• 한국농촌간호학회지
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• 제18권1호
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• pp.57-71
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• 2023

Purpose: This study aims to provide primary data for policy alternatives by identifying the problem of the nursing workforce shortage. Methods: For quantitative data, 446 questionnaires were analyzed. The mean and standard deviation were used for content description. ANOVA analysis and Scheffe? test were used to compare the differences according to the hospital level. For qualitative data, 1:1 in-depth and group interviews were conducted for six participants. Results: The factors nurses prioritized when choosing a workplace were salary, commuting distance, and work-life balance. Clinical nurses cited low wages, heavy workloads, and burnout as the most considerable difficulties in performing their duties. Factors influencing nurse's turnover intention were low wages, unmanageable workload, and rotation to unwanted departments in that order. New nurses tend not to apply to small-medium-sized hospitals, experienced nurses in their 30s-40s leave hospitals due to childcare and shift work difficulties, and nurses in their 50s and older tend to move to nursing homes rather than acute hospital settings. Conclusion: In this study, wage and workload were mentioned as the most critical factors in nurses' workplace selection, job performance difficulties, and turnover intention, so it is necessary to pay attention to this aspect when improving treatment for nurses.

• 수산경영론집
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• 제27권1호
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• pp.15-45
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• 1996

The sustained economic growth cannot be expected without the balanced development in all the realms of industries. Korea has recorded the continuous high growth rate of economy, but it is now facing some difficulties in keeping the normal economic growth, because industrial workers do not like to work in some fields, the typical one of which is the fishery works. This thesis aims at studying the determinants of fishermen's job satisfaction(FJS) and the determinants of affecting the fishermen's trunover intention(FTI) to obtain and maintain the man power for fishing boats. This study assumes that the determinants which affact FJS are fishermen's work values, job characteristics, the attitude of accepting their fishery work, and that the determinants which affect FTI are FJS and their perceptions of labor market. This study concerns two kinds of Job satisfaction : one is an intrinsic satisfaction which comes directly from the work itself, and the other is an extrinsic satisfaction comes from the compensation for the work, but in this study “Pollnac's work satisfaction factor” is added as an additional determinant of FJS. There is a difference in job satisfactions between the individuals who have different work values. Some feel more satisfacttion than the others, which can be explained by the internal work values which assume the work is only a means for another objective of life. This study applies Hackman and 014ham's studies to the job characteristics that a worker's job satisfaction is positively related to the core job characteristis of the job. In addition, this study transformed their studies into variables. A job enrichment to reduce the simplicity of a work and make it more valueable can increase a job satisfaction, but an existing organization has limitation in redesigning the job for its enrichment. A reasonable answer about this matter can be obtained from the workers' subjective perceptins to highly regard the objective job characteristics. Worker's previews of fishery work also affect their job satisfaction because they are already informed of the details and charcteristics of the job that they have to carry out. A Job dissatisfaction causes their intention to leave jobs owing to general perceptions prevailing in labor markets.

• 한국항공운항학회지
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• 제20권1호
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• pp.1-12
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• 2012

Many pilots of the Korean Air Force(ROKAF) leave their jobs in order to move out to civilian airlines. Thanks to this considerable turnover phenomenon, the ROKAF faces a serious lack of air defense power. While the common understanding of this problem mainly talks about 'money' as the main cause of turnover, some pilots point out rather different issues. Many pilots say in a large-scale survey that they face serious job stresses not only from relative shortage of their income compared to civilian pilots, camp life, separated family conditions, overly loaded administrative works, but also from their professional flight trainings and low promotion rate to high ranks. The survey shows, however, at the same time, that the ROKAF pilots do not consider their job trainings and overall roles as the military pilots as the main factor causing the intention to turnover. A critical aspect of the pilots' job condition is many stress factors consistently affect overall job satisfaction level which stimulates the decision to turnover when they have to choose between the extension of military service as a pilot and moving-out to civilian airlines for new pilot's life. In other words, they accept the job difficulties as pilot in the military, but their long-term job satisfaction level is negatively affected by the job stresses.

