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기업내 임원의 자발적 이직에 관한 이론적 모형

A Theoretical Model of Executive Voluntary Turnover

  • 최동원 (이화여자대학교 경영대학 경영학부)
  • Choi, Dongwon (Ewha School of Business, Ewha Womans University)
  • 투고 : 2021.07.06
  • 심사 : 2021.08.20
  • 발행 : 2021.08.28

초록

현대 조직에서 고위급 임원들의 이직이 점차 증가하고 있음에도, 대부분의 기존 연구들에서는 임원들의 비자발적 이직/퇴직의 함의에 대한 연구에 치중해있는 실정이다. 본 연구에서는 기존 연구의 한계를 탈피하기 위해, 조직원 이동과 창업자 연구에 기반하여 임원들의 자발적 이직에 관한 이론적 모형을 제언한다. 첫째, 최고경영자로 창업자가 된 경우 기존 기업에 부정적 영향을 줄 것이나, 두 기업이 협력적 관계가 형성될수록 부정적 관계는 줄어들 것이다. 둘째, 스핀오프의 경우 기존 기업에 긍정적 영향을 줄 것이나, 스핀오프 기업의 성과가 저조할수록 긍정적 관계는 약화될 것이다. 마지막으로, 경쟁사로 이직하는 경우에는 부정적, 협력사로 이직하는 경우에는 긍정적 영향을 기존 기업의 성과에 줄 것이다. 본 연구에서는 임원들의 자발적 이직이 기존 기업의 성과에 미치는 영향력이 임원들의 향후 활동 양태에 따라 달라질 것이라 주장한다.

For the current organizations, retaining executive members is one of the most important functions of human resource management. Given that importance, although executives' mobility becomes prevalent, most prior studies tended to focus on involuntary turnover of executive members. To fill this gap, the current theoretical paper suggests a model of executive voluntary turnover, drawing on the lierature of employee mobility and entrepreneurship. First, running a new business as a CEO negatively affects prior-firm performance, but collaboration between two firms mitigate the negative association. Second, spin-off positively affects prior-firm performance, but this is weakened as spin-off firm performance decreases. Finally, moving to a competitor negatively, while moving to a collaborator positively affects prior-firm performance.

키워드

과제정보

This work was supported by Ewha Womans University Research Grant of 2020.

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