직무스트레스요인이 직무소진과 조직유효성에 미치는 영향에 관한 연구

This study attempted to investigate an efficient human resources management plan by enhancing organizational performance and reducing the factors which influence turnover intention after analyzing the effects of job stress factor on job burnout and organizational effectiveness. To test a research model, after explaining the purpose of the study to them at work, data were obtained through a standardized questionnaire survey. The subjects of the research were full-time employees (n=232) in the Seoul metropolitan region at March. 2. 2015 to March. 31. The job stress factors within the organization are job bunout, organizational committee, job satisfaction, exhausted and turnover intention in order to identify the impact on, causality analysis using Structural Equation Model(SEM). According to hypothesis testing, There are a total of twenty-three hypotheses results of hypothesis testing 18 was adopted was dismissed five hypothesis the hypothesis and the following results were obtained Organizational commitment had a significant effect on task characteristics(0.433), Role ambiguity(-0.418) and lack of participation in decision-making (-0.105), job satisfaction in task characteristics(0.309), role ambiguity(-0.459), role overload (-0.180) and lack of participation in decision-making (-0.271), turnover intention in character(-0.207), role conflict (0.199), role overload (0.129) and lack of participation in decision-making (.151) affects the job stress factors. Specially task characteristics are organized in the former area of validity and job Burnout is impacting, thorough task management is required. Job burnout is task characteristics(-.351), role ambiguity(0.355), role overload(0.523) and lack of participation in decision-making(0.299), to validate the organization's depleted organizational commitment(-0.456), job satisfaction(-0.488) and turnover intentions(-0.501) appeared to have a very high impact. In particular, the role overload impact of 0.523 at the exhausted, exhausting the organization validation [organizational commitment, job satisfaction (0.456) (0.488), turnover intention (0.501)] in a very high impact on the working time act through to relieve the overload is required. In particular, the role overload impact of 0.523 in exhausted, and job burnout is a very high impact on organizational effectiveness [organizational commitment(-0.456), job satisfaction(-0.488) and turnover intentions(-0.501)] the working time act through to relieve the overload is required.