• 한국사회복지행정학
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• 제21권4호
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• pp.74-111
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• 2019

본 연구는 지난 30여 년간 진행된 우리나라 사회복지사의 이직행동에 관한 연구와 관련해서 비교 및 종합적 차원에서 이에 대한 이해를 체계적으로 구축하기 위해 이직행동 주제에 속한 기존 연구들을 체계적 문헌고찰의 방법을 통해 정리해 본다. 연구대상 문헌의 선정을 위해 국내외 주요 사회과학문헌 데이터베이스들에서 사회복지사 이직연구가 보고되기 시작한 1991년 11월부터 2019년 8월까지의 문헌들을 검색하였고, PRISMA의 4단계 권고에 따라 53편의 문헌들을 분석대상으로 선정하였다. 문헌고찰은 다음의 과정을 거쳐 진행했다. 첫 번째, 연구대상 문헌들의 일반적 특성인 저자 및 발표연도, 시간속성, 자료유형, 조사기간, 연구대상, 조사지역, 표집방법, 유효표본 크기, 종속변수, 분석방법을 정리하였다. 두 번째, 연구대상 문헌들에서 사용된 이직행동 측정도구에 대해 정리하였다. 세 번째, 분석대상 문헌 중 분석모형에 공변량의 통제를 위해 통제변수를 투입한 것으로 판단되는 28편의 문헌들에 초점을 두고 사회복지사 이직행동에 대한 영향요인들을 통계적 유의성을 중심으로 정리하였다. 본 연구의 주요결과는 다음과 같다. 첫째, 분석대상 문헌들의 일반적 특성을 보면, 전체 연구대상 문헌 중 2000년대 이후에 발표된 문헌이 46편(87%)이고, 횡단연구를 진행한 문헌이 52편(98%), 연구자가 직접 조사한 일차 자료를 활용한 문헌이 45편(85%), 2010년대 이후에 조사된 자료를 사용한 문헌이 27편(51%), 민간사회복지시설에서 근무하는 일반 사회복지사를 대상으로 한 문헌이 29편(55%), 특정지역에 한정해 조사가 진행된 문헌이 33편(62%), 비확률적 표집을 실시한 문헌이 38편(72%), 200명이상 400명 미만의 유효표본 크기를 가진 문헌이 32편(60%), 종속변수를 이직의도의 유무가 아닌 이직의도의 수준으로 설정하여 분석한 문헌이 48편(91%), 분석방법으로 다중회귀분석에 기반한 방법을 사용한 문헌이 34편(64%)인 것으로 나타났다. 둘째, 이직행동 측정도구와 관련해서는 전체 분석대상 문헌 중 이직의도에 대한 구조화된 척도를 사용한 문헌이 45편(85%), 이직의도의 유무 또는 이직의도의 수준을 단일문항으로 측정한 문헌이 7편(13%), 실제의 이직행동 유무를 측정한 문헌은 1편(2%)인 것으로 나타났다. 셋째, 사회복지사 이직행동에 대한 영향요인과 관련해서는 일관성을 나타낸 요인들을 중심으로 정리해 보면, 개인적 요인 중 연령(-), 우울수준(+), 소진(+)과 그 하위차원 중 정서적 탈진(+) 및 비인간화(+) 변수가 일관적인 영향력을 갖는 것으로 나타났다. 조직 및 직무 요인에서는 조직유형(민간사회복지시설 근무의 경우 +), 고용형태(비정규직인 경우 +), 급여수준(-), 클라이언트 폭력경험(+), 조직에 대한 긍정적 인식(-), 직무스트레스(+), 직무만족(-) 변수가 일관적인 영향력을 갖는 것으로 나타났다. 한편 영향요인들 중 외부환경요인은 국내 사회복지사 이직행동 연구에서 매우 제한적으로 다뤄지는 경향이 있는 것으로 확인되었다. 본 연구는 우리나라 사회복지사 이직연구들의 속성과 내용을 종합적으로 정리한 최초의 체계적 문헌고찰로서 국내 사회복지사 이직행동 연구의 전반적 특성과 기본 내용을 제시하며 사회복지사 이직행동의 주요 영향요인에 관한 포괄적 이해를 제공한다는 점에서 그리고 한국 사회복지사 이직행동 연구의 향후 과제들을 제시한다는 점에서 연구의 의미를 지닌다.

