박동건, 염세걸 (2001). 이직 모형 비교 연구: Mobley의 모형을 중심으로. 한국심리학회지: 산업 및 조직, 14, 1-22.
박재민 (2003). 중장기과학기술인력수급전망 연구. 서울: 과학기술정책연구원.
박재빈 (2007). 생존 분석 이론과 실제. 신광출판사, 서울
엄미정, 홍성민, 조가원, 이정재, 김형주 (2010). 박사 및 연구인력의 진로와 경력. 서울: 과학기술정책연구원
이기은, 박경규 (2002). 전문직 종사자의 조직 및 전문직업에 대한 이중몰입 결정요인에 관한 연구 : 평행모형을 이용하여. 경영학연구, 31, 551-574.
이정욱, 김진모 (2012). 대기업 연구개발 인력의 직무성과와 자기효능감, 개인창의성 및 조직몰입의 인과적 관계. 산업교육연구, 24, 21-48,
장재윤 (2001). 연구개발 전문가의 성격 특성과 이직행동간의 관계: 이공계 박사인력들을 대상으로. 한국심리학회지: 산업 및 조직, 14, 23-42.
조가원 (2012). 박사인력 구성과 일자리 현황의 국제비교. 서울: 과학기술정책연구원.
조영복, 곽선화, 류정란 (2008). 조직구성원의 직무배태성이 조직 잔류에 미치는 영향. 인적자원관리연구, 15, 173-200.
진미석 (2005). 신규 입직 박사의 진로활동 실태와 인식에 관한 탐색적 연구: 고급 인적자원개발정책에 주는 시사점을 중심으로. 교육행정학연구, 23, 329-350.
Arthur, W., Jr., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion related validity. Journal of Applied Psychology, 91, 786-801.
Barrick, M. R., & Zimmerman, R. D. (2005). Reducing voluntary, avoidable turnover through selection. Journal of Applied Psychology, 90, 159-166.
Bartol, K. M. (1979). Professionalism as a predictor of organizational commitment, role stress, and turnover: A multidimensional approach. Academy of Management Journal, 22, 815-822.
Behling, O., Labovitz, G., & Gainer, M. (1968). College recruiting: A theoretical basis. Personnel Journal, 47, 13-19.
Ben-David, J. (1958). The professional role of the physician in bureaucratic medicine. Human Relations, 11, 255-274.
Bernardin, H. J. (1987). Development and validation of a forced choice scale to measure job-related discomfort among customer service representatives. Academy of Management Journal, 30, 162-173.
Blau, P. M., & Scott, W. R. (1962). Formal organizations: A comparative approach. Chicago: University of Chicago Press.
Boreham, P. (1983). Indetermination: Professional knowledge, organization and control. Sociological Review, 31, 693-718.
Breaugh, J. A., & Dossett, D. L. (1989). Rethinking the use of personal history information: The value of theory-based biodata for predicting turnover. Journal of Business and Psychology, 3, 371-385.
Breaugh, J. A., Macan, T. H., & Grambow, D. M. (2008). Employee recruitment: Current knowledge and directions for future research. In G. P. Hodgkinson & J. K. Ford (Eds.). International review of industrial and organizational psychology (vol. 23, pp. 45-82), New York: John Wiley.
Cable, D. M., & Turban, D. B. (2001). Establishing the dimensions, sources, and value of job seekers’ employer knowledge during recruitment. Research in Personnel and Human Resources Management, 20, 115-163.
Chang, J. Y., Choi, J. N., Kim, M. U. (2008). Turnover of highly educated R&D professionals: The role of pre-entry cognitive style, work values and career orientation. Journal of Occupational and Organizational Psychology, 81, 299-318.
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90, 928-944.
Cohen, A. (1995). An examination of the relationships between work commitment and nonwork domains. Human Relations, 48, 239-263.
Connerley, M. L. (2013). Recruiter effects and recruitment outcomes. In D. M. Cable & K. Y. T. Yu (Eds.). The Oxford handbook of recruitment (pp. 21-34). Oxford, England: Oxford University Press.
DeBell, C. S., Montgomery, M. J., McCarthy, P. R., & Lanthier, R. P. (1998). The critical contact:: A study of recruiter verbal behavior during campus interview. The Journal of Business Communication, 35, 202-223.
De Goede, M. E. E., Van Vianen, A. E. M., & Klehe, U. C. (2013). A tailored policy- capturing study on PO fit perceptions: The ascendancy of attractive over aversive fit. International Journal of Selection and Assessment, 21, 85-98.
Gerpott, T. J., Domsch, M., & Keller, R. T. (1988). Career orientations in different countries and professionals. Journal of Management Studies, 25, 439-53.
Glueck, W. F. (1973). Recruitment and executives: How do they affect job choice? Journal of College Placement, 34, 77-78.
Goldberg, A. I. (1975). The relevance of cosmopolitan-local orientations to professional values and behavior. Sociology of Work and Occupations, 3, 331-357.
Greene, C. N. (1978). Identification modes of professionals: Relationship with formalization, role strain, and alienation. Academy of Management Journal, 21, 486-492.
Hall, R. H. (1968). Professionalization and bureaucratization. American Sociological Review, 33, 92-104.
Harris, M. M., & Fink, L. S. (1987). A field study of employment opportunities: Does the recruiter make a difference? Personnel Psychology, 40, 765-784.
Haug, M. R. (1973). Deprofessionalization: An alternative hypothesis for the future. Sociological Review Monograph, 20, 195-212.
