기업 인사담당자가 지각한 경력보유여성의 업무역량 및 조직적응이 재채용 의사에 미치는 영향

초록

This study aimed to examine the effects of work competency and organizational adaptation, as perceived by corporate human resource managers, on re-employment intention toward career-interrupted women, as well as the moderating effect of organizational adaptation. Data were collected from 300 corporate human resource managers with actual experience hiring career-interrupted women, and regression analysis was conducted. The results showed that the main effect of work competency was not statistically significant (β=.11, p=.060), whereas organizational adaptation had a significant effect on re-employment intention (β=.42, p=.001). In addition, the interaction effect between work competency and organizational adaptation was significant (β=-.10, p=.040), and work competency had a significant effect on re-employment intention only when organizational adaptation was low (β=.21, p=.017). These findings indicate that organizational adaptation is relatively important in re-employment decisions and that work competency may partially compensate when organizational adaptation is low. Therefore, support for the re-employment of career-interrupted women should be expanded to strengthen organizational adaptation competencies, such as understanding organizational culture, communication, and collaboration, along with job competency development, and to provide post-employment counseling, mentoring, and organizational onboarding support.

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