• Title/Summary/Keyword: 이직연구

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Relationship between employee support evaluation, job stress, job autonomy and turnover intention of beauty and cosmetic industry workers (뷰티 및 화장품 산업 종사자의 직원지지평가, 직무스트레스, 직무자율성과 이직의도와의 관계)

  • Seo, Yoo Jung;Jeong, Dalyoung
    • Journal of Convergence for Information Technology
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    • v.12 no.5
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    • pp.202-211
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    • 2022
  • The purpose of this study is to investigate the relationship between job stress, job autonomy, employee support evaluation, and the turnover intentions of workers in the beauty and cosmetics industry. This study assessed 570 workers with 3 months or more of experience in the beauty and cosmetics industry. Data processing was achieved through analyses of frequency, descriptive statistics, exploratory factors, reliability, correlation, and confirmatory factors, as well as the verification of the structural equation model. The results of the study are as follows: first, employee support evaluation in the beauty and cosmetics industry workers was negatively correlated to job stress. Second, employee support evaluation showed a negative relationship with turnover intentions. Third, job stress was found to have a positive relationship with turnover intention.This study suggests that, in order to reduce the turnover intentions of beauty and cosmetics industry workers, it is necessary for employers to make efforts to manage employees' job autonomy, support evaluation, and stress levels.

Effects of Working Conditions for Social Workers on Turnover Intentions: Focusing on mediating effects of job satisfaction (사회복지종사자의 근로조건이 이직의도에 미치는 영향: 직무만족의 매개효과를 중심으로)

  • Su-Yeon Hwang;Sun-Woo Lee
    • Journal of Industrial Convergence
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    • v.22 no.6
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    • pp.1-11
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    • 2024
  • This study aims to examine the mediating effect of job satisfaction on the relationship between working conditions, including wages, employment status, working hours, tenure, and turnover intention among social welfare workers. To achieve this, path analysis was conducted using SPSS and AMOS with data from the 2020 Survey on Compensation Levels and Working Conditions of Social Welfare Facility Workers conducted by the Ministry of Health and Welfare and the Korea Institute for Health and Social Affairs. The direct and indirect effects of variables were verified and compared. The analysis results revealed that job satisfaction among social welfare workers showed a complete mediating effect in the relationship between wages, working hours, and turnover intention, while it showed a partial mediating effect in the relationship between employment status, tenure, and turnover intention. Based on these findings, the study proposes measures to reduce turnover intention among social welfare workers, such as ensuring employment stability, managing job satisfaction based on tenure, and enhancing job satisfaction through wage and working hour management.

Effects of Occupational Therapist's Experiences of Verbal Violence on Job Stress and Job Intention (작업치료사의 언어폭력 경험이 직무 스트레스와 이직 의도에 미치는 영향)

  • Han, Dae-Sung;Jeong, Eun-Hwa
    • Therapeutic Science for Rehabilitation
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    • v.10 no.3
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    • pp.123-135
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    • 2021
  • Objective : The purpose of this study was to understand the degree of verbal violence experienced by occupational therapist's and its effects on job stress and turnover intention. Methods : The data analyzed in this study were collected using a mobile device. We collected 316 responses to a questionnaire. Occupational therapists responded to the study. We analyzed their experiences of verbal violence from patients, and caregivers, job stress, and turnover intentions. Results : The results showed that occupational therapists experienced greater' verbal violence from patients than caregivers. The average job stress level was 2.79 (±1.15). The turnover intention was 3.41 (±1.19), which was higher than normal. The degree of verbal violence, job stress, and turnover intention were positively correlated for all variables. Conclusion : A correlation was found between the degree of verbal violence experienced by occupational therapists, job stress, and turnover intention. Further investigations with a wider sample population are required to verify the results.

