여성 관리자의 지각된 과잉자격이 이직의도에 미치는 영향: 사회적 자원의 조절효과

In 2019, the percentage of female workers and managers announced by the Ministry of Employment and Labor continued to increase every year, with the percentage of female managers increasing by 7%p from 14.14% in 2009 a decade ago. The recent increase in female workers and managers is showing great interest in academia as well as in the management field, but career management research for female workers and managers is relatively insufficient. In this paper, we would like to examine the perceived effects of overqualified women in the course of career development and the boundary factors for them. Perceived overqualification (POQ), which means subjective overqualification of an individual, refers to a condition in which an individual is perceived to have higher qualifications than the requirements of his or her duties, or recognizes limited opportunities to utilize. POQ is expected to generate negative attitudes towards turnover due to relative deficiencies and perceived unfairness within the organization. We also want to identify social resources as factors that can mitigate their negative relationships. Social resources will be able to supplement the situation of relative deprivation with social resources, and social networks and boss support awareness were presented as social resources. Hypothesis 1: The higher the perceived overqualified female managers are, the higher the turnover intention will be. Hypothesis 2: Social networks will undermine the relationship between perceived overqualification and turnover intention. Hypothesis 3: Recognition of Boss Support will undermine the relationship between perceived overqualification and turnover intention. The purpose of this study is to investigate the perceived over qualification of female managers using the original data of the "Women Manpower Panel Survey (2018)" of the orea’s Women’s Development Institute. First, the relationship between POQ of female managers and the intention of turnover has been shown to be a significant definitive relationship. This is a consistent result of studies on the relationship between existing POQs and turnover intentions. Second, social networks have weakened the definition relationship between POQ and turnover intentions of female managers. Thirdly, the perception of supervisor support has not been validated with significant moderating effect, contrary to hypotheses. Based on this study, the implications of the research and future research topics were presented.