이벤트업 종사원의 긍정심리자본과 이직의도간의 관계에서 직무열의의 매개효과

Mediated effect of job engagement in relationship between positive psychological capital and turnover intention of the event worker

  • 정하곤 (동주대학교 이벤트연출과)
  • Jung, Ha-Gon (Dept. of Event production, Dongju University)
  • 투고 : 2018.08.24
  • 심사 : 2018.11.20
  • 발행 : 2018.11.28


본 연구는 이벤트 종사원의 긍정심리자본과 이직의도 간의 관계를 직무열의가 매개하는지를 파악하는데 그 목적을 두고 있다. 이를 위하여 부산지역의 이벤트업에 종사하는 20대에서 50대, 남녀 총 394명을 대상으로 하여 설문조사를 실시하였다. 연구 분석은 매개효과를 파악하기 위한 회귀분석을 실시하였으며 주요 연구결과는 다음과 같다. 첫째, 긍정심리자본은 직무열의를 정적으로 유의미하게 예측하는 것으로 나타났다. 둘째, 긍정심리자본은 이직의도를 부적으로 유의미하게 예측하는 것으로 나타났다. 셋째, 직무열의는 이직의도를 부적으로 유의미하게 예측하는 것으로 나타났다. 넷째, 직무열의는 긍정심리자본과 이직의도 간의 관계를 부분 매개하는 것으로 나타났다. 따라서 이벤트 종사원의 이직의도를 낮추고, 직무열의를 높이기 위한 근무환경 개선과 긍정심리자본을 향상 시킬 수 있는 중재 프로그램을 개발하기 위한 지속적인 연구의 필요성을 제언하였다.

The purpose of this study is to investigate whether the job engagement mediates relationship between positive psychological capital and turnover intention in the event worker. For it, a questionnaire survey is performed for 394 participants consisted of male and female living in BUSAN. Their age is from 20 to 50. Afterwards, the collected data is analyzed using the regression analysis. Positive psychological capital is significantly positive to the job engagement. Meanwhile, positive psychological capital is significantly negative to the turnover intention. Likewise, job engagement is significantly negative to the level of turnover intention. Also, job engagement partially mediated relationship between positive psychological capital and turnover intention. Therefore, this study suggests that it will be developed the mediation program that improves both work environment and positive psychological capital to increase job engagement as well as reduce turnover intention in the event worker.


