• 제목, 요약, 키워드: 재직

Search Result 461, Processing Time 0.047 seconds

The Effect of On-the-Job Training on Employment Status and Employee Retention (재직자 직업훈련이 취업 및 이직에 미치는 영향)

  • Yang, Yonghyun;Choi, Koangsung;Choe, Chung
    • Journal of Labour Economics
    • /
    • v.42 no.3
    • /
    • pp.75-98
    • /
    • 2019
  • This paper examines the impact of on-the-job training (OJT) programs on turnover rates and employment status in the labor market. Exploiting the administrative data (the Employment Insurance Database), we apply the propensity score matching method to investigate 1) whether OJT participation increases the probability of remaining in the labor market after the job training, and 2) whether trainees are more likely to transition to a new employer. Our findings reveal positive effects of OJT on the continuous employment (2.4~5.3%p). We also observe that trainees show lower rates of turnover for some part of the study period, from 2008 to 2015.

  • PDF

A study on Relationship among Organizational Fairness, Motivation, Job Satisfaction, Intention to stay of Nurses (간호사의 동기부여, 조직공정성, 직무만족, 재직의도와의 관계)

  • Shin, Yoon;Park, Sung Hee;Kim, Jong Kyung
    • The Journal of the Korea Contents Association
    • /
    • v.14 no.10
    • /
    • pp.596-609
    • /
    • 2014
  • The purpose of this study was to propose and test a path that explains and predicts Korean nurses' intention to stay. A survey using a structured questionnaire was conducted with 217 nurses and six instruments were used in the model. The data were analyzed using SPSS 20.0 and Amos 18.0 program. Based on the theoretical model, a significant correlation between all factors and the hygiene factor and motivation factor had a significant direct effect on the job satisfaction of nurses. In addition, factors such as job satisfaction, and distributive fairness directly affected the intention to stay and indirectly affected the hygiene factor and motivation factor. The final modified model yielded ${\chi}^2=2.681$, p=.433), GFI= .98, RMSEA=.001, NFI=.99, CFI=.99, GFI=.97 and good fit indices. This comprehensive model explains the related factors and their relationship with Korean nurses' intention to stay. Findings from this study can be used to design appropriate strategies to further increase Korean nurses' job satisfaction and intention to stay.

The Effect of Nurses' Perceived Working Environment, Job Satisfaction, and Social Support on Intent to Stay (간호사가 지각하는 근무환경, 직무만족도, 사회적 지지가 재직의도에 미치는 영향)

  • Jeon, Mi-Kyung;Han, Su-Jeong
    • The Journal of the Korea Contents Association
    • /
    • v.19 no.5
    • /
    • pp.532-541
    • /
    • 2019
  • This study is a descriptive correlation study to confirm the relationship between external environment factor, nursing work environment and internal factors such as job satisfaction and social support. A survey of 173 nurses was conducted. The results showed that the average nursing work environment was 2.43, job satisfaction was 3.04, social support was 3.44, and intention to work was 4.3. Nurses' intention to work was positively correlated with nursing work environment, job satisfaction, and social support. The most important factor affecting the nurse 's intention to work was job satisfaction, and explanatory power was 93%. In conclusion, in order to increase the job satisfaction of nurses and to improve their job-intention, it is necessary to pay attention to sufficient manpower and material resources to secure a good quality nursing work environment and to find new and various ways to increase emotional trust among colleagues It is necessary to induce them to work for a long time.

