COVID-19 사태로 인한 정서적 불안정성이 항공사 직원의 고용불안정성과 이직의도에 미치는 영향

Abstract

The purpose of this study is to verify how the airline employees' affective lability appears due to the outbreak of COVID-19, to confirm the relationship between the affective lability and employment insecurity. And for examining the effect of employment insecurity felt by airline employees on turnover intention. This is to be used as an effective human resource management in the aviation industry by conducting an empirical analysis for airline employees. As the first goal for this, I selected 'anxiety/depression', 'anger', and 'depression/elation' as the methods for checking affective lability, and verified the relationship to employment insecurity. And I tried to counduct a study on the turnover intention as a result items of employment insecurity perceived by employees. As a result of the analysis, the following research results came out. First, the leading variables affecting the employment insecurity of airline employees were 'anxiety/depressed' and 'depressed/elations', but the 'anger' factor did not affect it. Second, as a result of verifying the relationship between empolyment insecurity and turnover intention, it was confirmed that the higher the employment instabilities, the higher the turnover intentions. This study is based on the situation in which the public’s affective labilities and many difficulties on industries due to the spread of pandemics, such as the COVID-19 outbreak. But the facts that there is lack of researches on airlines caused by the spread of the pandemic and infectious diseases. This is the first study about the affective lability of airline employees, employment insecurity and turnover intention. caused by outbreak of COVID-19. The increased affective lability of airline employees and employment insecurity due to ourbreak of COVID-19 does not mean that not all employees are willing to leave the company, but when an employees feels employment insecurity and perceives a violation of the psychological contract of obligations and responsibilities to be observed between the organization and the employee, they becomes more willing to leave and change jobs. Therefore, airlines and excutives should try to ensure that their employees do not feel excessive empolyment insecurity and to carry out continuous management such as affective stability programs, counseling, educations, etc.