• 한국벤처창업학회:학술대회논문집
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• 2023.04a
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• pp.59-62
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• 2023

100세 인생 시대의 도래는 사회적으로 많은 변화를 요구하고 있다. 기성세대들이 기존의 조직구조 속에서 일할 수 있는 최고 연령이 60대 초반인 것을 감안한다면 100세 인생 시대에는 퇴직한 후에 3~40년간 살아나갈 대안이 있어야 한다는 것이다. 이러한 환경 속에서 일반 직장인들에 비해 직장에서 많은 시간과 노력을 하고 있는 경찰관들이 퇴직 후에 경제활동을 지속하게 하는데 영향을 미치는 요인에 대한 연구를 하는 것이 중요하다고 생각한다. 따라서 본 연구는 정년을 마친 후 연금을 받게 되는 경찰관들이 다른 직종의 직장인들과 비교하여 경제활동에 대한 필요성을 느낄 것인가? 그렇다면 그 이유는 무엇인가? 퇴직 후에도 경제활동을 하려는 경찰관들에게 어떠한 요인들이 영향을 주는 것일까? 등에 대한 것을 기존 연구와 문헌들을 통하여 연구 모형과 가설을 정하고 설문 조사를 통해 실증적으로 분석하고자 한다. 본 연구는 재직 경찰관들이 퇴직 후에 경제활동을 지속하기 위한 의도에 영향을 미치는 요인에 관한 연구를 위해 개인역량, 경제활동 동기, 돈과 경제에 대한 인식, 경제적 만족도와 직장 안정성, 직장 공정성과 상하관계, 교육 및 교육 참여, 은퇴 준비, 직무만족과 직무의 미래비전을 독립 변수로 하고 경제활동 지속의도를 종속 변수로 설정하여 진행하였다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.6
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• pp.484-492
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• 2018

The purpose of this study was to analyze the effects of internal organizational culture attributes on job performance and job satisfaction. Data collection was conducted from December 8, 2014 to December 20, 2014 through a self-enforced questionnaire at 500 general hospitals in Gyeonggi-do. First, the organizational cultural attributes of hospitals had a statistically significant effect on job performance. Second, organizational cultural attributes had a statistically significant effect on job satisfaction. Third, job performance had a statistically significant effect on job satisfaction. For communication, organizational development and the future of the organization as well as organizational attributes and systems of the organization were shown to increase job performance and job satisfaction, communication with seniors and colleagues, roles, and responsibilities between departments. Organizational culture had more organizational attributes than individual ones, which affects the work and behavior of the organization members. Therefore, in order to survive competition, hospitals require accurate diagnosis of hospital organization culture, maximize effectiveness of organization culture, and a desirable hospital culture. In addition, management should provide employees with a clear mid- to long-term vision to ensure that the objectives of the hospital and the goals they pursue are consistent.

• Korean Journal of Culture and Social Issue
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• v.24 no.2
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• pp.221-250
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• 2018

The purpose of this study is to find out the causes of turnover, the causes of stay, and the effects of turnover of college graduates with early careers, based on the concept of job embeddedness and their stances. For this study, semi-structured interviews were conducted with 20 college graduates with early careers and the interviews were analyzed with phenomenological analytic research. The result of the study shows that the cause of turnover intention includes fit and link which are components of job embeddedness. More specifically, turnover intention of the interviewee is affected by fit which includes whether their ability and talent are used properly and whether their vision and culture fit well those of their organization, also affected by link which includes the formal or informal mutual relationship with coworkers and superiors. Stay intention, on the other hand, includes fit which contains satisfaction about work and organization, long-term career management. Stay intention also includes sacrifice which are anxiety about uncertain future and satisfaction about being employed. As an aspect of the effect of turnover, the satisfaction and fulfillment about work which are experienced after turnover by the interviewees and the satisfaction about coworkers and the team in which the interviewees are included offset the negative effect of turnover. The result also shows that organization should consider their workers' satisfaction about the first work, their amicable relationship, and turnover cost, to improve working and living standard of colleges graduates with early careers and to prevent them from turnover.