직무불안정의 선행변수와 결과변수의 관계 및 사회적 지원의 조절효과

This study investigates the antecedents and outcome variables, which can influence job insecurity. The present study examines the relationship between job insecurity and the antecedent variables such as organizational change, role ambiguity, role conflict, and locus of control. It also looks into the relationship between job insecurity and the outcome variables such as job satisfaction, organizational commitment, turnover intention, which are the attitude variables of employees. Path analysis is adopted to analyze these relationships and as a result organizational change, role ambiguity, and role conflict are found to be in a meaningful positive relationship. It is found out that there is organizational change on a large scale such as restructuring and downsizing and that the level of job insecurity depends on that of role ambiguity and role conflict. However, locus of control, that is the internal and external personality, is not found to be in a position to feel job insecurity less. Locus of control cannot be a variable that explains job insecurity. The relationship between job insecurity and the outcome variables such as job satisfaction, organizational commitment, and turnover intention proves to have a moderating effect of social support. However, the moderating effect of social support is a little in the relationship between job insecurity and job satisfaction, while there is none between job insecurity and organizational commitment and turnover intention. The moderating effect of social support does not come up to our expectation.