East Asian Journal of Business Economics (EAJBE) (동아시아경상학회지)

East Asia Business Economics Association (동아시아경상학회)
권호 표지
DOI QR코드

DOI QR Code

The Structural Relationship between Employment Insecurity and Turnover Intention of Beauty Industry Employees

  • Eun-Jung SHIN (Department of Beauty Arts Care, Dongguk University) ;
  • Ki-Han KWON (College of General Education, Kookmin University)
  • Received : 2023.04.10
  • Accepted : 2023.06.01
  • Published : 2023.06.30
Download PDF
⟨ Previous Next ⟩

Abstract

Purpose - This research paper empirically analyzes the effect of changes in the employment environment due to the 4th industrial revolution on the turnover intention of cosmetic employers and employees and seeks the necessary measures for job instability in the industrial field. Research design, data, and methodology - A self-report questionnaire was conducted on 513 cosmetic implementers. Statistical processing of the data collected by the data analysis method was analyzed using the Statistical Package for Social Science (SPSS) WIN23.0 statistical package program through data coding and data organizing process. Results - Changes in the employment environment were found to have a significant effect on the effect of job instability (t=13.218, p<0.05). As for the effect of organizational commitment on turnover intention, the higher the organizational commitment, which is a parameter, has a negative (-) effect on turnover intention, a dependent variable (p<0.05). Conclusions - Our results are based on an analysis that allows cosmetic employers and workers to explore ways to address job insecurity. Based on the analysis results, it will help the growth of the cosmetics industry by providing basic data for the identity of the cosmetics industry and the development of the cosmetics service organization.

