성과주의 평가·보상제도에 대한 구성원의 인식이 이직의도에 미치는 영향: 인사평가 경험의 매개효과

This study examines how employees’ perceptions of performance-based evaluation and reward practices influence turnover intention through their experience of performance appraisal. Although performance-based HR systems are widely adopted in Korean organizations, their effectiveness depends not only on formal design but also on how employees interpret and internalize these practices. Accordingly, this study analyzes the mediating role of appraisal experience in the relationship between perceptions of performance-based practices and turnover intention. Using structural equation modeling (SEM), the findings show that favorable perceptions of performance-based evaluation and reward practices significantly enhance appraisal experience, which in turn lowers turnover intention. The direct effect of perception on turnover intention was not significant, indicating a full mediation effect. These results suggest that the effectiveness of performance-based HR practices is shaped by the quality of employees’ appraisal experience. This study presents an integrated mechanism—perception → experience → outcome—and highlights that procedural fairness, feedback quality, and rater–ratee relationships are critical for talent retention and HRD effectiveness.