• Safety and Health at Work
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• 제14권2호
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• pp.201-206
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• 2023

Background: Despite workplaces having policies on fire evacuation, many employees still fail to evacuate when there is a fire alarm. The Reasoned Action Approach is designed to reveal the beliefs underlying people's behavioral decisions and thus suggests causal determinants to be addressed with interventions designed to facilitate behavior. This study is a uses a Reasoned Action Approach salient belief elicitation to identify university employees' perceived advantages/disadvantages, approvers/disapprovers, and facilitators/barriers toward them leaving the office building immediately the next time they hear a fire alarm at work. Methods: Employees at a large public United States Midwestern university completed an online cross-sectional survey. A descriptive analysis of the demographic and background variables was completed, and a six-step inductive content analysis of the open-ended responses was conducted to identify beliefs about leaving during a fire alarm. Results: Regarding consequence, participants perceived that immediately leaving during a fire alarm at work had more disadvantages than advantages, such as low risk perception. Regarding referents, supervisors and coworkers were significant approvers with intention to leave immediately. None of the perceived advantages were significant with intention. Participants listed access and risk perception as significant circumstances with the intention to evacuate immediately. Conclusion: Norms and risk perceptions are key determinants that may influence employees to evacuate immediately during a fire alarm at work. Normative-based and attitude-based interventions may prove effective in increasing the fire safety practices of employees.

• 산업경영시스템학회지
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• 제20권41호
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• pp.61-78
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• 1997

Traditionally most of studies on voluntary turnover have focused on identifying the determinants of it under the implicit assumption that negative attitudue raises turnover rate and, in turn, it undermines organizational effectiveness. But, recently many scholars have argued that more focus be placed on the functionalty than the frequency of turnover. Based on the recent trend of voluntary turnover, this paper is to analyse the differences of the Intention to Leave(IL) level according to job characteristics(job variety, job importance, job autonomy, job identity, feedback)$\times$functionality(employee ability, attitude). Resulting from 2-way ANOVA, the Negative-attitude Group(NG) is found to expose significantly high IL level than the Affirmative-attitude Group(AG) in low job variety, low job autonomy, low job importance.

• 한국HCI학회논문지
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• 제13권2호
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• pp.21-29
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• 2018

SNS 사용자의 폭발적인 증가와 함께 최근 이에 따른 여러 가지 부작용이 대두되고 있다. 가장 대표적인 것은 'SNS 피로감(SNS Fatigue)'으로 이는 SNS를 이용하며 느끼는 스트레스와 피로감을 의미한다. SNS 피로감은 사용자를 SNS 중단 및 전환에 이르게 하며, 정신적 그리고 신체적 건강에 부정적 영향을 미치고 있다. 이와 같은 현상에 따라 최근 국내에서는 SNS 역기능과 관련된 연구들이 이루어졌지만 세부적인 SNS 피로감 유발요인과 지속 및 중단의향과의 관계에 대한 규명은 부족한 실정이다. 이에 따라 본 연구는 (1) SNS 피로감을 유발하는 요인을 구체적으로 알아보고 (2) 각 피로감 유발 요인들이 SNS 지속사용의도와 중단의향에 미치는 영향을 밝히고자 하였다. 그 결과 SNS 사용자의 피로감을 유발하는 요인은 세부적으로 7가지; 상대적 박탈감, 관계부담, 관리부담, 정보 과부하, 프라이버시 염려, 평판걱정(게시 후), 평판걱정(게시 전);로 추출되었다. 또한 지속사용의도에는 상대적 박탈감 요인이 부적으로 유의미한 영향을 미쳤으며, 관리부담과 평판걱정(게시 전)요인이 정적으로 유의미한 영향을 미쳤다. 반면 중단 의향에는 상대적 박탈감과 정보 과부하 요인이 정적으로 유의미한 영향을 미쳤으며, 평판 부담(게시 전)요인이 부적으로 유의미한 영향을 미쳤다. 본 연구는 게시물에 노출되는 독자 입장에서 발생하는 피로감 유발요인이 SNS 중단에 영향을 미치는 반면, 게시물을 작성하는 작가 입장에서 발생하는 피로감 유발요인은 SNS 지속사용에 영향을 미침을 조명하였다.

