ESG 경영에 대한 구성원의 인식과 이직의도 간 관계: 조직자부심의 매개효과와 ESG 경영 냉소주의의 조절효과

The purpose of this study was to develop the ESG management scale perceived by employees and to examine the relationship ESG management and turnover intention, the mediating effect of organizational pride and the moderating effect of ESG management cynicism in the relationship between the ESG management and turnover intention. First, the ESG management scale development was conducted, and then test of hypothesis was conducted using the developed scale. Specifically, a total of 55 preliminary items were produced using the detailed corporate evaluation standards of the Korea Corporate Governance Service(KCGS). After reviewing 55 items’meaning, overlapping or irrelevant 8 items were removed. And then, we collected data using 47 items from 314 employees working in large companies. We randomly divided 314 employees into two groups composed of 157 each. Exploratory factor analysis was conducted to find out the proper number of factors using 157 samples. As a result, we find out 37 items composed of 4 factors(Environment, Social-Internal, Social-External, and Governance). After that, confirmatory factor analysis was performed to confirm the 4 factor structure using another 157 samples. A total of 314 samples were used to testify the hypotheses. We found that the ESG management perception reduced turnover intention of employees, and the organizational pride mediated the relationship between the ESG management perception and turnover intention of employees. In addition, we found the moderating effect of ESG management cynicism in the relationship between the ESG management perception and turnover intention of employees. Specifically, the negative relationship between the ESG management perception and turnover intention of employees was strong when ESG management cynicism was low. Finally, the academic and practical implication, limitations of this study, and future research tasks were discussed.