사회적기업 종업원의 직무동기와 이직의도 간 관계: 인지된 민주적 의사결정과 조직동일시와의 조절효과

As employees in social enterprises have various motivations for working their jobs, the necessity of effective human resource management has been rising. This study aims to shed light on the associations between work motivation and turnover intention and, further examines the moderating roles of perceived participative decision making and organizational identification. In doing this empirical research, the authors statistically analysed 526 data from a sample of employees working at social enterprises in Daegu metropolitan city. The results are as followed. First, intrinsic motivation has a statistically significant negative impact on employeeʼs turnover intention while there is no relationship between extrinsic motivation and turnover intention. This implies that in a situation where most of the social enterprises that are lack of external rewards, extrinsic motivation barely influences employeeʼs turnover intention. With regard to the moderating effects, organizational identification and perceived participative decision making respectively negatively moderates the relationship between intrinsic motivation and turnover intention. However, perceived participative decision making rather positively moderates the association between extrinsic motivation and turnover intension. In conclusion, academic and practical implications are discussed in more detail.