The Meaning of University-Graduate School Experiences of Employee's for Job Conversion (재직자의 대학·대학원 경험이 직업전환에 주는 의미)

  • Lee, Kyoung Jaa;Kim, Jin Sook
    • The Journal of the Convergence on Culture Technology
    • /
    • v.5 no.3
    • /
    • pp.165-170
    • /
    • 2019
  • This study examined the meaning of employees' university-graduate school experiences for job conversion. For it, date was collected and analyzed by in-depth interview for 7 employees with university-graduate school experiences from Jun. to Doc. 2018. As a result, 3 great ranges and 8 sub-factors of the meaning of employees' university-graduate school experience for job conversion. were drawn. First is the change of value changing new view and recognition. Second is confidence improvement, motivation, and psychological change recovering interests and aptitudes. Third is changes of actual life that obtain pleasure of leaning, formation of personal network, and family supports. From the above results, employees' university-graduate school experience may let them challenge new works with confidence and be analyzed as appearance of identity finding the work suitable for their aptitude and living a subjective life.

A Study on the Convergence Relationship between Motivation and Organizational Fairness and Retention Intention of Clinical Dental Hygienist's (임상치과위생사의 동기부여 및 조직공정성과 재직의도와의 융합적 관계 연구)

  • Doe, Yue-Jeong;Ji, Min-Gyeong;Lee, Hye-Jin
    • Journal of Convergence for Information Technology
    • /
    • v.9 no.9
    • /
    • pp.210-218
    • /
    • 2019
  • The purpose of this study was to establish the basic data of rational work environment management by grasping the interrelationship between motivation or organizational fairness and retention intention. From March 1, 2019 to April 12, 2019, clinical dental hygienists working in dental hospitals and clinics in Seoul, Gyeonggi, Chungcheong, and Jeonra provinces were sampled as a convenience, using self-informative methods. There was a significant positive correlation between motivation and organizational fairness, and there was a positive correlation with retention intention. Organizational fairness had a positive correlation with retention intention. Therefore, it is necessary to increase the efficiency of the dental hygienists by establishing the working period based on the positive organizational fairness and the application of the active motivation program to increase the dental hygienist's intention.

Impact of Work-Family Conflict and Social Support on Retention Intention among Married Female Nurses (기혼 여성간호사의 직장-가정 갈등과 사회적 지지가 재직의도에 미치는 영향)

  • Jeon, Bo Ram;Noh, Yoon Goo
    • Journal of Digital Convergence
    • /
    • v.16 no.10
    • /
    • pp.261-270
    • /
    • 2018
  • The purpose of this study is to investigate the effect of work-family conflict and social support on retention intention in married female nurses. Participants were nurses working in 5 general hospitals in C city and data were collected from September 1 to 15, 2017. Data were analyzed by t-test, one-way ANOVA, Pearson's correlation, multiple regression analysis using SPSS Win 23.0. Factors influencing retention intention were identified as following; time-based conflict, more than one child, charge nurse, support of a co-workers, managers' support, with 37.3% explanatory power. This study shows that time-based conflict has negative effect on retention intention, while support of co-workers and managers have positive effect. This result may be useful in developing new strategies for enhancing retention intention. Further research is needed to identify other factors affecting the retention intention of married female nurses.

Convergence Study on Mediating Effect of Clinical Competence on the Relationship between Grit and Retention Intention among New Graduate Nurses (신규간호사의 그릿과 재직의도의 관계에서 임상수행능력의 매개효과에 대한 융복합적 연구)

  • Ko, Jin-Hee;Gu, Mee-Ock
    • Journal of the Korea Convergence Society
    • /
    • v.11 no.4
    • /
    • pp.369-380
    • /
    • 2020
  • This study was conducted to examinate the mediating effect of clinical competence on the relationship between grit and retention intention among new graduate nurses. Participants were 232 nurses working at hospitals with over 300 beds in Korea. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson's correlation coefficients, and multiple regression following the Baron and Kenny method and Sobel test for mediation. As a result, There were significant relationships between grit and clinical competence(r=.38, p=.011), grit and retention intention(r=.32, p=.016), and clinical competence and retention intention(r=.33, p<.001). Clinical competence showed partial mediating effect in the relationship between grit and retention intention(z=3.14, p<.001). The results of this study suggest that interventions enhancing grit would be useful to improve retention intention of new graduate nurses.

