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The Effects of Authentic Leadership on Turnover Intention in the Korea Shipbuilding Industry: The Moderating Effect of Job Engagement

  • Journal of Asia-Pacific Studies
  • Abbr : JAPS
  • 2019, 26(3), pp.253~286
  • DOI : 10.18107/japs.2019.26.3.009
  • Publisher : Institute of Global Affairs
  • Research Area : Social Science > Social Science in general
  • Received : May 20, 2019
  • Accepted : August 28, 2019
  • Published : September 30, 2019

Sung Yoon Dong 1,  Chang Je wook 2,  Yoon, Dong-Yeol 3

1한국산업인력공단
2건양대학교
3건국대학교

Accredited

ABSTRACT

The purpose of this study is to identify the effect of authentic leadership on turnover intention of foreign workers in South Korea with analysing the moderating effect of job engagement. In this research, job engagement consists of three factors such as vigor, dedication, and absorption. For the empirical analysis on turnover intention for the target sample, this study carried out the survey for the in-house subcontracting foreign workers working at the shipbuilder located in Ulsan area. The survey questionnaire are translated into four languages and distributed anticipated samples. There were 176 valid respondents. Result from the factor analysis and the hierarchical regression model indicate that a higher level of authentic leadership is negatively related to the turnover intention of foreign workers. The results also show that vigor among three core constructs of job engagement is positively related to the turnover intention of foreign workers. however the coefficients of other core constructs of job engagement such as dedication and absorption not statically significant relationship. Considering the moderating effect of job engagement on turnover intention of foreign workers, the variable, vigor has negative coefficient, however the variable, dedication has found that positive coefficient. Results shows that strong support for the hypothesis of effect of authentic leadership on the turnover intention of foreign workers. These findings have critical implications for providing leadership practices in reducing turnover rate of foreign workers. Therefore, corporate leaders need to consider personal characteristics of foreign workers such as job engagement, home country culture, ethnicity, Korean language proficiency, and psychological contracts to reduce the turnover rate of their foreign workers. And these efforts will be helpful to solve the manpower shortage and improve competitive advantages of SMEs in South Korea.

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