인사제도의 내재화, 직무몰입, 역할피로 및 이직의도와의 관계에 대한 연구

This paper examines the relationships between internalization of HR practice, job commitment, role-tiredness, and turnover intention. Internalization of HR practice is that state in which the employees at the recipient attach symbolic meaning to the practice. A practice becomes infused with value when the employee see the value of using the practice, and when the practice becomes part of the employees' organizational identity. Therefore internalization of HR practice and job commitment are key elements of organizational effectiveness. This study attempted to empirical tests not only relationship between internalization of HR practice and job commitment, role-tiredness, turnover intention, but also examines effect of role-tiredness on job commitment and turnover intention. Data were collected through questionnaire instruments from 1,117 employees of Job Center. To test the hypotheses, structural equation modeling employed. Research findings are summarized as follows. First, internalization of HR practice has a positively significant effect on job commitment. Second, internalization of HR practice has a negatively significant effect on role-tiredness, and turnover intention. Third, role-tiredness has a positively effect on turnover intention, however we could not found an effect of role-tiredness on job commitment. The results of this study imply that internalization of HR practice has a critical effect on turnover intention through job commitment.