The Determinants of Turnover Intentions of Korean Seafarers (선원의 이직의사 결정요인)

  • Kim, Jung-Man;Lee, Do-Hwa
    • Journal of Navigation and Port Research
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    • v.35 no.3
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    • pp.219-226
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    • 2011
  • This study aimed to empirically identify the determinants of turnover intention of seafarers under the recognition that the number of seamen is decreasing. The results of regression analyses on questionnaire survey data are as follows. The more satisfied over wage and working condition, the lower the level of turnover intention of seafarers. The higher social identification and career vision, the lower the level of turnover intention of seafarers. In addition to this, older, married seamen were found to have lower turnover intention as compared to younger, unmarried ones. Lastly, four-year college graduates were, on the other hand, found to have higher turnover intention.

The Relationship between Better Life Index, Nursing Performance and Intents to Leave among Hospital Nurses (병원간호사의 행복지수, 전문직관, 이직의도와의 관계)

  • Nam, Mun-Hee;Kwon, Young-Chae
    • Journal of Digital Convergence
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    • v.10 no.9
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    • pp.417-427
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    • 2012
  • This study is to recognize the relationship between better life index, nursing performance and intents to leave among hospital nurses by comparison. From July 1to July 20, 2012. we collected survey results subjecting on total 700 nurses by random sampling of hospital-class medical institutes over 200 beds located on Busan & Gyeongnam, and analyzed final 677 copies. We recognized the degrees and the differences of happiness index, professionalism, intents to leave among hospital nerses and analyzed the factors impacting on intents to leave among hospital nerses through correlation analysis and multiple regression analysis between variables. The main result is as follows: First, the average of the item related to happiness index of nurse was 3.03 (5 points of scale) and the average score of professionalism was 3.09 (medium degree) but the average score of turnover intention was 3.35 (relatively high); Second, professionalism and turnover intention according to characteristics of subjects were significant statistically (p<0.05) and turnover intention indicated a significant negative relation with happiness index and professionalism; Third, a factor which mostly impact on turnover intention indicated a significant level (p<0.05) in professionalism, happiness index, general hospital, 2.01 to 2.5 million of average pay. Based on such results, as happiness index and professionalism are indicated as major factors to turnover intention, multi-dimensional viewpoint of follow-up study including further variables is required and the plan to apply nursing intervention program for reducing turnover intention is also required.

A Study on the Effects of Job-related Attitudes on the Intention to Leave in Rank and File Police Officers (비간부 경찰공무원의 이직의도에 대한 직무관련 태도의 영향에 관한 연구)

  • Lee, Kang-Hoon
    • Korean Security Journal
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    • no.16
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    • pp.189-208
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    • 2008
  • The purpose of this study is to examine the relation between job-related attitudes and intention to leave. To achieve this purpose of study, it set a frame of analysis based on theoretical background about intention to leave, and examined empirically about rank and file police officers. By setting job-related attitudes(organizational commitment, job satisfaction) regarded as the antecedents of the intention to leave, this study examines the relation with intention to leave. The major results of this study are as follows: First, in the relation between job satisfaction and organizational commitment, job satisfaction(+) significantly influence on affective commitment, continuance commitment and normative commitment. Second, in the relation between job satisfaction and intention to leave, job satisfaction(-) significantly influence on intention to leave. Third, in the relation between organizational commitment and intention to leave, affective commitment(-) and continuance commitment(-) significantly influence on intention to leave. but normative commitment did not. Forth, as the result of research about if organizational commitment works as a mediating effect between job satisfaction and intention to leave or not, it works as a mediating effect between job satisfaction and intention to leave in case of affective commitment, continuance commitment and normative commitment. Based on these results, to raise the level of job-related attitudes that influences on intention to leave, and to form the positive job-related attitudes are demanded to prevent and reduce intention to leave.

