본 연구는 구성원들의 고용가능성 인식이 조직몰입과 이직의도에 미치는 영향을 밝히고, 고용가능성이 조직몰입과 이직의도에 영향을 미치는 과정을 경력성장기회의 매개효과를 통해 설명하는데 그 목적이 있다. 고용가능성을 외부 노동시장에서 지속적인 고용을 획득할 수 있는 능력으로 보았으며, 외부유연성 은 평생고용의 개념이 무너지고 무경계, 프로틴 경력의 개념이 강조되는 노동시장의 환경속에서 중요성이 부각되고 있다. 그러나 고용가능성이 조직에 미치는 영향에 있어 선행연구자들의 견해가 긍정적이라 는 주장과 부정적이라는 주장으로 서로 상반되고 있는 실정이다. 따라서 본 연구에서는 실증연구를 통해 고용가능성과 조직몰입, 이직의도의 관계를 밝히고, 경력성장기회의 매개효과를 확인함으로써 고용가능 성이 조직몰입과 이직의도에 영향을 미치는 과정을 설명하고자 하였다. 국내 대기업 또는 중소기업에서 재직하고 있는 285명을 대상으로 설문을 실시하여 얻은 자료를 회귀분 석을 통해 분석한 결과, 첫째, 고용가능성이 높을수록 조직몰입이 높은 것으로 분석되었으나 이직의도에 는 영향을 미치지 않는 것으로 나타났다. 둘째, 고용가능성이 높을수록 경력성장기회가 많다고 인식하는 것으로 분석되었다. 셋째, 경력성장기회가 높을수록 조직몰입이 높고 이직의도가 낮은 것으로 분석되었다. 넷째, 경력성장기회는 고용가능성과 조직몰입의 관계를 완전매개하는 효과가 있는 것으로 분석되었다.

This study investigates the effects of employability of organizational members on organizational commitment and turnover intention. It then demonstrates the processes of the effects of employability on organizational commitment and turnover intention through the mediating effect of career growth opportunities. Employability is an ability to continuously obtain the job in the external labor market, due to the its flexibility in the employment relationship the importance of employability has been increasingly recognized in the labor market which collapses the concept of lifetime employment and highlights the concept of boundaryless and protean career. However, previous researchers have provided two contradicting views on employability, one suggesting that the effect of employability on the organization have been positive and the other suggesting that the effect of employability on the organization have been negative. Accordingly, this paper clarifies the relationship between employability and organizational commitment, turnover intention through empirical study and describes the processes of the effects of employability on organizational commitment and turnover intention by confirming mediating effect of career growth opportunities. Through the regression analysis of survey data conducted by 285 people who served in domestic organization, we found the followings: First, employability has positive impact organizational commitment. Second, employability has positive impact on career growth opportunities. but employability has not significant impact on turnover intention. Third, career growth opportunities are positive impact on organizational commitment but it has negative impact on turnover intention. Finally, the career growth opportunities are effective in fully mediating the relationship between employability and organizational commitment. The empirical results as above clearly revealed that there is a positive effect on the employability in the organization about conflicting claims of the leading researchers on the relationship between employability and organizational commitment, turnover intention. By demonstrating the processes of the effects of employability on organizational commitment and turnover intention through the mediating effect of career growth opportunities, this paper provided the theoretical implications in that it explained how employability affect the organizational commitment and the turnover intention unlike previous research. The results of this study also provides useful implications in terms of practical. Because the organizational members who have high employability has a high level of knowledge and skills required by the labor market, the organization seeks to prevent their commit them. Accordingly, the results of this study suggest that it is necessary to reflect providing a variety of opportunities to grow career as a major management factors such as promotion, reasonable maintenance, training opportunities, job empowerment in Human Resource Management System design phase as well as helping to increase employability of the organizational members. On the other hand, this study did not include a wide range of potential variables which play role in mediating or moderating the relationship between employability and organizational commitment, turnover intention. It also did not provide a clear constructs to explain career growth opportunities. Accordingly, in the future study, it is necessary to set a variety of potential variables mediating or moderating the relationship between employability and organizational commitment, turnover intention to study variable through a theoretical review. In order to take advantage of career growth opportunities in a more sophisticated variable, it is necessary to present clearly a concept about the career growth opportunities and constructs thorough theoretical, empirical study.

Ⅰ. 서 론
Ⅱ. 이론적 배경 및 연구가설
1. 고용가능성
2. 경력성장기회
3. 고용가능성과 조직몰입, 이직의도
4. 고용가능성과 경력성장기회
5. 경력성장기회와 조직몰입, 이직의도
Ⅲ. 연구방법
1. 연구모형 설계
2. 연구대상
3. 변수의 조작적 정의 및 측정
Ⅳ. 분석결과
1. 인구통계학적 특성분석
2. 신뢰도와 타당도
3. 상관관계 분석
4. 가설검증
Ⅴ. 결론 및 토의
1. 요약 및 논의
2. 연구의 시사점 및 의의
3. 연구의 한계점 및 향후 연구 제언
참고문헌
Abstract

• 이준혁(단국대학교 대학원 경영학과 석사,) | Lee, Jun Hyuk 제1저자
• 전정호(단국대학교 경영학과 조교수) | Jeon, Jeong Ho 교신저자