직장내 괴롭힘과 이직의도 간 직무열의의 매개효과와 노조지원인식의 조절매개효과

The purpose of this study was to empirically determine the mediating effects of job engagement on the association between workplace bullying and the turnover intention and the moderated mediating effects of union-support perception on the association between workplace bullying and the turnover intention on the basis of job engagement. A survey was conducted in manufacturing employees in two sessions to collect data and test hypotheses. The results of this study are as follows: First, workplace bullying significantly positively affected the turnover intention. Second, job engagement had mediating effects on the association between workplace bullying and the turnover intention. Third, union-support perception had moderating effects on the association between job engagement and the turnover intention and union-support perception had moderated mediating effects on the association between workplace bullying and the turnover intention on the basis of job engagement. These results have confirmed the positive mediating effects of job engagement and implied the need for managers to make investments and efforts to help employees improve their job engagement. That is, the stronger job engagement, the stronger motive for a job and the weaker turnover intention. The moderated mediating effects of union-support perception differentiate this study from the exiting ones in that it has verified conditional indirect effects in terms of the effects of workplace bullying on the turnover intention through job engagement in combination of job engagement and union-support perception.