퍼지셋 질적 비교 분석을 통한 2030 세대의 이직의도 결정요인 분석

초록

This study employed fuzzy-set qualitative comparative analysis (fsQCA) to explore the configurational pathways of turnover intention among Korean workers in their 20s and 30s. Data from 1,055 employees were analyzed across seven conditions: organizational trust, leader trust, person-organization fit, person-supervisor fit, person-job fit, relationship- based engagement, and performance-based engagement. The results revealed no single necessary condition for turnover intention, confirming that it emerges through multiple equifinal pathways. Two types were identified: “single-factor deficiency configurations,” where the absence of one condition alone triggers turnover intention despite otherwise favorable circumstances, and “holistic departure configurations,” arising from the simultaneous absence of trust, fit, and engagement. These findings suggest that a preventive “weakest link” approach - eliminating vulnerable conditions rather than reinforcing strengths - is more effective for managing turnover in this generation. The repeated appearance of relationship-based conditions (leader trust, relationship-based engagement) in deficiency pathways indicates that relational quality is central to retention strategies.

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