• 한국콘텐츠학회논문지
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• 제20권12호
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• pp.370-382
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• 2020

최근 정신보건전문요원 대상 실태조사에서, 이직의도가 54.5%로 보고되어 전문인력관리가 매우 시급한 현실이다. 본 연구는 정신보건시설 근무자의 직무 스트레스가 이직의도에 영향을 미치는 과정에서 긍정심리자본의 매개효과를 검증하고자 하였다. 이를 위해 광주광역시와 전라남도에 소재하고 있는 정신보건시설 근무자 중 250명을 대상으로 직무스트레스, 이직의도, 긍정심리자본에 대한 설문조사를 실시하였다. 분석방법으로 SPSS 21.0을 사용하여 매개효과 및 유의성을 검증하였다. 연구결과 첫째, 정신보건시설 근무자의 직무스트레스는 이직의도에 유의한 정(+)적 상관관계를 보였다. 둘째, 정신보건시설 근무자의 직무스트레스와 이직의도에 있어서 긍정심리자본(희망, 낙관주의)은 유의미한 부분 매개효과가 있음을 확인하였다. 이러한 결과를 바탕으로 본 연구의 제한점과 후속 연구를 위한 제언을 논의하였다.

• 한국병원경영학회지
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• 제8권3호
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• pp.92-117
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• 2003

The purpose of this study was to analyze the characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent's level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. According to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.

• 무역학회지
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• 제44권2호
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• pp.239-267
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• 2019

The purpose of this study is to identify the effects of employment insecurity on organizational commitment and turnover intention, and mediating roles of conflict in Chinese enterprise workers. We examined the theoretical background and conducted an empirical study. The statistical analysis results revealed the following. First, employment insecurity has significant negative effects on organizational commitment and positive effects on turnover intention. Second, employment insecurity has significant positive effects on task and relationship conflicts. Third, task and relationship conflicts have positive significant effects on turnover intention. Fourth, intragroup conflicts (task and relationship conflicts) have partial mediating effects between employment insecurity and organizational commitment, and turnover intention, but task conflicts have no mediating effects between employment insecurity and organizational commitment. On the basis of the research findings, this paper discusses the theoretical and empirical implications of the research, and provides directions for future research.

• 한국산학기술학회논문지
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• 제17권7호
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• pp.154-164
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• 2016

본 논문은 최근 사회적 이슈가 되고 있는 감정 노동자의 이직의도 결정 요인에 관한 연구로서, 서비스 산업에 종사하는 감정 노동자의 서비스 품질 향상에 영향을 미치는 이직 의도를 결정하는 요인이 무엇인지에 대해 실증적인 연구를 통해 조사 분석한 것이다. 독립 변수로 설정한 감정 노동자의 직무특성 및 직무환경, 조직문화, 감정노동행위 등이 종속 변수인 이직 의도에 어떤 영향을 미치는지 실증 조사하였으며, 이러한 독립 변수들이 직무만족을 매개로 감정 노동자의 이직 의도에 어떻게 영향을 미치는지에 대해 실증적으로 살펴보았다. 연구 대상으로는 주로 강원권의 대형 숙박 서비스업에 종사하는 감정 노동자를 대상으로 하였으며 직무특성 및 직무환경 요인 중에서는 직무다양성 요인과 내외적 보상 요인이 이직 의도에 영향을 미치고 있었고, 조직문화 요인으로는 인적 자원 문화, 개방 체계 문화, 위계 질서 문화 요인이 이직의도에 영향을 미치고 있었으며, 감정노동 행위 중에서는 표면행위, 진심행위 요인이 이직의도에 영향을 미치고 있는 것으로 실증적으로 조사되었다. 또한 직무만족을 매개로 한 가설검증에서는 직무다양성 요인 등 몇몇 요인들이 영향을 미치고 있었으며, 향후에는 독립변수 요인으로 정규직 비정규직 여부를 하나의 요인으로 두고 실증조사를 해보면 좀 더 유익한 결론을 얻을 수 있을 것 같다.

• 한국응용과학기술학회지
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• 제40권1호
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• pp.48-58
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• 2023

본 연구는 요양병원 간호종사자인 간호사 및 간호조무사를 대상으로 이직의도에 미치는 영향요인을 파악하기 위한 서술적 조사연구이다. 2022년 8월 12일부터 16일까지 G시 소재 4개 요양병원 간호종사자 146명을 대상으로 실시되었다. 연구결과, 이직의도는 일반적 특성 중 연령, 종교, 결혼상태, 학력정도, 월 평균 급여, 직종, 근무형태 및 이직경험에 대해 유의한 차이가 있었다(p<.05). 이직의도는 직무스트레스(r=.51, p<.001) 및 소진(r=.62, p<.001)과는 유의한 양의 상관관계가 있었으며 조직몰입과는 유의한 음의 상관관계가 있었다(r=.-56, p<.001). 조직몰입은 직무스트레스(r=-.25, p=.002) 및 소진(r=.-.67, p<.001)과 유의한 음의 상관관계가 있었으며 소진은 직무스트레스(r=.56, p<.001)와 유의한 양의 상관관계가 있었다. 이직의도에 영향을 미치는 요인으로는 직무스트레스(β=.32, p<.001), 조직몰입(β=-.30, p=.001), 학력정도(β=.17, p=.022)로 나타났으며 설명력은 49.6%였다. 본 연구결과를 토대로 요양병원 간호종사자의 직무스트레스 감소 및 조직몰입 향상을 위한 근무환경 개선 등을 통해 이직의도 감소를 위한 노력이 필요하리라 생각된다.

