The Moderated Mediation Effect of Job Changes on the Relationships Among Boundaryless Career, Organizational Conflict, Subjective Career Success, and Turnover Intention: A Cohort Comparison of MZ and Active Seniors

The purpose of this study is to analyze the mediating effects of organizational conflict and subjective career success, as well as the moderated mediation effect of job changes, in the relationships among boundaryless career, organizational conflict, subjective career success, and turnover intention, comparing the MZ and active senior cohorts. Data were collected through an online survey from 401 employees working in South Korean companies and were divided into two groups: Group 1(MZ, n = 183) and Group 2(AS, n = 218). The data were analyzed using SPSS 27.0, AMOS 23.0, and Process Macro 4.0. The findings are as follows: (a) the relationship between boundaryless career and turnover intention was significantly positive only in the active seniors group; (b) the relationships between boundaryless career and organizational conflict, and between organizational conflict and turnover intention, were significantly positive in both groups; (c) organizational conflict mediated the relationship between boundaryless career and turnover intention in both groups; (d) the relationship between boundaryl ss career and subjective career success was significantly positive, and the relationship between subjective career success and turnover intention was significantly negative in both groups; (e) subjective career success mediated the relationship between boundaryless career and turnover intention in both groups; (f) job changes moderated the relationships between organizational conflict and turnover intention, and between subjective career success and turnover intention, only in the active seniors group, weakening their effects; (g) the moderated mediation effects of organizational conflict and subjective career success by job changes were significant only in the active seniors group. Based on these results, implications from a HRD perspective and directions for future research are discussed.