조직 구성원의 고령 인력에 대한 포용 인식과 이직의도 연구 정서적 몰입 및 개인 다양성 가치의 역할을 중심으로

With the aging population continuing, the need for research on the utilization of the aged workforce in the organization is gradually increasing. The negative perceptions that employees may have, in particular, about the aged employees can cause conflicts within the organization, which has begun to emerge as an important task in human resource management. This study investigated the relationship between the perception of inclusion for the aged employees and turnover. It also looked at the increased affective commitment through the interaction between personal diversity values and the perception of inclusion. Finally, it also confirmed that affective commitment in the organization partially mediated the relationship between the perception of inclusion and turnover. The results are as follows. First, the perception of inclusion for the aged employees and turnover has negative relationship. Second, affective commitment partly mediated the perception of inclusion and turnover. Third, the value of personal diversity has strengthened the relationship between the perception of inclusion and affective commitment. This can theoretically make a contribution to a relationship between perception of inclusion for the aged employee and turnover. Also, it can have practical implications for human resource management in terms of how to manage conflicts within the organization in the growing number of organizations in the aging population.