• 한국콘텐츠학회논문지
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• 제18권1호
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• pp.561-572
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• 2018

톨게이트 여성근로자는 유사 서비스 직종 중에서도 직무스트레스가 가장 높은 직종 중 하나이다. 그러나 이에 대한 실증적 연구는 매우 부족한 실정이다. 이에 본 연구에서는 2016년 5월 2일부터 5월 27일까지 할당추출법으로 표집한 톨게이트 여성근로자 183명의 설문조사 결과를 토대로 톨게이트 여성근로자들의 직무스트레스와 이직의도의 관계에서 직장-가정갈등의 매개효과를 검증하였다. 본 연구의 결과, 직무스트레스는 이직의도에 통계적으로 유의미한 영향을 미쳤으며, 두 변수 사이에서 직장-가정갈등은 부분 매개하는 것으로 확인되었다. 이에 따른 제언으로는 첫째, 톨게이트 여성근로자에 대한 지속적인 조사와 연구 활동이 선행되어 이를 토대로 맞춤형 프로그램의 제안이 필요하고, 둘째, 조직차원의 심리 사회지원 프로그램(근로자지원프로그램: EAP) 도입을 위한 지속적인 노력이 필요하며, 셋째, 톨게이트 여성근로자의 근로환경 개선을 위한 국가 차원의 관심과 지원책이 마련되어야 할 것이다.

• 한국치위생학회지
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• 제19권6호
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• pp.993-1001
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• 2019

Objectives: The purpose of this study was to investigate the effects of dental hygienists' recognition of sponsorship on their organizational attachment and turnover and to improve their attachment affinity according to the working environment. Methods: Dental hygienists working at dental clinics distributed 220 questionnaires from the date of approval to October 31, 2019, at the dental hygienist maintenance training site and online. Data were analyzed using the IBM SPSS Statistics 20.0 program with a significance level of 0.05. Results: Dental hygienists' perception of sponsorship, organizational attachment, and turnover intention were 2.97, 2.86, and 3.43, respectively. The turnover intention was higher when participants were unmarried, had high work intensity, a clinical career of 4-6 years, low organizational attachment, and a 53.7% explanation. Conclusions: To reduce the turnover intention, it is necessary to make appropriate compensations according to the long-term root of the experienced person, to adjust the work intensity, and to make efforts to increase the workers' attachment so that workers and organizations have the same values.

• International Journal of Contents
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• 제8권1호
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• pp.88-94
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• 2012

Numerous studies have linked empowerment to employee's behaviors and attitudes. The purpose of this study was to examine the effects of empowerment on the organizational commitment and turnover intention of social worker in private social welfare organizations. For the research, empowerment was consisted of meaning, competence, self-determination and impact. This study was analyzed 342 social workers by survey. The results of this study were summarized as follows: Social Workers had correlation to empowerment on the organizational commitment (+). Especially, meaning, self-determination and impact had a positive effect on the organizational commitment; Meaning, competence, and self-determination had a negative effect on the turnover intention. This study finally discussed theoretical implications for future study and practical implications for empowerment strategies on the results.

• 한국치위생학회지
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• 제15권4호
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• pp.641-648
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• 2015

Objectives: The purpose of the study is to investigate the relationship between emotional labor, burnout and turnover intention in the dental hygienists. Methods: A self-reported questionnaire was completed by 326 dental hygienists in Seoul and Gyeonggido from September to October, 2013. The collected data were analyzed by SPSS/WIN 15.0 program. The questionnaire consisted of nine questions of the general characteristics of the subjects, ten questions of turnover intention, and fourteen questions of burnout. Each question was measured by Likert 5 point scale. Results: There was a significant difference in workplace and monthly income which had an impact on emotional expression(p<0.05). There was a significant difference in current workplace and monthly income which had an impact on emotional dissonance(p<0.05). Burnout had a significant difference(p<0.05) in age, religion, and turnover intention current workplace, employment condition, and the number of turnover. There was a positive correlation between burnout and turnover intention. It was shown that Emotional labor had a positive correlation with burnout and turnover intention and the explanation power was 18.1%. Conclusions: The dental hygienists are one of the most vulnerable emotional labor workers and are apt to feel exhaustion from the job and turnover intention. It is necessary to prepare for the burnout and turnover intention in the dental hygienists.

• International Journal of Costume and Fashion
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• 제16권1호
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• pp.37-53
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• 2016

This study focused on the development of a conceptual model of the turnover intention of part-time sales associates in apparel retailing. A convenience sample of 294 college students who were part-time apparel workers was used to test the model. In this proposed model, organizational support and growth opportunity indirectly influenced turnover intention through work engagement, which in turn positively affected work effort, job performance, and job satisfaction. The results also revealed a direct relationship between work/role stress and burnout, which influenced turnover intention. These findings make a unique contribution to the extant literature and enable development of relevant strategies by apparel retailers.