• Title/Summary/Keyword: 이직연구

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The Effects of Job Characteristics and Organizational Characteristics on Social Welfare Worker's Turnover Intention (직무 및 조직특성이 사회복지사의 이직의도에 미치는 영향)

  • Hyun, Kang-Gil;Hong, Son-Jae
    • Journal of the Korea Society of Computer and Information
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    • v.17 no.9
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    • pp.171-179
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    • 2012
  • The purpose of this study is to investigate what affect social welfare workers' want of career change. The structural equation modeling(AMOS 16.0) was used to examine if job characteristics and organizational characteristics have direct affect on turnover intention or the indirect affect of organizational commitment. A survey was conducted on the social welfare workers of private social agencies in the capital area and 256 of 297 questionnaires that showed clear intentions on turnover were scrutinized. According to the analysis, job autonomy(job characteristics) and fairness in promotion (organization characteristics) influences organizational commitment. Job demand, job instability, wage level, and organizational commitment have and effect on turnover intention. The results of this study suggest that in order to reduce the turnover intention among social welfare workers, empowerment, systematic organization of tasks and active communication should be reinforced.

The Mediating Effort of Vacational Consciousness on the Relationship between Job Stress and Turnover Intention in Long-Term Care Worker (재가요양보호사의 직무스트레스와 이직의도의 관계에서 직업의식 매개효과 검증)

  • Kim, Sun-Hee
    • Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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    • v.9 no.8
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    • pp.569-576
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    • 2019
  • The purpose of this study aimed to examine the effects of job stress on the turnover intention through mediation of vacational consciousness and to reduce turnover intention of long-term care workers based on the results. We used 447 long-term care workers working in Seoul and Gyeonggi area. For the research purpose, the mediation effect was verified after the technical analysis and verifying multicollinearity using on SPSS and sobel-test. The results of this study are as follows: First, the lower the age of care worker and the higher the monthly household income, the higher the turnover intention. Second, the higher the perceived job stress, the higher the turnover intention. Third, the higher the job consciousness of the long-term care workers, the lower the turnover intention. Fourth, job stress of long-term care workers showed statistically significant effect on turnover intention by partial mediation of job consciousness. Based on the above results, I suggested the clinical and policy practice to prevent the separation of long-term care workers and improve the quality of care service for the elderly.

The Impact of Experienced Conflict on Person-Organization Fit and Turnover Intention (갈등의 경험이 개인-조직 적합성과 이직의도에 미치는 영향)

  • Lee, Jeong Eon
    • The Journal of the Korea Contents Association
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    • v.19 no.6
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    • pp.325-333
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    • 2019
  • The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

The Effects of Role Conflicts and Burnout on Turnover Intention in Nurses of Oriental Medicine Hospitals (한방병원간호사의 역할갈등, 소진이 이직의도에 미치는 영향)

  • Lee, Jeong Soon;Kim, Hyo-Kyung;Park, Gwang-Cheon
    • The Journal of the Korea Contents Association
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    • v.15 no.3
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    • pp.241-251
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    • 2015
  • Purpose: The purpose of this study was to grasp the effects of role conflicts and burnout on turnover intention and provide intervention methods to decrease turnover intention in nurses of Oriental medicine hospitals. Method: The Subjects were 103 workimg Oriental Medicine Nurses. The data were analyzed by SPSS 18.0. Result: As a result, the mean scores of turnover intention, role conflicts, and burnout were 3.31, 3.53, and 3.44, respectively. Role conflicts had no significant difference in general characteristics, while burnout showed a difference in age, marriage, a working department, a night shift, and a salary, turnover intention showed a difference only in a night shift. Turnover intention was positively correlated with role conflicts(r=.310, p<.002) and burnout(r=.326, p<.001). Role conflicts and burnout explained 20.9% of turnover intention. Conclusion: Therefore, it is necessary to specify specialized and systematical nurses of roles to decrease turnover, make efforts to reduce burnout, and provide methods to decrease turnover intention in nurses of Oriental medicine hospitals.

The Effects of Work and Life Satisfaction on the Turnover Intention, and the Moderating Effects of Employment Type (일과 생활만족도가 이직의도에 미치는 영향과 고용형태의 조절효과 분석)

  • Lee, Soo-Ah;Kang, Soon-Hie
    • The Journal of the Korea Contents Association
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    • v.18 no.5
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    • pp.600-611
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    • 2018
  • This study analyzed the effects of wage workers' job satisfaction, life satisfaction on turnover intention, and moderating effect of employment type after the global financial crisis using Korean Labor and Income Panel Study data. As a result, we found that the higher the job satisfaction is, the lower the turnover intention. However, the higher the job satisfaction and life satisfaction are, the higher the turnover intention. This is because the more satisfied with the job environment, the higher the tendency to seek better job opportunities, or the change in occupational value that favored free work. The higher the age, the higher the educational level, and the regular jobs are, the turnover intention decreased. In addition, the interaction terms of job satisfaction, job environmental satisfaction, life satisfaction, and regular employment all showed a moderating effect of employment type. However, since the results of the relationship between job satisfaction, job environmental satisfaction, life satisfaction and turnover intention, and the moderating effect may be due to limitations of measurement variables, further study is needed.