Keywords

References

  1. Afridi, A. A., & Baloch, Q. B. (2018). The effect of organizational justice on job satisfaction: A comparative study of public and private universities of khyber pakhtunkhwa. Abasyn Journal of Social Sciences, 11(1), 237-253.
  2. Allen, N. J., & Meyer J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
  3. Anvari, R., JianFu Z., Chermahini, S. H. (2014). Effective strategy for solving voluntary turnover problem among employees. Procedia-Social and Behavioral Sciences, 129, 186-190. https://doi.org/10.1016/j.sbspro.2014.03.665
  4. Atchison, T. J. (1991). The employment relationship: un-tied or re-tied?. Academy of Management Perspectives, 5(4), 52-62. https://doi.org/10.5465/ame.1991.4274750
  5. Bateman, T. S., & Strasser S. A. (1984). longitudinal analysis of the antecedents of organizational commitment. Academy of management journal, 27(1), 95-112. https://doi.org/10.2307/255959
  6. Borg, I., & Elizur, D. (1992). Job insecurity: correlates, moderators and measurement. International Journal of manpower, 3(2), 13-26.
  7. Brockner, J. (1998). The effects of work layoffs on survivors: Research, theory, and practice. Research in organizational behavior, 10, 213-255.
  8. Brockner, J., Grover, S., Reed, T. F., & Dewitt, R. L. (1992). Layoffs, job insecurity, and survivors' work effort: Evidence of an inverted-U relationship. Academy of Management journal, 35(2), 413-425.
  9. Cavanaugh, M. A., & Noe, R. A. (1999). Antecedents and consequences of relational components of the new psychological contract. Journal of Organizational Behavior, 20(3), 323-340. https://doi.org/10.1002/(SICI)1099-1379(199905)20:3<323::AID-JOB901>3.0.CO;2-M
  10. Choi, Y. H., & Lee, K. M. (2012). Effect of resort employees' emotional labor on emotional exhaustion: the moderating role of social support. International Journal of Tourism Management and Sciences, 27(5), 541-563.
  11. Denoncourt, J. (2020). Companies and UN 2030 sustainable development goal 9 industry, innovation and infrastructure. Journal of Corporate law studies, 20(1),199-235. https://doi.org/10.1080/14735970.2019.1652027
  12. Ghobakhloo, M., Iranmanesh, M., Grybauskas, A., Vilkas, M., & Petraite, M. (2021). Industry 4.0, innovation, and sustainable development: a systematic review and a roadmap to sustainable innovation. Business Strategy and the Environment, 30(8), 4237-4257. https://doi.org/10.1002/bse.2867
  13. Greenhalgh, L., & Rosenblatt Z. (1984). Job insecurity: toward conceptual clarity. Academy of Management review, 9(3), 438-448.
  14. Hallier, J., & Lyon, P. (1996). Job insecurity and employee commitment: managers' reactions to the threat and outcomes of redundancy selection 1. British Journal of Management, 7(1),107-123. https://doi.org/10.1111/j.1467-8551.1996.tb00109.x
  15. Han, S. Y., & Lee H. C. (2015). Intention to Leave versus Intention to Stay, Are They simply Opposed concept?: Focused on Comparison between Flight attendants of Full Service Carrier and Low Cost Carrier. Korea Academic Society of Hotel Administration, 24(7), 53-72.
  16. Huh, Y. D. (2005). Analysis of Relationship by Cognition for Job Insecurity and Organizational Effectiveness (centered on luxury hotels in Seoul). Journal of hotel& Resort, 4(1), 61-77.
  17. James, L. R. (1982). Aggregation bias in estimates of perceptual agreement. Journal of applied psychology, 67(2), 219.
  18. Jeon, M. K., & Lee, K. E. (2012). A Study on Wage Unfairness and Job Performance Perceived by Non-regular Employees: Focusing on the Hotel Industry. Journal of East and Central Asian Studies, 3, 185-191.
  19. Jeong, J. A., & Baek, U. I. (2012). Effects of transformational leadership of hotel employees on job attitudes. Journal of Food Service Management, 29, 1520-1535.
  20. Jung, W. S. (2017). A study of the factors that affect tax accounting firm employees' job satisfaction: focusing on the moderating effect of trust in supervisor. Journal of the Korea Convergence Society, 8(2), 213-225. https://doi.org/10.15207/JKCS.2017.8.2.213
  21. Kim, G. Y., Kim J. M., & Pyo, J. B. (2016). A study on the structural relationship between hotel employee wellness and job satisfaction, organizational commitment, and job performance. Journal of Hotel & Resort,15(4), 51-71.
  22. Kim, J. L. (1999). A study on the flexibility of the labor market and human resource management of non-regular workers. Journal of Industrial Relations, 2(1), 95-117.
  23. Kim, S. J. (2020). The effect of employment instability on organizational commitment and turnover intention due to the perception of changes in the employment environment of security guards. Korean Journal of Convergence Science, 9, 334-347.
  24. Kim, S. W., & Park, S. Y. (2006). The impact of job satisfaction of intercollegiate athletes on the org(3anizational commitment and rurnover intention. Korea Sport Research, 17(6), 165-176.
  25. Kuvaas, B. (2003). Employee ownership and affective organizational commitment: employees' perceptions of fairness and their preference for company shares over cash. Scandinavian Journal of Management, 19(2), 193-212. https://doi.org/10.1016/S0956-5221(01)00044-6
  26. Leaders, Y. G. (2016). World economic forum annual meeting 2016 mastering the fourth industrial revolution.
  27. Lee, J., & Kwon, K. H. (2022). Good ingredients from foods to vegan cosmetics after COVID-19 pandemic. Journal of Cosmetic Dermatology, 21(8), 3190-3199. https://doi.org/10.1111/jocd.15028
  28. Lee, J. J., & Won, Y. S. (2017). A study on the relationship between emotional labor and psychological exhaustion of restaurant employees in hotel companies. Journal of Tourism and Leisure Resort, 29(7), 181-195.
  29. Lee, Y. C., & Han, H. C. (2018). An analysis on image recognition difference of the Korean tourist for Chinese inbound tourists. Journal of Hotel &Resort, 17(2), 89-108.
  30. Meyer, J. P., & Allen, N. J.(1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89. https://doi.org/10.1016/1053-4822(91)90011-Z
  31. Mukhuty, S., Upadhya, A., & Rothwell, H.(2022). Strategic sustainable development of Industry 4.0 through the lens of social responsibility: the role of human resource practices. Business Strategy and the Environment, 31(5), 2068-2081. https://doi.org/10.1002/bse.3008
  32. Nascimento, D. L., Alencastro, V., Quelhas, O. L., Caiado R. G., Garza-Reyes, J. A., Rocha-Lona L., & Tortorella, G. (2019). Exploring Industry 4.0 technologies to enable circular economy practices in a manufacturing context: a business model proposal. Journal of Manufacturing Technology Management, 30(3), 607-627. https://doi.org/10.1108/JMTM-03-2018-0071
  33. Pfeffer, J., & Baron, J. N. (1988). Taking the workers back out: Recent trends in the structuring of employment. Research in Organization Behavior, 10, 257-303.
  34. Pottin, F., & Dietz T. (2018). Automation goes 4.0: The "SMART" AAC factory. Ce/Papers. 2(4), 25-35. https://doi.org/10.1002/cepa.898
  35. Robinson S. L, Kraatz M. S, & Rousseau D. M. (1994). Changing obligation sand the psychological contract: a longitudinal study. Academy of Management Journal, 37, 137-152. . https://doi.org/10.2307/256773
  36. Teagarden, M. B. (2020). Disruption: the fourth industrial revolution accelerator and entrepreneurial ecosystems. Thunderbird International Business Review, 62, 445-445. https://doi.org/10.1002/tie.22168
  37. Tellefsen, T., & Thomas, G. P. (2005). The antecedents and consequences of organizational and personal commitment in business service relationships. Industrial Marketing Management, 34(1), 23-37. https://doi.org/10.1016/j.indmarman.2004.07.001
  38. Toha, M. A., Akter, R., & Uddin M. S. (2022). Paradigm of sustainable process safety management for industrial revolution 4.0: a circular economy and sustainability perspective. Process Safety Progress, 41, S17-S26.
  39. Yalenios, J., & d'Armagnac, (2022). S. Work transformation and the HR ecosystem dynamics: A longitudinal case study of HRM disruption in the era of the 4th industrial revolution. Human Resource Management, 62(1), 55-77. https://doi.org/10.1002/hrm.22114