중국진출 한국 제조기업의 인재우대와 HR역할 및 활동, 이직의도에 관한 연구

This study empirically analyzed the impact of talent-preferential policies and HR roles and activities on employees' turnover intentions at Korean manufacturing companies operating in China. The results are as follows. First, a test of differences in turnover intentions by job title revealed that the average difference in turnover intentions was highest among employees, supervisors/assistant managers, and managers/deputy managers, indicating that lower job titles had a greater effect on turnover intentions. Second, talent-preferential policies showed a statistically significant negative correlation with turnover intentions, while HR roles and activities also showed a negative correlation with turnover intentions. Third, hierarchical regression analysis results showed that in Model 1, which controlled for demographic variables, job titles such as employee, supervisor/assistant manager, and manager/deputy manager significantly influenced turnover intentions, confirming a tendency for turnover intentions to be relatively concentrated among employees in their early and mid-career stages.