• 동아시아식생활학회지
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• 제23권6호
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• pp.839-849
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• 2013

The purpose of this study is to assess the associations among person-environment fit, organizational citizenship behavior, organizational commitment and turnover intent in the foodservice industry. The study was administered to 306 Korean employees. The results indicated a positive relationship between person-environment fit, employees' organizational citizenship behavior and organizational commitment. However, person-environment fit did not have a significant, direct impact on their turnover intent. Thus, this study found an indirect influence via organizational citizenship behavior and organizational commitment. In addition, organizational citizenship behavior and organizational commitment were negatively associated with employees' intention to leave the organization. Limitations and future research directions are also discussed.

• 한국환경교육학회지:환경교육
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• 제16권1호
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• pp.48-60
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• 2003

This study is aimed at providing an analysis on the re-training needs in for environmental sector as well as on the current status on the employment of technicians in the environmental industry. The questionnaires of 450 technicians employed in 993 environmental businesses are collected. The survey questions were composed mainly of current status on the employment of technicians in the environmental field, specialty and duty in the working place, the relations with a licence, the level of satisfactory to duties and intention to leave hls/her job, difficultles in the working coditions, experiences of training related environmental techniques during a recent year, and the needs of re-training in the environmental industry. The policies on custom-oriented retraining and technical education, on the curricula by sector, on the establishment of retraining.

• 한국콘텐츠학회논문지
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• 제17권2호
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• pp.678-686
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• 2017

본 연구는 원도심 활성화를 위해서는 타 지역으로부터의 인구유치도 중요하지만 이보다는 원주민들을 위한 전략이 필요하다는 관점에서 이루어 졌다. 실증분석은 내포신도시와 인접하여 도심공동화 현상이 우려되는 홍성군과 예산군의 원도심 주민을 대상으로 하였다. 분석결과, 원도심에서 계속 거주하기를 원하는 사람은 고령자와 단독주택 거주자였으며 반면, 내포신도시로의 이주를 희망하는 사람은 30대와 고소득자였다. 이에 우선적으로 고령자를 대상으로 한 주거정책 개발, 단독주택을 중심으로 한 주거지 정비가 요구된다. 이와 더불어 활발한 경제주체인 30대와 고소득자의 주거이탈을 줄이기 위한 전략도 요구된다. 특히, 이탈자 1인당 연간 55.3만원에 해당하는 원도심에서의 소비지출이 감소하는 것으로 추정되기 때문에, 주민 이탈이 계속될 경우 상권약화는 물론 지역경제를 근본적으로 위협할 수 있다. 이에, 지방정부는 인구감소 및 인구구조 변화, 한정된 예산의 적절한 배분, 지속가능한 도시발전에 대한 고민 등을 종합적으로 검토하여 도시재생정책 방향을 설정하여야 할 것이다.

• 융합정보논문지
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• 제12권5호
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• pp.183-193
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• 2022

본 연구의 목적은 블랙컨슈머 행동지각이 미용종사자의 분노표현 및 이직의도에 미치는 영향을 분석하는 것이다. 자료 수집을 위하여 서울, 경기, 인천지역 뷰티 서비스 종사자를 중심으로 2021년 11월 1일부터 2022년 1월 31까지 3개월 동안 400명에게 설문지를 배포하여 최종 392부가 사용되었다. 자료 분석은 SPSS 25.0 프로그램을 사용하였다. 인구통계학적 특성을 파악하기위해 빈도분석을 수행하였다. 측정도구의 타당성을 이해하기 위해 요인분석, 신뢰도분석을 수행하였고, 상관관계분석, 회귀분석을 실시하였다. 분석한 결과 블랙컨슈머의 과도성과 억지성은 분노표출과 분노억제, 이직의도에 정(+)의 영향이 나타났으며, 분노표출과 분노조절은 이직의도에 정(+)의 영향이 나타났다. 따라서 블랙컨슈머의 과도한 문제제기나 억지성 서비스에 대한 근절방법이 필요하며, 조직원들의 올바른 고객응대 방법과 스트레스 해소를 위한 프로그램이 제공되어야 할 것으로 사료된다.