직무자격의 효과성 인식이 이직의도에 미치는 영향: 직무스트레스의 매개효과 중심으로

Many companies are implementing systems to encourage and support the acquisition of job qualifications in order to secure and cultivate excellent human resources. Acquisition of job qualification has an important meaning for both organizational members and companies. Organizational members can maximize professionalism by improving their work ability through job qualification acquisition, and companies can receive help in maintaining a sustainable competitive advantage by increasing the competitiveness of human resources. In addition, the recognition of the effectiveness of job qualification of organization members may result in lowering the intention to turnover through the effect of inspiring confidence in work and reducing job stress. On the one hand, acquisition of job qualification may act in the direction of increasing the possibility of turnover by increasing the evaluation in the external labor market for organization members. Therefore, this study aims to analyze the effect of recognition of the effectiveness of job qualification on turnover intention, and to examine the mediating effect of job stress in this process. The purpose of this study is to first examine the effect of recognizing the effectiveness of job qualification on job stress, and secondly, to examine the relationship between job stress and turnover intention. Finally, the mediating effect of job stress is examined in the relationship between the recognition of the effectiveness of job qualification and turnover intention. To verify the research hypothesis, the 2021 worker data of the Human Capital Enterprise Panel of the Korea Vocational Competency Research Institute were used. As a result of the study, first, recognition of the effectiveness of job qualifications had a negative effect on job stress, and second, job stress had a positive effect on turnover intention. Third, recognition of the effectiveness of job qualifications had a negative effect on turnover intention, and fourth, recognition of the effectiveness of job qualifications was found to have a negative effect on turnover intention through job stress. Based on these results, implications were presented to practitioners of companies operating the job qualification support system.