근로자의 무형식학습이 이직의도에 미치는 영향 : 혁신역량의 매개효과와 조직문화의 조절된 매개효과를 중심으로

Innovation competency is crucial to improving organizational performance and external competitiveness, and informal learning of workers plays various roles in developing human resources. Using the Human Capital Enterprise Panel (HCCP) worker data and Hayes' Process Macro 4 and 14 models, this study analyzes whether the innovation competency is mediated by the relationship between workers' informal learning and turnover intentions, and whether the process has a mediating effect controlled by organizational culture. According to the results of the analysis, first, in the meditated model, participation in informal learning had a direct effect on reducing their turnover intentions and indirectly decreased the turnover intentions through innovation competency. Second, the relationship-oriented culture, the innovation- oriented culture, and the market-oriented culture had a moderated mediation effect in lowering the turnover intentions. Third, hierarchical culture significantly decreased the turnover intentions, but the interaction between hierarchical culture and innovation competency had no moderated mediation effect. These findings had the following implications: first, informal learning offers concrete information to workers for their career development and career planning. Second, it emphasizes the importance of workers’ subjective occupational adaptation in the labor market. Finally, organizational culture plays an important role in developing workers' capabilities and decreasing their turnover intentions through participation in informal learning.