MBTI 성격유형이 직무만족, 직무수행능력, 이직의도에 미치는 실증 연구: 반도체 예방보전 직군을 대상으로

초록

This study examined the influence of personality type (MBTI) on job satisfaction, job competency, and turnover intention of Korean SME employees who specialize in preventive maintenance of semiconductor production facilities, and empirically analyzed the mediating effect of personality type and turnover intention on job satisfaction and job competency. The purpose of this study is to provide basic data for efficient organizational management based on the results. This empirical study was conducted by surveying engineers of SMEs in four partner companies working in preventive maintenance (PM) in the semiconductor sector, distributing a total of 445 copies and collecting 401 copies (90.1%). Using the SPSS 28 statistical package, descriptive statistics, t-test and ANOVA analysis, and mediation analysis were conducted to test the five research hypotheses and further analyze differences by demographic factors. First, turnover intention and job satisfaction did not show significant results according to the four preferences of MBTI personality types. Only for job competency, “J (Judgment)” in the J-P scale was found to be the main factor with a positive effect. Second, through mediation analysis, the main factors that affect turnover intention through job satisfaction according to the four preferences of MBTI personality types are E (extraversion), T (thinking), and J (judgment), which are associated with better job competency and lower turnover intention. Third, further analysis showed that the group with the lowest job satisfaction and the highest turnover intention was the “25-29 year olds”. While previous studies have been focused on the service industry, this study is the first study to focus on the semiconductor preventive maintenance workforce. The results show that E (Extraversion), T (Thinking), and J (Judging) are associated with better job competency and lower turnover intentions in semiconductor preventive maintenance jobs. The results of this study and previous studies suggest that personality types differ by job function. In terms of practical implications, it is difficult to link the results of this study to recruitment, so it is necessary to prioritize personality types that match the characteristics of the department when assigning departments, and to match employees with job and self-development training courses according to their personality types.

키워드