Table 1. responsactients statistical characteristic

DJTJBT_2018_v16n11_553_t0001.png 이미지

Table 2. Technical statistics of major variables

DJTJBT_2018_v16n11_553_t0002.png 이미지

Table 3. Correlation analysis of major variablesi

DJTJBT_2018_v16n11_553_t0003.png 이미지

Table 4. The effect of positive psychological capital on job engagement

DJTJBT_2018_v16n11_553_t0004.png 이미지

Table 5. The effect of positive psychological capital on Turnover intention

DJTJBT_2018_v16n11_553_t0005.png 이미지

Table 6. The effect of Job engagement on Turnover intention

DJTJBT_2018_v16n11_553_t0006.png 이미지

Table 7. Mediating Effect Model of Turnover intention

DJTJBT_2018_v16n11_553_t0007.png 이미지


  1. J. G. Lee. (2001). A Study on Administration Planning of the Exhibition - Event. Journal of Tourism Management Research, 11(1), 138-155.
  2. K. H. Lee & Z. W. Cui. (2013). A study on the Effect of the Communication Within the Organiza- tion in the Event Industry on the Job Committment, Organization Committment, and Job Performance, Academic Society of Event & Convention, 9(1), 127-152.
  3. W. S. Min, O. J. Lee & M. Y. Kim. (2012). Exploring Environmental Factors Affecting Intent to Leave for Employee in Recreational and Event Jod Area. Korean Journal of Sports Science, 21(1), 271-278.
  4. F. Luthans. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6), 695.
  5. F. Luthans & C. M. Youssef. (2007). Emerging positive organizational behavior. Journal of Management, 33, 321-349.
  6. F. Luthans, C. M. Youssef & B. J. Avolio. (2007), Psychological capital: Developing the human competitive edge, Oxford, UK, Oxford University Press.
  7. F. B. Bryant & J. A. Cvengros. (2004). Distingui- shing hope and optimism, Journal of Social and Clinical Psychology, 23(1), 273-302.
  8. J. Carifio & L. Rhodes. (2002). Construct validities and the empirical relationships between optimism, hope, self-efficacy, and locus of control, Work, 19(1), 125-136.
  9. P. R. Magaletta & J. M. Oliver. (1999). The hope construct, will, and ways: Their relations with efficacy, optimism, and general well-being. Journal of Clinical Psychology, 55(1), 539-551.<539::AID-JCLP2>3.0.CO;2-G
  10. C. M. Youssef & F. Luthans. (2007). Positive Organizational Behavior in the Workplace: The Impact of Hope, Optimism, and Resilience. Journal of Management, 33(5), 774-800.
  11. F. Luthans, C. M. Youssef & B. J. Avolio. (2007). Psychological capital: Developing the human competitive edge, Oxford, UK, Oxford University Press.
  12. D. Sweetman, & F. Luthans. (2010). The power of positive psychology: Psychological capital and work engagement, A Handbook of Essential Theory and Research(54-68). New York, US: Psychology Press.
  13. W. B. Schaufeli, M. Salanova, V. Gonzalez-Roma, & A. B. Bakker. (2002), The measurement of engagement and burnout: a two sample confirma- tory factor analytic approach, Journal of Happiness Studies, 3(1), 71-92.
  14. W. B. Schaufeli & A. B. Bakker. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multisample study. Journal of organizational Behavior, 25(3), 293-315.
  15. Y. Brunetto, S. Teo, K. Shacklock & R. Farr Wharton. (2012). Emotional intelligence, job satisfaction, well-being and engagement: Explaining organisational commitment and turnover intentions in policing. Human Resource Management Journal, 22(4), 428-441.
  16. Y. J. Kim & Y. J. Chung. (2016). A Study on the Effects of Abusive Supervision by Hotel Culinary Staff on Job Engagement and Turnover Intention The Tourism Sciences Society of Korea, 40(9), 85-99.
  17. C. S. Carver & M. F. Scheier. (2002). The hopeful optimism, psychology Inquiry, 13(4), 288-290.
  18. A. C. Bluedorn. (1978). A taxonomy of turnover. Academy of management journal, 3(.4), 647.
  19. J. L. Price. (1977). The study of turnover. Iowa State Univ Press.
  20. Y. Y. Seo. (2008). The Study of the Influences of Job Stress on Women's Job Turnover in Event Industry. Academic Society of Event & Convention, 4(2), 33-50.
  21. Y. L. Jun & J. K. Park. (2005). A Study on the satisfaction of job and propensity to change occupation for people working at community event company. Academic Society of Event & Convention. 2(1), 177-198.
  22. Korea Chamber of Mommerce and Industry. (2018).
  23. S. C. Sin. (2014). The effect of situational cues of emotional labor on emotional process, emotional dissonance and job burnout in hotel employees Food service Management Society of Korea, 17(1), 307-329.
  24. S. P. Kim, M. J. Kim & J. K. Lee.(2007). A Study of the Influence of Job-embeddedness Conceived by event Workers on Turnover Intention. Aviation Management Society Of Korea, 1(1), 141-141.
  25. Y. Chen, W. Wang & Y. Chu. (2010). Structural investigation of the relationship between working satisfaction and employee turnover. The Journal of Human Resource and Adult Learning, 6(1), 41-50.
  26. A. R. Oh & K. K. Park. (2014). A Study on the Positive Psychological Capital and Job Engagement and Employees' Job Behavior. Korean Academic Society of Business Adiministration, 14(8), 1311-1344.
  27. S. J. Wayne, L. M. Shore & R. C. Liden. (1997). Perceived organizational support and leader member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82-111.
  28. J. B. Lee & W. J. Kwak. (2017). The Effect of Supervisor's Turnover Intention on Subordinate's Turnover Intention: Interaction Effect between Turnover Intention, LMX and POS. Korean Corporation Management Review, 73(1), 117-136.
  29. R. M. Baron & D. A. Kenny. (1986). The moderator mediator variable distinction in social psycho- logical research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173-1182.
  30. K. B. Gang & Y. J. Lee. (2015). Effect of Positive Psychological Capital on Turnover Intention of Care Worker. The Korea Contents Society, 11(1), 126-136.
  31. A. R. Oh. & T. H. Lee. (2016). A Study on Employees' Positive Psychological Capital and Job Engagement and Job Behavior. The journal of professional management, 19(3), 183-209.
  32. K. W. Choi & S. Y. Rhee. (2017). Positive Psychological Capital and Turnover Intention-The Mediating Effect of Perceived Work Overload and the Moderating Effect of Trust in Supervisor. Korea Academy Industrial Cooperation Society, 18(10), 382-392.
  33. M. R. Jung & E. Jeong. (2018). Effects of Nursing Practice Environment and Positive Psychological Capital in Clinical Nurses on Turnover Intention. Journal of Digital Convergence. 16(2), 277-285.
  34. J. Kim. (2017). Impact of psychological capital and engagement on turnover intention among newly graduated registered nurses in general hospitals. Doctoral dissertation. Chosun National University, Gwangju.