세대갈등이 조직유효성에 미치는 영향 : 조직공정성의 매개효과

This study explores the impact of Generation Conflict within workplaces on Organizational Effectiveness. We sought to validate whether there exists a relationship between Generation Conflict and Job Burnout and intention to quit, as well as between Generation Conflict and Organizational Fairness. Moreover, we investigated whether Organizational Fairness has a correlation with Job Burnout and intent to quit, and if it mediates the relationship between Generation Conflict and Organizational Effectiveness. To explore these relationships, we built upon existing domestic and international studies on Generation Conflict, Organizational Effectiveness, Job Burnout, intention to quit, and Organizational Fairness. The findings from the first hypothesis testing indicate a positive correlation between the intensity of Generation Conflict and levels of Job Burnout. Furthermore, a strong Generation Conflict is also associated with a higher Turnover Intention. The second hypothesis testing revealed no significant relationship between Generation Conflict and overall Organizational Fairness. To further validate this, the study examined the relationship between Generation Conflict and the sub-factors of Organizational Fairness, namely, distributive fairness, procedural fairness, and interactional fairness. The analysis concluded that among young workers, only procedural fairness increases with an escalation in Generation Conflict. Results from the third hypothesis testing demonstrate that high levels of Organizational Fairness lead to decreased Job Burnout and reduced Turnover Intention the organization. Finally, the fourth hypothesis testing confirmed that procedural fairness mediates the relationship between Generation Conflict and both Job Burnout and Turnover Intention. In conclusion, Generation Conflict among the younger workforce has been found to have a negative impact on Organizational Effectiveness, while procedural fairness has a positive influence on it. It is inferred that Organizational Effectiveness, which is reduced due to Generation Conflict, could be improved through procedural fairness. To address the issue of Generation Conflict among younger workers, it is essential to ensure procedural fairness within the organization. Thus, to prevent the loss of human resources within the organization due to Job Burnout and urnover Intention, it becomes imperative to explore measures such as improving talent retention and satisfaction, providing career development opportunities, establishing a positive organizational culture, implementing competitive compensation systems, and improving human resource management systems.