조직구성원의 도전적 스트레스 및 방해적 스트레스 요인, 직원몰입, 직무성과, 이직의도 간의 구조적 관계

This study aimed to examine the structural relationships between organizational members' challenge stressors, hindrance stressors, employee engagement, job performance, and turnover intention, and the mediating effect of employee engagement. This is an important issue in securing and maintaining human resources to increase organizational competitiveness, and research results have shown that high engagement of employees improves their performance and lowers their turnover intention. In addition, among the factors influencing employee engagement, the stress factor was comprised of two sub-factors to understand the mechanism of employee engagement. To achieve the purpose of the study, a survey was conducted on 352 employee is organizations. As a result of the study, first, the direct relationship between job performance and turnover intention for intrusive stress was statistically significant. Second, the direct relationship between challenging stress and job performance was statistically significant, but not with turnover intention. Third, in the relationship between challenge and hindrance stressors, job performance, and turnover intention, the mediating effect of employee engagement was derived statistically significant. Based on the research results, academic and practical implications are presented.