Effects of HRM Practices and LMX on Turnover Intention of SMEs employees : Focusing on the Mediating Effects of Job Satisfaction (인사관리 프랙티스와 LMX가 중소기업 종업원의 이직의도에 미치는 영향 : 직무만족의 매개효과를 중심으로)

  • Yoo, Eun Hee;Kim, Jong Keun
    • Journal of Korea Society of Industrial Information Systems
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    • v.20 no.6
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    • pp.91-106
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    • 2015
  • This study is the result of an empirical research that may contribute to the management on employee turnover of SMEs by looking over factors affecting the intention of employee turnover. Welfare satisfaction, recognition, empowerment, organizational flexibility and LMX expertise respect, higher contribution showed a positive effect on job satisfaction. Welfare satisfaction, empowerment, leader of the professional respect showed negative effect on turnover intention. Job satisfaction partially mediated welfare satisfaction, professional respect and completely mediated empowerment. The results implies that job satisfaction needs to be also considered when HRM practice and LMX are examined for reducing employee turnover.

A Study on Turnover Intention of Hospital Workers (의료기관 종사자의 이직의도에 관한 연구)

  • Lee, Sun-Kyoung;Seong, Jeong-Min
    • The Journal of the Korea institute of electronic communication sciences
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    • v.8 no.2
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    • pp.271-277
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    • 2013
  • The purpose of this study is to find out factors that turnover intention among medical staffs of hospital. The study subjects were 179 medical staffs of hospital and the data were collected using by self-administered questionnaire. As the result of multiple regression analysis the age, education, career management and organizational commitment were statistically significant related with turnover intention. Especially, in order to reduce turnover intention that hospital is development of career management programs and organizational commitment for enhancing the security measures are necessary.

A Study on Job Factors of Non-Regular Radiotechnologists (비정규직 방사선사의 직무적 요인에 관한 연구)

  • Lee, joo-ho;Lim, cheong-hwan
    • Proceedings of the Korea Contents Association Conference
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    • 2015.05a
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    • pp.155-156
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    • 2015
  • 본 연구는 의료기관에서 근무하는 방사선사를 고용형태를 중심으로 구분하여, 정규직과 비정규직 간의 인식차이, 이직의도, 직무스트레스, 심리적 상태의 관계를 알아보고자 실시하였다. 연구 대상은 수도권역과 지방권역으로 9개 의료기관에서 종사하는 방사선사 308명으로 하였다. 2012년 7월 18일에서 9월 15일까지 수집된 설문지를 통계적으로 분석하여 다음과 같은 연구 결과를 얻었다. 정규직과 비정규직 방사선사의 인식차이에서 정규직은 성별, 월 급여, 지역권에서 유의한 차이가 있었다. 이직의도는 정규직에서 학력, 월 급여, 지역권에서 그리고 비정규직은 성별에서만 유의한 차이가 있었다. 직무스트레스는 정규직에서 학력, 월 급여, 지역권에서와 비정규직은 성별, 나이, 결혼, 총 직장 근무연수에서 유의한 차이가 있었다. 심리적 상태에서 정규직은 성별에서와 비정규직은 성별, 결혼에서 유의한 차이가 있었다. 정규직, 비정규직 간의 직무적 요인에 대한 상관관계에서 인식차이는 이직의도와 심리적 상태에서, 이직의도는 인식차이와 직무스트레스 및 심리적 상태에서, 직무스트레스는 이직의도와 심리적 상태에서, 심리적 상태는 인식차이, 이직의도 및 직무스트레스에서 유의하였다. 고용형태에 따른 요인별 직무스트레스에서는 직무요구 요인, 직무자율성 요인, 관계갈등 요인, 직무불안정 요인에서 유의한 차이가 있었다.

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The moderating effects of the self-efficacy on the relationship between workplace incivility and burnout, turnover intention of early chilhood teachers (유아교사의 직장 내 무례가 소진과 이직의도에 미치는 영향에서 자기효능감의 조절효과 분석)

  • Shin, Keonho
    • Journal of Digital Convergence
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    • v.15 no.6
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    • pp.447-456
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    • 2017
  • The purpose of this study was to investigate the moderating effects of self-efficacy on the relationship between workplace incivility and burnout, turnover intention of early childhood teachers. Data were collected from 565 early childhood teachers on INC, BUN, TUR and SEF which then were analyzed using correlation and multiple regression. The major findings of this study were as follows: First, workplace incivility was positively related to burnout and turnover intention. Second, workplace incivility was negatively related to self-efficacy. Third, self-efficacy was negatively related to burnout and turnover intention. Fourth, self-efficacy had moderational effects on the relationships between workplace incivility and burnout and between workplace incivility and turnover intention. The above findings demonstrate that workplace incivility affects both burnout and turnover intention.of early childhood teachers. Thus, policy to manage incivility in order to lessen burnout and turnovers should be considered. Additionally, programs that enhance self-efficacy should be developed and carried out.

A Convergence Study on the Relationships among Job stress, Resilience and Turnover Intention of New Nurses in General Hospital (종합병원 신규 간호사의 직무 스트레스, 회복력, 이직의도간의 관계에 대한 융합 연구)

  • Park, Jummi;Shin, Nayeon
    • Journal of the Korea Convergence Society
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    • v.10 no.4
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    • pp.277-284
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    • 2019
  • Purpose: The purpose of this study is to examine the relationships among job stress, resilience and turn over intention of new graduate nurses in general hospital. Methods: A descriptive regression design was used and the participants were 90 new graduate nurses from one general hospital in S city. Data analysis included t-test, ANOVA, pearson's correlation and multiple regression. Results: There were significant correlations between conflict with physicians(r=.17, p=.049), problem relating to supervisors(r=.18, p=.040), discrimination(r=.18, p=.041), resilience(r=-.21, p=.023) and turnover intention. The regression model explained approximately 24.5 % of turnover intention. Conclusion: The findings suggest that nursing leaders have to reduce job stress and to improve resilience of new graduate nurses.