The Influence of Emotional intelligence and Professional self-concept on Retention intention in Nurses (간호사의 감성지능과 전문직 자아개념이 재직의도에 미치는 영향)

  • Kim, Nam-Hee;Park, Sun-Young
    • Journal of the Korea Academia-Industrial cooperation Society
    • /
    • v.20 no.12
    • /
    • pp.157-166
    • /
    • 2019
  • This study investigates the influence of emotional intelligence and professional self-concept on retention intention in nurses. The participants were 170 nurses from three hospitals in B city. Data were collected with structured questionnaires, from May 7 to May 30, 2019, and analyzed by applying descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and stepwise multiple regression, using the SPSS/WIN 24.0 program. Our results reveal the level of emotional intelligence to be 4.82(7), professional self-concept 2.61(4), and retention intention 5.47(8). We observed that the retention intention positively correlates with emotional intelligence and professional self-concept. The factors influencing retention intention were professional self-concept (β=.456, p<.001), age (β=-.228, p<.001) and holidays (β=.197, p=.002). This regression model determines the intention retention to be 35.9%. We propose that it is necessary to develop and make available programs embracing factors that prevent and reduce retention intention in nurses.

The Effects of Married Nurses' Parenting Stress and Job Involvement on Retention Intention (기혼간호사의 양육스트레스와 직무몰입이 재직의도에 미치는 영향)

  • Nam, In Suk;Kim, Seonho
    • Journal of the Korea Academia-Industrial cooperation Society
    • /
    • v.18 no.6
    • /
    • pp.155-164
    • /
    • 2017
  • The purpose of this study is to identify correlations among married nurses' parenting stress, job involvement and intent to stay, as well as to clarify factors that affect nurses' intent to stay. This is a descriptive study conducted based on evaluation of 174 married nurses from one university hospital and two general hospitals (200 beds or above) located in C region, all of who had at least one child <6 years of age. Data were collected from Aug 20 until Sep 15, 2016, after which data were analyzed by aT-test, ANOVA, Pearson's coefficient, and stepwise multiple regression. The mean score of parenting stress was $2.67{\pm}0.54$ out of 4, while that of job involvement was $3.11{\pm}0.58$ out of 5, and intent to stay was $3.56{\pm}0.79$ out of 5. Intent to stay was significantly negatively correlated with parenting stress(r=-0.186, p=0.014), while it was positively correlated with job involvement(r=0.345, p<0.001). Factors influencing intent to stay were education level(${\beta}=0.28$, p=0.042), job satisfaction(${\beta}=0.60$, p<0.001), weekend work(${\beta}=0.20$, p=0.042), job involvement(${\beta}=0.31$, p<0.001) and parenting stress(${\beta}=-0.22$, p=0.038). These factors explained 36.8% of intent to stay(F=21.18, p<0.001). Overall, the results indicate that intervention strategies may be necessary to increase intent to stay by reducing parenting stress and enhancing job involvement.

사내교육의 재직기간에 대한 영향 연구

  • Jang, Mun-Gyeong;Kim, Ju-Ho;Yu, Byeong-Jun
    • 한국벤처창업학회:학술대회논문집
    • /
    • /
    • pp.232-234
    • /
    • 2016
  • 본 연구의 목적은 사내교육이 직원들의 재직기간에 미치는 영향에 대한 연구로, 실제 사설경비업체의 데이터를 이용하여 생존분석방법으로 퇴직 확률을 추정함으로써 다양한 시사점을 제공해주고 있다. 결론적으로 사내교육에 참여한 직원들이 그렇지 않은 직원들에 비해 퇴직할 확률이 더 낮은 것으로 나타났다. 구체적으로 교육의 종류(직무교육과 마인드교육)에 따라 재직기간에 상이한 영향을 끼치며, 이를 바탕으로 회사는 장기적인 관점에서 적절한 사내교육 프로그램을 개발하여 직원을 교육시킴으로써 우수 인재의 경쟁사로의 이직을 방어할 수 있을 것이다.

  • PDF