A Study of the Relationship between Human Resource Management and Turnover in Social Welfare Organizations

사회복지조직의 인적자원관리와 이직률의 관계에 대한 연구

  • Received : 2014.12.26
  • Accepted : 2015.02.09
  • Published : 2015.02.28

Abstract

This study attempts to examine the relationship between human resource management and turnover rate in social welfare organizations in Korea. For the analysis, this study utilizes '2012 Central Government Social Welfare Facilities Evaluation(CGSWFE)' data and employs multiple regression analysis for examining the research model and questions built on previous studies. The key findings of this study are as follows: first, the annual average turnover rate in social welfare centers in Korea is 16.7%; second, after controlling other organizational factors, average pay, substantial system of supervision, and competence of supervisors have significant relationships with turnover rate in a negative direction; and third, availability of employment alternatives which is one of control variables also has significant and very strong relationship with turnover rate. The findings indicate that suitable compensation and supervision system with high quality would be important factors to decrease turnover rate in social welfare organizations facing increased competitions. This study provides new knowledge foundation on the relationship between human resource management and turnover rate in social welfare organizations. In addition, it contributes to advancing new discussions about turnover by analyzing real turnover behavior at organizational level which is completely different from the previous research focusing on turnover intention at individual level.

Keywords

human resource management;turnover rate;turnover behavior;social welfare facilities evaluation;social welfare organization

Acknowledgement

Supported by : 한국연구재단