The Effect of Job Stress on Turnover Intention : Focusing on the Moderating Effect of Organizational Culture Perceived by Childcare Teachers

This study aimed to verify the moderating effect of organizational culture in the effect of job stress of childcare teachers on turnover intention. The subjects of the study were 431 childcare teachers working at childcare centers in Seoul, Gyeonggi, and Incheon. The data collected through an online questionnaire were used to verify the moderating effect using SPSS Process Macro Model 1. As a result of examining the influence of sub-factors of childcare teachers’ job stress and organizational culture on turnover intention, job stress had a significant positive effect on turnover intention, and among organizational cultures, relationship culture, development culture, and rational culture had a significant negative effect on turnover intention, and hierarchical culture had a positive effect. In addition, as a result of examining the moderating effects of relationship culture, development culture, hierarchical culture, and rational culture on the effect of childcare teachers’ job stress on turnover intention, relationship culture, development culture, and hierarchical culture had a moderating effect. In conclusion, the effect of job stress on the turnover intention of childcare teachers was relatively smaller for teachers who perceived the relational culture and developmental culture as highly among the organizational culture characteristics of daycare centers, or for teachers who perceived the hierarchical culture as low. This suggests that the relational culture and developmental culture of daycare centers can play a role in alleviating the effect of job stress on the turnover intention of childcare teachers, while the hierarchical culture can play a role in aggravating it.