Abstract

The purpose of this study is to examine the factors affecting the turnover intention of public librarians and to verify the mediating effect of organizational commitment. For this purpose, a survey was conducted among full-time public librarians, and 188 valid responses were analyzed. Seven sub-factors of job stress were evaluated through correlation analysis, and multiple regression was performed to test the mediating effects. The results revealed that among the job stress factors, only organizational justice and compensation adequacy had a significant impact on turnover intention, with compensation adequacy being the strongest predictor. While organizational commitment acted as a factor in reducing turnover intention, it was found not to mediate the relationship between job stress and turnover intention. Qualitative analysis of open-ended responses further indicated that librarians consider the fairness of compensation, the justice of the evaluation process, and the potential for individual and organizational growth—rather than the already normalized work intensity and emotional labor—as primary drivers for turnover. Based on these findings, this study proposes practical improvements, including the realization of compensation systems, strengthening procedural justice, improving personnel management, and supporting the recognition of librarian expertise and career development.