비정규직 종업원의 직무 및 조직 적합성과 직무태도가 자발적 이직에 미치는 영향

Nowadays, companies are experiencing keen competition in the global market and learning that the human element may be competitiveness to accommodate the enterprise environmental changes. It has been asserted that the contingent workers have different job attitudes and behavior compared with full-time regular workers. So, the trend of increasing contingent workers demands a more effective management of human resources on the part of companies. The purpose of this study is to find the relationship between job fitness and voluntary turnover intention in contingent workers. To identify the these relationship, the past studies that related with job fitness and voluntary turnover intention was theoretically arranged and operation definitions were established. Using collected data, the theoretical proposed model to explain these relationship was executed. For the purpose of the research, this study were used to the structural equation model. The results of this study can be summarized as follows. First, person-job fitness and person-organization fitness had positive effect on job satisfaction. Second, person-organization fitness and job satisfaction had positive effect on organization commitment. Third, person-organization fitness had negative effect on voluntary turnover intention. But person-job fitness had positive effect on voluntary turnover intention.