CAJ | 학술논문

本研究通过对273名商业银行员工的调查,旨在探索组织文化与离职意向的关系,扩展员工离职意向研究的视角,同时考察商业银行组织文化水平和员工离职意向的状况,测查组织文化水平对离职意向的影响是否存在阈值效应,以便为管理者保持银行健康的人员流动率提出适用性策略。结果表明：商业银行组织文化水平和员工离职意向在性别、年龄、学历和工龄四个人口学变量上均不存在显著性差异;商业银行的组织文化水平与其员工离职意向之间存在显著的负相关;组织文化水平对员工的离职意向具有负向预测作用;组织文化水平对员工离职意向的影响存在阈值效应。
본연구통과대273명상업은행원공적조사,지재탐색조직문화여리직의향적관계,확전원공리직의향연구적시각,동시고찰상업은행조직문화수평화원공리직의향적상황,측사조직문화수평대리직의향적영향시부존재역치효응,이편위관리자보지은행건강적인원류동솔제출괄용성책략。결과표명：상업은행조직문화수평화원공리직의향재성별、년령、학력화공령사개인구학변량상균불존재현저성차이;상업은행적조직문화수평여기원공리직의향지간존재현저적부상관;조직문화수평대원공적리직의향구유부향예측작용;조직문화수평대원공리직의향적영향존재역치효응。
This study investigated 273 employees in order to examine the relationship between organizational culture and turnover intention of commercial bank staff to broaden research perspectives in turnover intention. At the same time, we also attempt to examine the level of organizational culture and turnover intention in those staff. This study also tries to determine whether the threshold effect exists between the two so as to seek a more intuitive and convenient way to develop strategies to prevent employee turnover. The results were as follows ：（ 1 ） The organ- izational culture of commercial bank and turnover intention of commercial bank staff have no significant differences in gender, age, education and seniority; （2） There is a significantly negative correlation between organizational culture and turnover intention of commercial bank staff; （3） Turnover intention of commercial bank staff was nega- tively predicted by organizational culture; （4） The influence of organizational culture on turnover intention of commercial bank staff exists a threshold effect.