativeeffect on employee’s turnover intention, and autonomy affect a positive influence on employee’sturnover intention.
Secondly, the hypothesis 2 that value discrepancy between supervisor and employee in the teamunit have a positive effect on flight attendant’s turnover intention was accepted through regressionanalysis. That is to say, the higher the value gap between supervisor and employee is, the higherthe effect on employee’s turnover intention becomes.

참고자료

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