선원의 직무만족이 조직몰입과 이직 의도에 미치는 영향에 관한 연구 - 밀레니얼 세대와 밀레니얼 이전 세대의 비교

Abstract

Due to the COVID-19 pandemic situation that occurred in December 2019, long-term boarding seafarers are increasing due to delays in replacement, and the satisfaction of crews on boarding life is gradually decreasing. In addition, there are concerns about the reduction of the size of the crew market due to the resignation of seafarers and transfer to other occupations.

This study investigated the influence of seafarers' job satisfaction factors on organizational commitment and turnover intentions, and examined whether there were any differences between millennials and pre-millennials. In order to achieve these research objectives, the existing research results on millennials, job satisfaction, organizational commitment and turnover intention were reviewed, and a research model and hypothesis were established to draw the research results. In order to verify the research hypothesis, the study subjects were seafarers working on commercial ships. A total of 431 questionnaires were distributed to the seafarers, and a total of 419 copies were used for the study, excluding 12 questions with inappropriate responses. The data analysis of this study used the SPSS 21.0 program, and frequency analysis and descriptive statistics were performed to determine the characteristics of the sample. For hypothesis testing, hierarchical multiple regression analysis was performed.

The characteristics of the sample are reclassified as age classification into millennials and pre-millennial generations, nationality classification into Korea and foreign countries, and boarding experience classification into less than 3 years and more than 3 years. and exploratory data analysis was performed to examine the differences in job satisfaction (empowerment, work environment, relationship, pay, performance appraisal), organizational commitment, and turnover intentions according to classification by generation, boarding experience, and nationality.

In this study, the job satisfaction factors of seafarers were classified into empowerment, work environment, relationship, pay, performance appraisal. The results of research analysis are summarized as follows.

First, among the factors of seafarer's job satisfaction, pay, empowerment, and work environment were found to have a significant positive (+) effect on organizational commitment. On the other hand, relationship did not significantly affect organizational commitment.

Second, among the factors of job satisfaction of seafarers, the work environment was found to have a negative (-) effect on the turnover intention, and the relationship were found to have a positive (+) effect on the turnover intention. It was found that pay, empowerment, and performance appraisal did not significantly affect on the turnover intention.

Third, seafarer's organizational commitment was found to have a significant negative (-) effect on the intention to turnover.

Fourth, as a result of comparing millennials and post-millennials, job satisfaction factors that influence the organizational commitment and turnover intention of millennials showed that as the organizational commitment increased in all generations, the turnover intention decreased. and There was no difference between generations. Based on the results of these studies, the shipping organization provides practical data that can reduce turnover by identifying the impact on job satisfaction, organizational commitment, and intention to turnover of seafarers. It is expected that the application of welfare and personnel policies will help reduce seafarer turnover.