Organizational Culture and Turnover: Focusing on Moderating Effects of Personal factors

조직문화와 이직 관계에 대한 실증적 고찰: 개인특성의 조절효과를 중심으로

Many empiric research findings have supported that the characteristics and strength of Organization Culture(OC) is closely related with organizational performance(absenteeism, job satisfaction, cohesiveness and turnover etc.). The first purpose of this study is to review the relationship between OC and turnover as a performance factor, and the second and primary purpose is to test the moderating effects of personal factors(sex, educational career, rank, occupation, marital status, job switching, age, company tenure and job tenure) between OC and turnover. For the analytical purpose of this article, OC type is categorized as Maintainable Culture(MC), Affiliation Culture(AC), Progressive Culture(PC) and Rational Culture(RC) based on Quinn(1985). The empirical results are as followings: Moderating effects are found in sex(with MC and RC), educational career(with MC, PC and RC), job switching(with MC and RC).