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The Role of Alternative Attractiveness in the Relationships among Job Performance, Satisfaction, Organizational Commitment, and Turnover Intention (영업사원의 직무성과, 만족, 조직몰입, 이직의도와의 관계에서 대안 매력도의 역할)

  • 전광호;김상용
    • Journal of Distribution Research
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    • v.9 no.2
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    • pp.45-73
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    • 2004
  • The goal of this study is to broaden our understanding about the antecedents for job turnover intention of salesforces. In addition to the previously studied antecedents such as job performance, satisfaction, organizational commitment, in this study we are particularly interested in the variable of alternative attractiveness which is often studied in social exchange theory, Thus, we suggest a model with a new antecedent for job turnover intention by introducing alternative attractiveness. We collected and analyzed the data from the survey on the 178 salespeople at the life insurance companies. We find the alternative attractiveness as an significant antecedent for the turnover intention. Specifically, the more attractive the alternative the greater the intention of turnover. However, we also find that the salesforces are less attracted to the alternative if they are satisfied with their works, Therefore, we believed this research can be a seminary work with the relational perspective for the studies of salesforce management.

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The Effect of Leader's Machiavellianism on Turnover Intention: Mediating Effect of Hindsight Bias (리더의 마키아벨리즘이 이직의도에 미치는 영향: 후견지명의 매개효과)

  • Chung, Jaeyoung;Shin, Jegoo
    • Knowledge Management Research
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    • v.22 no.1
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    • pp.155-181
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    • 2021
  • The purpose of this study is to verify the correlation between leader's machiavellianism and turnover intention. To this end, we tried to investigate the overall mechanism of the research model through the mediating effect of hindsight bias. To verify the hypothesis, surveys were conducted twice with 335 employees working at companies with more than 300 employees in various occupations. As a result of the study, first, it was found that the machiavellianism of the leader had a positive significant effect on the employee turnover intention. Second, it was found that hindsight bias had a positive significant mediating effect between the leader's machiavellianism and employee turnover intention. It can be inferred that the higher the machiavellianism tendency of the leader, the higher the hindsight bias is experienced and the negative impact on the effectiveness of the organization, the higher the employee turnover intention. Therefore, this study in-depth verifies the mechanism between the leader's machiavellianism, hindsight bias, and employee turnover intentions, suggesting new implications from a perspective different from the existing research flow, and suggesting future research tasks and limitations on the role of leaders.

The Effect of Job Embeddedness on Seafarer's Turnover Intention (직무배태성(Job Embeddedness)이 선원의 이직의사에 미치는 영향)

  • Kim, Jung-Man;Lee, Do-Hwa
    • Journal of Navigation and Port Research
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    • v.36 no.10
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    • pp.811-817
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    • 2012
  • This study aims to empirically identify how job embeddedness which is consisted of links, fit, and sacrifice affects seafarers' turnover intention via organizational commitment. The results of covariance structure analysis on the questionnaire data collected from 362 seafarers are as follows. First, as job embeddedness increases, the seafarers' organizational commitment also increases. Second, organizational commitment seems to have negative relationship with seafarers' turnover intention at the marginally significant level, since links and fit have direct negative relationship with turnover intention.

A Comparative Study on Turnover Intentions of Social Workers in Public and Private Sectors : the Cases of Social Workers in Youngnam Region (공공.민간 사회복지사 이직의도 비교 연구 : 영남지역 사회복지사를 중심으로)

  • Kang, Young-Kol
    • Journal of the Korean association of regional geographers
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    • v.18 no.1
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    • pp.86-100
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    • 2012
  • This study examines turnover intentions of social workers in the public and private sectors from a comparative perspective. Major findings of this study are as follows: 1. There exists a paradox between public and private social workers that private social workers show their turnover intentions more saliently than public social workers, even though the former is paid much less, but more satisfied with their jobs, and then expresses turnover intentions more often than the latter. 2. The 'voice hypothesis' can be an alternative explanation to figure out why the paradoxical difference exists between the two groups of social workers when we include the mechanism of empowerment into the equations regarding social workers' turnover intentions and job satisfaction. 3. The equity theory of motivation can explain the paradoxical difference if we make use of the meaning of the 'equity' formula which stands for the ratio between inputs and outputs exerted by the social workers.

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