개인과 조직차원의 직무배태성이 이직의도와 직무탐색행동에 미치는 영향 : 중소기업 종업원을 중심으로

The purpose of this study is to find out the relationship between job embeddedness, turnover intention and job search behavior. Job embeddedness construct represents somewhat new perspective focusing on factors on that encourage an employee to remain with an organization. In particular, this study contains both individual-level and organizational-level job embeddedness and attempts to identify their predictive strength on the turnover intention and job search behavior. to identify the these relationships, empirical data was collected and theoretically arranged. This study made the research model based on the theoretical arrangement to explain these relationships between constructs. Using the collected data from 266 employees at 27 small-sized firms located in Souther region in Korea, this research tested and confirmed the construct validity and internal consistency by EFA(Exploratory Factor Analysis), reliability by Cronbach's, and regression analysis of HLM. This research came to the conclusions to as follows: First, individual-level job embeddedness had the negative effect to the turnover intentions. Second, organizational-level embeddedness also negatively influenced onto the turnover intention. Third, individual-level job embeddedness had the negative effect to the job search behavior. Fourth, there is no significant relationship between organizational-level embeddedness and job search behavior. The findings suggest that job embeddedness is a valuable construct to understand employee turnover and job search behavior.