직무불안정과 이탈, 발언, 충성, 태만과의 관계에 관한 탐색적 연구

For employees, Job insecurity offers some kind of matters related to their jobs. Some studies about job insecurity shows people who have experienced the job insecurity get the negative feelings on the job satisfaction and the organizational committment. Also it addresses the increasing level of stress and powerlessness in performance and of leaving the organization. The result from this study explains that job insecurity affects to employees' emotions, and that seems to be like the earlier study of Hirschman(1970)and Farrell(1983) which is that decreasing performance in an organization or dissatisfaction to tasks affects to the exit , voice, loyalty, and neglect. Because job insecurity is also the part of decreased performance for employees and dissatisfaction to tasks. Therefore this study examines the relationship between job insecurity and EVLN, and then finds how demographic variables moderate the association of job insecurity with EVLN. The results here support the idea that job insecurity has a positive relation with exit and neglect variable. Employees who feel the risk of job stability are willing to leave the organization or neglect their jobs. And since job insecurity has a negative correlation with loyalty, it influences the employees not to stay in their places. However, there was no link between job insecurity and voice. And this research examines to clarify whether demographic variables have the moderate effect between the relation of job insecurity and EVLN. The results tell the fact that age and educational background has moderate effect in part, but gender didn't. On the moderate effect in detail, this study shows that job insecurity and exit have a strong effect in employee's high age group. The relationship between job insecurity and loyalty is seen to be different according to the employees' education and age. Lower loyalty appears in the lower educated and younger age groups. It is same for the relationship between job insecurity and neglect: Neglect occurs in the high educated and aged groups strongly. Thus, this study suggests the leaders managerial insights of employee's behavioral alternatives in the increasing job insecurity nowadays.