문화예술기관 내 조직미덕과 이직의도의 심리적 메커니즘: 집단적 자긍심의 매개와 진정성의 조절된 매개효과

Previous studies have not sufficiently verified the psychological mechanism through which organizational virtue influences turnover intention, nor how an individual’s psychological trait of authenticity moderates this process. Accordingly, this study aims to examine the process by which organizational virtues affect turnover intention through the mediating role of collective self-esteem, and to empirically test the moderated mediation effect of authenticity on this relationship. Survey data were collected from 373 employees across various industries, and the hypotheses were tested using structural equation modeling and the PROCESS Macro.. The analysis revealed the following results. First, organizational virtues significantly enhanced employees’ collective self-esteem. Second, collective self-esteem was negatively and significantly related to turnover intention. Third, the mediating role of collective self-esteem in the relationship between organizational virtues and turnover intention was empirically supported. Finally, authenticity was found to play a significant moderated mediation role, such that the effect of organizational virtues on turnover intention through collective self-esteem was strengthened when employees’ authenticity was high. All hypotheses were statistically supported. These findings contribute theoretically by integrating collective self-esteem and authenticity into the study of organizational virtues, thereby expanding the explanatory power of organizational behavior research. Practically, the results suggest that organizations should not only strengthen positive virtuous values and norms at the organizational level but also create an environment where individuals can express their authenticity. In doing so, organizations can effectively reduce employees’ turnover intentions by fostering both virtuous practices and authentic self-expression.