• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.467-477
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• 2019

The purpose of this study was to investigate the relationship among job stress, nursing organizational culture, emotional exhaustion for the clinical nurses and the influencing factors on retention intention of nurses in a general hospital. This study used 209 questionnaires from nurses in B city to collect data from November 1, 2017 to December 15. Data were analyzed by SPSS 20.0 program using descriptive statistics, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient and Stepwise Multiple Regression. The results are as follows; The participants' job stress level was 3.48(${\pm}0.46$), nursing organizational culture level was 3.13(${\pm}0.31$), emotional exhaustion level was 3.95(${\pm}1.18$) and retention intention level was 4.54(${\pm}1.29$). Retention intention was a significant correlated between job stress(r=-21, p=.003), nursing organizational culture(r=.25, p<.001), emotional exhaustion(r=-40, p<.001). According to the result of multiple regression analysis, The significant factors influencing retention intention of clinical nurses were emotional exhaustion, nursing organizational culture, total career and age. it was explained by 23.7%. Based on these findings, in order to increase the level of retention intention, it is necessary to develop a variety of programs to reduce emotional exhaustion, as well as a plan to help them recognize a positive nursing organization culture, and to fine ways to manage long-term careers.

• Journal of Teachers' Pension
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• v.1
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• pp.129-153
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• 2016

2009년~2015년 사학연금 급여를 신청한 퇴직자에 대한 자료를 기반하여, 사학연금의 유형별 선택에 따른 연금 및 일시금 수급액을 산출하고, 주요 거시경제변수의 변화에 따라 사학연금 유형별 개인의 노후소득 규모와 이에 따른 사학연금의 재정지출 부담액의 변화를 산정하였다. 2009년과 2015년 사이에 퇴직한 사학연금 수급자가 2063년까지 지급받게 될 지급규모의 2016년 현재가치는 1억 2,500만원에서 1억 2,700만원 사이인 것으로 계산되었다. 그리고 2009년에서 2015년 사이의 퇴직자인 175,573명에게 2063년까지 연인원으로 633,720명에게 2016년의 현재가치로 1조 6,864억 원에서 1조 7,163억 원 사이를 지급할 것으로 계산되었다. 분석결과 유치원 등에 재직하는 여성의 경우 재직기간이 짧으며, 이로 인하여 연금수급권을 갖지 못하고 퇴직일시금을 수급하는 경향이 높다. 연금을 선택하는 집단은 주로 중고등학교 이상에 재직한 교원으로서 법정퇴직연령까지 재직하다가 퇴직 이후 연금을 수급하는 경향이 높다. 현재의 지급구조 하에서 저금리-저물가 기조가 유지되는 경우 그렇지 않은 경우보다 개인이 수급하는 연금의 현재가치가 상대적으로 높아지는 경향이 있다. 기금운용자의 경우 수급자의 지출을 통합하여 관리·운용하게 되므로 저금리-저물가 지속시 이에 대한 지급규모가 더욱 커지게 되며, 이를 위한 재원 확보와 기금운용수익률을 높여 재정을 안정화시킬 필요성이 더욱 커지게 된다

• 한국벤처창업학회:학술대회논문집
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• 2021.11a
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• pp.135-142
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• 2021

20년 3월부터 본격화된 코로나 팬데믹은 전세계경제에 큰 충격으로 불확실성은 더욱 커져 경제생태계 대변혁의 시대를 맞이하고 있는 가운데 고령 인구의 증가, 생산인구의 감소와 더불어 20년 12월 기준 직장의 폐업과 정리해고, 경영부진 등 비자발적인 일자리를 떠난 사람이 19년 대비 48.9%(2020 통계청) 증가, 직장인의 퇴직 평균연령도 51.7세로 직장인 의지와 관계없이 조기 은퇴가 불가피한 상황이다. 한편 직장 근로자 10명중 8명은 창업할 의지가 있는 것으로 나타나 이제는 직장인의 창업은 선택이 아닌 필수로 인식하고 있다. 본 연구의 목적은 직장인의 기업가정신과 지속학습, 보상만족, 고용가능성이 창업의지와 어떠한 상관관계를 가지고 있는가를 조사하고 혁신행동이 매개역할을 하는지에 대해 분석하는데 있다. 본 연구에서는 직장 재직자의 기업가정신과 직장생활 과정에서 지속학습, 보상만족, 고용가능성이 창업의지에 미치는 영향에 관한 연구를 혁신행동의 매개효과를 중심으로 진행하였다. 따라서 본 연구에서는 재직자의 기업가정신과 지속학습, 보상만족, 고용가능성이 혁신활동을 증가시키고, 증가된 혁신활동이 창업의지에 영향을 미칠 것이라는 인과적 경로를 검증하고자 한다. With Corona의 불확실한 경제여건에서 조직은 생존을 위한 끊임없는 변화를 추구함에 따른 재직자의 고용불안은 가중될 것이며, 100세 시대를 준비해야 하기에 창업은 필수적 상황으로 창업의지를 종속변수로 설정하여 본 연구를 진행하였다.

