경력정체가 태도, 주관적규범, 지각된 행동통제를 통해 조직몰입 및 이직의도에 미치는 영향 : 계획행동이론을 중심으로

A considerable amount of research has been published on career plateau since its first appearance in the career literature in the 1970s. However, there is not much research about the relationship between career plateau and the theory of planned behavior. This research analyzed the effects of career plateau on organizational commitment and turnover intention through the theory of planned behavior at work using data from five hundred fifty-four salaried workers in Korea. Statistical analysis included frequency analysis, reliability analysis, confirmatory factor analysis, and structural equation model analysis. The effect of career plateau was found to have a significantly negative influence on attitude toward behavior but not on subjective norm and perceived behavioral control. Attitude toward behavior, subjective norm, and perceived behavioral control showed that they had positive influences on organizational commitment respectively and organizational commitment had a negative influence on turnover intention. Lastly, we also analyzed if the moderating effect of the job tenure between career plateau and attitude toward behavior was significant, but it resulted in not being significant. We found out that the relationship between career plateau and attitude toward behavior made no difference in terms of job tenure. Based on these findings, our study offers managerial implications and suggestions for future research directions.