소명의식과 개인-조직 적합성의 상호작용이 성과추구의지와 이직의도에 미치는 영향에 대한 연구

The purpose of this study is to examine the limitations of existing studies that deal with the concept of calling from a secular perspective, and to find the meaning and implications of dealing with the concept of calling in the workplace. To this end, it is suggested that the concept of calling should be understood based on person-organizational relationships from a reciprocal perspective and as a holistic response of a person, not limited to a specific activity or job. As a basis for this, the results of an empirical analysis on the interaction effect of individual employee's striving for performance and perception of person-organizational fit on turnover intention are presented. As a result of the analysis, it was confirmed that the higher the individual employee's perception of calling, the more positive the striving for performance, and the interaction effect of person-organizational fit was not significant. On the other hand, the independent effect on the turnover intention of the perception of calling was not significant, but the interaction effect with the perception of individual-organizational fit was significant. Specifically, when the perception of person-organizational fit was high, the negative effect of calling perception and turnover intention was significant, but when the perception of person-organizational fit was low, the negative effect was not significant. This study suggests examining the differences and limitations of calling perception of secular perspective in psychology and business administration and finding an alternative to how the meaning of calling of the Christian tradition can be applied in the workplace.