공공기관 내 세대갈등이 직무소진에 미치는 영향 : 직무스트레스의 매개효과 및 관계지향문화의 조절효과를 중심으로

This study evaluated the effect of generational conflict within public organizations on job burnout. In addition, this study verified whether job stress had a mediating effect on the relationship between generational conflict and job burnout and whether clan culture had a moderating effect. Based on previous studies, this study examined the theoretical background of all measurement variables, such as the characteristics of public institution organi- zations, generational conflict, job burnout, job stress, and the concept and relationship of clan culture. Further- more, this study conducted an empirical analysis by collecting data through a questionnaire survey targeting 600 workers in 42 public institutions. The results of the statistical analysis of the collected data are as follows. First, generation conflict, including task conflict and relationship conflict, had a positive effect on the job burn- out of workers in public institutions. Second, job stress of workers in public institutions had mediating effects on the relationship between task conflict and burnout and between relationship conflict and burnout. Third, the clan culture of public institution workers did not have a moderating effect on the relationship between genera- tional conflict and job burnout but had a moderating effect on the relationship between generational conflict and job stress. In conclusion, this study confirmed that generational conflict positively affected job burnout and stress, showing that job stress could be alleviated through the regulation of clan culture, which had a moderating effect on the relationship between generational conflict and job stress. Furthermore, job burnout could be indirectly al- leviated by lowering job stress which had a mediating effect. As a result, the improvement of the working environment through the support of a system that manages the negative psychological state of individual workers such as conflict, stress, and burnout in the organization and the introduction of a communicative and relationship-oriented organizational culture will prevent the loss of hu- man resources due to generational conflict, job stress, and job burnout.