지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학위논문
- 저자정보
- 지도교수
- 서영욱
- 발행연도
- 2020
- 저작권
- 대전대학교 논문은 저작권에 의해 보호받습니다.
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This research reviewed the effect of job stress and subjective wellbeing in employees of companies on turnover intention by focusing on emotional burnout and relationship capital. First of all, emotional exhaustion, a negative factor, in the effect of job stress on turnover intention, secondly, the effect of relationship capital, a positive factor in relation to job stress, on turnover intention, and lastly, the effect of subjective wellbeing on turnover intention were proved.
A questionnaire against the object of nationwide employees of companies was conducted. After the total number 276 copies of the questionnaire were distributed, then by selecting 269 valid questionnaires data except 7 copies judged as insincere responses, for an empirical analysis, demographic analysis, confirmatory factor analysis, and path analysis were conducted against the questionnaires through statistic programs called SPSS 25.0 and Smart PLS 2.0. The consequences of the analysis were as follows.
It was shown job stress impacted on turnover intention through emotional burnout. The hypothesis that challenge stress will give a positive impact on relationship capital was dismissed and one cannot be sure whether it was a result having to do with the TMGT (Too Much of a Good Thing) of challenge stress. Eventually, the hypothesis that subjective wellbeing will reduce turnover intention was adopted.
Based on the results of the empirical analysis of this research, a practical insight that through relaxing job stress and emotional burnout and through strengthening relationship capital and subjective wellbeing, turnover rate of employees can be reduced will be suggested.
A questionnaire against the object of nationwide employees of companies was conducted. After the total number 276 copies of the questionnaire were distributed, then by selecting 269 valid questionnaires data except 7 copies judged as insincere responses, for an empirical analysis, demographic analysis, confirmatory factor analysis, and path analysis were conducted against the questionnaires through statistic programs called SPSS 25.0 and Smart PLS 2.0. The consequences of the analysis were as follows.
It was shown job stress impacted on turnover intention through emotional burnout. The hypothesis that challenge stress will give a positive impact on relationship capital was dismissed and one cannot be sure whether it was a result having to do with the TMGT (Too Much of a Good Thing) of challenge stress. Eventually, the hypothesis that subjective wellbeing will reduce turnover intention was adopted.
Based on the results of the empirical analysis of this research, a practical insight that through relaxing job stress and emotional burnout and through strengthening relationship capital and subjective wellbeing, turnover rate of employees can be reduced will be suggested.
목차
목 차목 차 ⅰ표 목 차 iv그림목차 vⅠ. 서 론 11. 연구 필요성과 목적 12. 연구방법과 논문구성 3Ⅱ. 문헌고찰 61. 직무 스트레스 62. 감정소진 133. 관계자본 194. 주관적 웰빙 225. 이직의도 26Ⅲ. 연구 설계 291. 연구모형의 설정 302. 연구가설의 설정 303. 변수의 조작적 정의와 측정 36Ⅳ. 실증 분석 421. 자료수집과 인구통계특성 422. 연구가설 검증 401) 연구가설 검증 482) 연구모형 검증 49Ⅴ. 결 론 501. 연구결과의 요약 502. 연구의 시사점 및 제안 523. 연구의 한계점 54참 고 문 헌 551. 국내문헌 552. 국외문헌 69Abstract 68설 문 지 88
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