• 아태비즈니스연구
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• 제13권1호
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• pp.185-195
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• 2022

Purpose - This study attempts to analyze the determinants of inventory turnover by applying quantile regression analysis. Design/methodology/approach - By selecting the gross margin, capital intensity, and sale surprise as the determinants of inventory turnover, we investigate their effects on inventory turnover at the several quartiles (10%, 25%, 50%, 75%, 90%) of inventory turnover with quantile regression analysis. Findings - The effects of gross margin and capital intensity on inventory turnover are different for each quartile. But the effects of sale surprise on inventory turnover are not different for each quartile. Research implications or Originality -This study is the first attempt to examine the effects of inventory turnover determinants on inventory turnover by applying quantile regression analysis was not employed in the prior studies. Thus, this study is meaningful in that it shows the possible way to review inventory management strategies that can be applied differently to the firms with different inventory turnover levels.

• 한국치위생학회지
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• 제19권1호
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• pp.1-17
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• 2019

This study investigates the overall research trends and related factors affecting the turnover of dental hygienists in Korea during the past 10 years (2007-2017) and analyzed the differences in the results of the research according to the main measurement tools. The literature review focused on turnover of dental hygienists in Korea. Inclusion criteria of selected studies were as follows: the domestic and foreign academic journals and theses published for the past 10 years (between 2007-2017). The most commonly used tool for measuring dental hygienist turnover was a tool developed by Lawler. The most used significant general characteristics is age and income, Job satisfaction (57.1%) and organizational commitment (40.0%) were the most frequently used predictors of turnover. The variables used for each turnover measurement tool were different, showing that the study results was different from according to the variables and significance level. Although there have been many studies related to the turnover of dental hygienists, different results have been shown depending on the measurement tools. When conducting research related to dental hygienist turnover, specific and clear presentation of measurement tool selection or development is needed.

• 디지털산업정보학회논문지
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• 제20권2호
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• pp.125-139
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• 2024

High turnover and short tenure in the gaming industry has been a problem since the 2000s. Although high turnover can increase the flexibility of working hours, it has a negative impact on labor stability, and the negative effects of turnover outweigh the positive effects for companies, so efforts are needed to reduce turnover intention, an antecedent of turnover. Therefore, this study investigated the factors affecting turnover intention of employees in the game industry, focusing on organizational commitment and job satisfaction, which are factors that affect turnover intention through previous studies. The results of the regression analysis and mediation effect verification by conducting a questionnaire survey on 221 employees in the game industry showed that emotional engagement among the components of organizational commitment influences turnover intention through job satisfaction. Therefore, it is important to provide goals such as game release and rewards to keep employees emotionally engaged in order to reduce turnover intention.

• 산경연구논집
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• 제6권1호
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• pp.17-26
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• 2015

Purpose - Ethical management connects corporate management outcomes and emphasizes organizational cooperation. It also links human resource management, auditing, and financial management to increase employee job satisfaction. A survey of American enterprises showed that employees with high ethical consciousness had greater job satisfaction and lower turnover. Research design, data, and methodology - Hypotheses and models based on previous studies were used to investigate the effects of ethical management on employee job satisfaction and turnover intentions. To examine hypotheses empirically, a questionnaire survey based on previous studies was administered to service business workers in Seoul. Results - The study investigated the effects of ethical management practices in relation to factors such as top management's willingness to put them into practice, their appropriateness and implementation within operations, and their influence on job satisfaction, and also examined the effects of job satisfaction on turnover intentions. Conclusions - Ethical management greatly influences job satisfaction and turnover intentions, providing organizational members with alternatives regarding ethical considerations, and to place a strong emphasis on management willingness and enterprise regulations and policies.

• 대한통합의학회지
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• 제8권3호
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• pp.121-131
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• 2020

Purpose : This study was conducted to confirm the correlation between team sharing spirit, team effectiveness, team cohesion, team reliability, and turnover intention of hospital nurses and to identify the influence factors affecting the turnover intention of hospital nurses. Methods : The sample for this study consisted of 200 nurses from four general hospitals of less than 500 beds located in J city. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe' test, Pearson Correlation and Hierarchical Multiple Regression. Results : Factors influencing nurse turnover intentions included satisfaction with nursing position (β=.274), team reliability (β=-.250), satisfaction with department (β=-.178), and career (β=.149) in order, and these influence factors accounted for 32.1 % of nurses' turnover intentions. Conclusion : Based on the results of the study, it is necessary to consider ways to reduce the turnover intention of nurses by devising strategies to increase the factors of satisfaction with nursing positions, team reliability, and satisfaction with department by making good use of the resources of the medical institution. It is suggested to conduct repeated studies of nurses working in various clinical sites and further studies applying various outcome variables in the future.