• Journal of the Korea Convergence Society
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• v.8 no.1
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• pp.195-201
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• 2017

Social enterprises are social mission-oriented entities, despite working entrepreneurial way. Mission orientation is recognized as a strong management tool that can motivate employees and remain there to accomplish it. This study investigated the role of social mission as well as job insecurity and job satisfaction as factors on retention of women in social enterprises. Binominal Logistic regression analysis is used. The result showed that 82.3% of respondents had intention to work at social enterprise. Also, social mission orientation of female workers had an effect of buffering the negative relationship between job insecurity and retention. These results suggest that social enterprises need to consider implicit working conditions as much as explicit work conditions for female-friendly jobs. Binominal Logistic regression analysis is used.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.2
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• pp.219-227
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• 2018

The consortium for the HRD ability magnified program is part of the joint training program for SMEs in the strategic field and supports the infrastructure, training, personnel, and general operation expenses required for the joint training. The purpose of this study was to analyze the factors affecting the satisfaction of the education and training program, as perceived by the participants of the Consortium for the HRD Ability Magnified Program. The results of this study are as follows. Gender, trainer satisfaction, educational facilities and service satisfaction have a statistically significant effect on training program satisfaction. The impact on education and training satisfaction of gender, instructor satisfaction, educational (facilities) and service satisfaction was high and in that order. It was found that the male participants have a more positive effect on satisfaction of education and training than the female participants. Age, job group, and job title did not have a statistically significant effect on training program satisfaction. Based on the results of this study, the following suggestions are made. The capacity of the trainers should be strengthened. It is important to provide facilities that enable trainees to participate effectively in education and training and increase the transfer of education and training to the field. It is necessary to design and implement a curriculum that takes into consideration the female trainees' characteristics and situations. More effort is needed to improve the appropriateness of the education and training contents, education and training time, job relevance, and job contribution.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.12
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• pp.322-332
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• 2019

This is a descriptive research study that aims to identify the effects of professionalism, job satisfaction, and resilience on the retention intention of home visiting nurses from the long-term care insurance system of Korea. Data were collected from self-administered surveys completed by 141 home visiting nurses of registered visiting-nursing institutions in the long-term care insurance database (April 1-May 31, 2019). Analyses were independent t-tests, one-way analysis of variance (ANOVA), the Scheffé test, Pearson's correlation analysis using SPSS/WIN 22.0, and multiple hierarchical regression analyses. Results showed that the mean professionalism score was 3.51/5, 3.27/5 for job satisfaction, 3.79/5 for resilience, and 4.04/5 for retention intention. A positive correlation existed between retention intention and professionalism (r = .272), job satisfaction (r = .201), and resilience (r = .530). The final regression model showed that resilience (β = .455, p < .001) and job satisfaction (β = .175, p = .016) significantly affect retention intention. The variables' model explanation power was 32.0% (F = 11.968, p < .001). The results show the need for strategies to improve resilience, followed by strategies to improve job satisfaction to increase the retention intentions of these home visiting nurses.

• Journal of Korea Entertainment Industry Association
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• v.14 no.2
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• pp.195-203
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• 2020

Purpose: This study was a descriptive study to investigate on the effect of calling, self-efficacy, workplace bullying on retention intention among nurses in small and medium-sized hospitals. Methods: The research subjects were 224 nurses selected through convenient sampling from among those who have worked six months or longer in seven small and medium-sized hospitals located in G City. The data were collected using a structured questionnaire from July 17 to 30, 2018. The data was analyzed by descriptive statics, a t-test, ANOVA, Scheffé test, Pearson's correlation coefficient, and a stepwise multiple regression using SPSS/WIN 22.0 program. As a measuring tool, Calling was the Calling & Vocational Questionnaire (CVQ) developed by Dik, Eldrige and Steger (2008). Self-efficacy was developed by Sherer et al. (1982) and modified by Jeong Ae-soon (2007). Workplace bullying was developed by Einarsen, Raknes and Matthiesen (1994) in the Norwegian Negative Behavioral Experience Questionnaire (NAQ), and by Nam Woong et al. (2010). The retention intention was to use NRI (Nurses' Retention Index) developed by Cowin (2002) as a tool for Kim Min-jung (2006). Results: Factors affecting nurses' retention were analyzed. The analysis showed that retention intention was positively affected by self-efficacy (β=.24, p<.001), sense of calling (β=.23, p<.001) and annual wage (β=.21, p=.001) and negatively affected by workplace bullying (β=-.16, p=.008) on a statistically significant level, with an explanatory power of 28.6%.

• KOREAN POULTRY JOURNAL
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• v.39 no.5 s.451
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• pp.74-75
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• 2007

지난 4월 1일부로 농촌진흥청 축산연구소 가금과장에 서옥석 기획실장이 임무를 맡았다. 서옥석 과장은 기획실장으로 3년동안 재직하는 동안 가금과를 떠났지만 스스로 가금맨이라는 점을 소중히 여겼다. 기획실장으로 재직하는 동안 축산연구소가 최우수 책임 운영기관으로 2년 연속 대통령 표창을 받기도 하고, 개인적으로도 대통령 표창을 수상하는 영예를 거뒀는데 그때마다 가금과 동료들의 응원이 큰 힘이 되었다. "꼭 친정집에 돌아온 기분입니다. 이제 내 집을 위해 구체적으로 도움이 되는 일을 해야지요"라고 신임 가금과장으로써의 포부를 밝혔다.

• Korean Architects
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• no.2 s.179
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• pp.22-26
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• 1984

• Journal of Korea Technology Innovation Society
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• v.17 no.1
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• pp.68-94
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• 2014

SMEs in Korea are suffering from severe manpower shortage due to poor incentive system and employees' frequent change of jobs. So far, the government has made continuous efforts to solve these problems, but SMEs still have the same problem. It is critical for SMEs to maintain core employees for long term who can directly contribute to the business performance. However, Korean manpower policies for SMEs has mainly focused on hiring new recruits and attracting experienced high caliber employees to SMEs. Relatively, policies for attracting in-house employees to work for longer term were insufficient. This paper focuses on providing strategic policy options to make core employees stay in the company for longer term. For this, it identifies the concept and features of core employees and reviews the necessity of introducing the Mutual Aid Project. Also, it suggests the way to enhance the effectiveness of policy by analyzing current Mutual Aid Fund programs in Korea.