Hom, P. W., & Griffeth, R. W. (1995). Employee turnover. Cincinnati, OH: South-Western.
Hom, P. W. (2002). The legacy of Charles Hulin’s work on turnover thinking and research. In J. Brett & F. Drasgow (Eds.), The psychology of work, (pp. 169-187). Mahwah, NJ: Erlbaum.
Hrebiniak, L. G., & Alutto, J. A. (1972). Personal and role-related factors in the development of organizational commitment. Administrative Science Quarterly, 17, 555-572.
Jiang, K., Liu, D., McKay, P. F., Lee, T. W., & Mitchell, T. R. (2012). When and how is job embeddedness predictive of turnover? A meta-analytic investigation. Journal of Applied Psychology, 97, 1077-1096.
Kerr, S., Von Glinow, M. A., & Schriesheim, J. (1977). Issues in the study of “professional” in organizations: The case of scientists and engineers. Organizational Behavior and Human Performance, 18, 329-345.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281-342.
Lachman, R., & Aranya, N. (1986). Attitudes and turnover intentions among professionals in different work settings. Organization Studies, 7, 279-293.
Lee, T. W., & Maurer, S. (1999). The effects of family structure on organizational commitment, intention to leave and voluntary turnover. Journal of Managerial Issues, 11, 493-513.
Lee, T. W., & Mitchell, T. (1994). An alternative approach: The unfolding model of voluntary employee turnover. Academy of Management Review, 19, 51-89.
March, J., & Simon, H. (1958). Organizations. New York: Wiley.
Martin, R. L., & Moldoveanu, M. C. (2003). Capital versus talent: The battle that’s reshaping business. Harvard Business Review, July, 36-41.
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44, 1102-1121.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62, 237-240.
Mossholder, K. W., Settoon, R. P., & Henagan, S. C. (2005). A relational perspective on turnover: Examining structural, attitudinal, and behavioral predictors. Academy of Management Journal, 48, 607-618.
Price, J. L., & Mueller, C. W. (1986). Absenteeism and turnover of hospital employees. Greenwich. CT: JAI Press.
Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed., Vol. 2, pp. 399-444). Palo Alto, CA: Consulting Psychologists Press.
Rynes S. L, Heneman H. G III, Schwab D. P. (1980). Individual reactions to organizational recruiting: A review. Personnel psychology, 33, 529-542.
Rynes, S. L., & Miller, H. E. (1983). Recruiter and job influences on candidates for employment. Journal of Applied Psychology, 68, 147-153.
Singer, J. D., & Willett, J. B. (1991). Modeling the days of our lives: Using survival analysis when designing and analyzing longitudinal studies of duration and the timing of events. Psychological Bulletin, 110, 268-290.
Snizek, W. E. (1972). Hall’s professionalism scale: An empirical reassessment. American Sociological Review, 37, 109-114.
Sorensen, J. E. (1967). Professional and bureaucratic organization in the public accounting firm. Accounting Review. 42, 553-565.
Sorenson, J. E., & Sorenson, T. L. (1974). The conflict of professionals in bureaucratic organizations. Administrative Science Quarterly, 19, 98-106.
Spence, A. M. (1974). Market signaling, information transfer in hiring and related processes. Cambridge, AM: Harvard University Press.
Toren, N. (1975). Deprofessionalization and its sources. Work and Occupations, 2, 323-337.
Turban, D. B., & Dougherty, T. W. (1992). Influences of campus recruiting on applicant attraction to firms. Academy of Management Journal, 35, 739-765.
Vella, M. (2012). Inside Google’s recruiting machine. Fortune(24, Feb.). http://fortune.com/2012/02/24/inside-googlesrecruiting-machine/에서 자료 얻음.
Von Glinow, M. A. (1988). The new professionals: managing today's high-tech employees. Cambridge, MA: Ballinger.
Wallace, J. E. (1993). Professional and organizational commitment: Compatible or incompatible? Journal of Vocational Behavior, 42, 333-349.
Wallace, J. E. (1995). Organizational and professional commitment in professional and nonprofessional organizations. Administrative Science Quarterly, 40, 228-255.
- Abstract viewed - 76 times
- PDF downloaded - 47 times
This work is licensed under a Creative Commons Attribution 4.0 International License.
© Korean Journal for Industrial and Organizational Psychology, 2016
Lotte R&D Center
How to Cite
The effects of professionalism, likelihood of job embeddedness, and interaction quality with recruiters at entry on turnover behavior among R&D Professionals
Vol 29 No 4 (2016): Korean Journal of Industrial and Organizational Psychology
Submitted: May 31, 2019
Published: Nov 30, 2016
The purpose of this study is to examine the effects of job embeddedness, professionalism, and recruiters on turnover of R&D professionals. The data was collected from a sample of 132 R&D professionals with PhD degrees in engineering or natural science in a Korean electronics firm. To analyze time-dependent turnover data, Cox’s proportional hazards model was used. The results showed that over the 5~7 year period after their organization entry, R&D professionals with high professionalism were more likely to leave the organization than were their counterparts with low level of professionalism. And Professionals who had negative interaction with recruiters were more likely to leave the organization than those who had positive interaction with recruiters. This study suggested that the quality of interaction with recruiter have a significant impact on the job withdrawal behavior(e.g. turnover) as well as on the job choice decision during job search among professionals. Based on these results above, implications and limitations of this research were presented, and also directions for future investigation were suggested.