• 융합경영연구
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• 제4권3호
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• pp.25-32
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• 2016

This study is focused on the factors that reduce the high turnover rate of early childhood teachers against the backdrop of their poor work environment including long hours, work overload and low wage by identifying the effects of three sub-factors of justice on the collectivistic tendency and those of the job burnout on their turnover intention. To conduct this study, a survey was carried out childcare teachers of the Seoul and Metropolitan Area. Total of 283 valid female questionnaires were collected and utilized for analysis. According to the analysis, both procedural justice and interpersonal justice have positive effects on the collectivistic tendency and decrease the turnover intention. The interpersonal justice decreases the job burnout, whereas the distributive justice statistically significantly increases the job burnout. Also, the collectivistic tendency reduces the turnover intention. The job burnout increases the turnover intention, which is consistent with previous studies. Hence, increasing the interpersonal justice and the collectivistic tendency could be an option for dealing with the issue.

• 한국보육지원학회지
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• 제17권2호
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• pp.69-87
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• 2021

Objective: Studies have shown that turnover intention of teachers' in early childhood educational centers tend to negatively affect the quality of child care and children's adjustment. However, few studies have examined the underlying mechanism that increases teachers' turnover intention and have barely focused on environmental factors. We aimed to test whether workplace characteristics may affect teachers' turnover interntion through personal factors (i.e., burnout and health). Methods: A sample of 262 teachers participated in the study. Workplace characteristics, burnout, health and turnover intention were assesed through self-report questionnaires. Data were analyzed through SEM using Mplus and the significance of mediation effects were estimated by the bootstrapping confidence intervals. Results: Finidngs indicated that a poor workplace enviornment directly predicted high turnover intentions of teachers and indirectly predicted through their high burnout and poor health contidion. Conclusion/Implications: These findings contriubed to provide better understaning about an effective future direction for policies and intervention programs in order to decrease teachers' turnover intention and subsequently increase the quality of early childhood educational centers.

• 간호행정학회지
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• 제19권2호
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• pp.265-272
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• 2013

Purpose: This study was done to identify the effects and relationships of humor, job satisfaction, job stress and intent to turnover for nurses and suggest a theoretical structural path diagram among the variables. Methods: Data were collected at 6 hospitals located in Seoul, and Gyeonggi Province, from June to September, 2010. Participants were 275 nurses. Data were analyzed using Amos 19.0 for Structural Equation Modeling. Results: Humor had significant effects on job satisfaction (${\beta}$=.15, t=2.29, p=.022) and indirect effects on the intent to turnover in this model ($X^2$=44.18, df=23, RMSEA=0.05, TLI=0.97). But humor did not affect job stress unlike results of previous studies (t=-.02, p=.771). Conclusion: Humor may not affect job stress under the very stressful conditions of the health care environment. The model showed the effect of humor contributed to increases in job satisfaction but did not decrease job stress. Higher levels of job satisfaction could decrease the intent to turnover. Consequently, humor would be helpful in increasing job satisfaction to diminish nurse turnover. Further studies are suggested to investigate causal relationships among humor, burnout, and other emotional and organizational variables.

• 사회복지연구
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• 제42권2호
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• pp.493-523
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• 2011

본 연구는 사회복지사의 개인적 동기(심리적 동기, 직무 동기)가 이직의도에 미치는 영향을 살펴보되, 다중몰입(직무몰입, 경력몰입, 조직몰입)의 매개효과에 초점을 둔 연구로, 자기결정이론과 계획된 행동이론을 토대로 사회복지사의 이직의도 예측 모형을 제안하고 검증하고자 하였다. 연구목적을 달성하기 위해 전국 15개 시·도의 이용시설, 생활시설, 보건의료 기관, 기타 사회복지 관련 재단 및 협회, 각종 센터, 기관에 근무 중인 사회복지사를 대상으로 우편 설문조사를 실시하였다. 배포된 총 1,918부의 설문지 중 회수된 1,671부를 검토하여 이직의도가 있는 것으로 확인된 979부를 최종 분석하였다. 분석결과, 사회복지사의 심리적 동기와 직무 특성은 이직의도에 직접적 영향을 미치는 것으로 나타났다. 그러나 사회복지사의 역할 스트레스는 이직의도에 직접적 영향을 미치지 않는 것으로 나타나, 사회복지사의 이직의도에 대한 충동적 경로 모형이 심리적 동기와 직무 특성에 한해 부분적으로 지지됨을 알 수 있었다. 둘째, 사회복지사의 심리적 동기와 직무 동기는 다중몰입을 통하여 이직의도에 간접적 영향을 미치는 것으로 나타나, 사회복지사의 이직의도에 대한 반영적 경로 모형이 경력몰입, 직무몰입, 조직몰입 모두에서 지지됨을 알 수 있었다. 다중몰입 요인 중 이직의도에 가장 큰 영향력을 발휘하는 변수는 경력몰입이며 그 다음이 직무몰입, 조직몰입 순으로 나타나, 향후 경력몰입에 대한 학계의 관심이 증대되어야 함을 보여 주었다. 이상을 토대로 사회복지사의 경력관리 방안과 사회복지조직의 인적자원개발 방안을 제시하였다.