• Title, Summary, Keyword: 이직의도

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A Study on Factors Affecting Retractation of Turnover Intention of Customer Center Counselor (고객센터 상담원의 이직의도 철회에 영향을 미치는 요인 연구)

  • Lee, In-Seok;Bae, Jae-Hong;Shin, Ho-Young
    • Journal of Digital Convergence
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    • v.18 no.1
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    • pp.333-342
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    • 2020
  • In this study, an interview survey was conducted for three months by a counselor who had experience of retractation of turnover intention to find out what factors played an important role in retractation of turnover intention. The results found that task shift, motivation, self-efficacy, and emotion control were the major factors in the retractation of counselor's turnover intention, while superior support and colleague support did nop affect. Among them, emotion control and task shift had more influence on retractation of turnover intention than other factors. The results of this study are expected to maximize the stabilization of the organization by lowering the turnover rate of counselor in the customer center department becoming more important in the enterprise and to provide an important theoretical basis for studies related to retractation of customer center counselor's turnover intention.

A Study on Turnover Intention of Hospital Workers (의료기관 종사자의 이직의도에 관한 연구)

  • Lee, Sun-Kyoung;Seong, Jeong-Min
    • The Journal of the Korea institute of electronic communication sciences
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    • v.8 no.2
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    • pp.271-277
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    • 2013
  • The purpose of this study is to find out factors that turnover intention among medical staffs of hospital. The study subjects were 179 medical staffs of hospital and the data were collected using by self-administered questionnaire. As the result of multiple regression analysis the age, education, career management and organizational commitment were statistically significant related with turnover intention. Especially, in order to reduce turnover intention that hospital is development of career management programs and organizational commitment for enhancing the security measures are necessary.

A Study on Job Factors of Non-Regular Radiotechnologists (비정규직 방사선사의 직무적 요인에 관한 연구)

  • Lee, joo-ho;Lim, cheong-hwan
    • Proceedings of the Korea Contents Association Conference
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    • pp.155-156
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    • 2015
  • 본 연구는 의료기관에서 근무하는 방사선사를 고용형태를 중심으로 구분하여, 정규직과 비정규직 간의 인식차이, 이직의도, 직무스트레스, 심리적 상태의 관계를 알아보고자 실시하였다. 연구 대상은 수도권역과 지방권역으로 9개 의료기관에서 종사하는 방사선사 308명으로 하였다. 2012년 7월 18일에서 9월 15일까지 수집된 설문지를 통계적으로 분석하여 다음과 같은 연구 결과를 얻었다. 정규직과 비정규직 방사선사의 인식차이에서 정규직은 성별, 월 급여, 지역권에서 유의한 차이가 있었다. 이직의도는 정규직에서 학력, 월 급여, 지역권에서 그리고 비정규직은 성별에서만 유의한 차이가 있었다. 직무스트레스는 정규직에서 학력, 월 급여, 지역권에서와 비정규직은 성별, 나이, 결혼, 총 직장 근무연수에서 유의한 차이가 있었다. 심리적 상태에서 정규직은 성별에서와 비정규직은 성별, 결혼에서 유의한 차이가 있었다. 정규직, 비정규직 간의 직무적 요인에 대한 상관관계에서 인식차이는 이직의도와 심리적 상태에서, 이직의도는 인식차이와 직무스트레스 및 심리적 상태에서, 직무스트레스는 이직의도와 심리적 상태에서, 심리적 상태는 인식차이, 이직의도 및 직무스트레스에서 유의하였다. 고용형태에 따른 요인별 직무스트레스에서는 직무요구 요인, 직무자율성 요인, 관계갈등 요인, 직무불안정 요인에서 유의한 차이가 있었다.

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Moderating Effect of Social Support on The Relationship Between Airline tele-communicator's Emotional Labor and Turnover Intention (항공사 콜센터 상담원의 감정노동과 이직의도와의 관계에서 사회적지원의 조절효과)

  • Choi, Eun-Joo
    • Journal of Advanced Navigation Technology
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    • v.15 no.2
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    • pp.171-180
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    • 2011
  • This study is to examine the relationship between emotional labor and turnover intension and moderating role of social support in airline call center tele-communicators who perform emotional labor using telephone without direct confronting with clients. This study empirically shows that emotional labor increases turnover intention and social support negatively moderate the relationship of emotional labor and turnover intension Social support is suggested to reduce the negative results of emotional labor causes. This study makes a contribution in providing the fact that emotional labor is an important managing factor in administration of call center tele-communicators.

Effect of Innovative Culture and Participation on Firm Performance and Turnover Intention (혁신적 조직문화와 참여가 성과와 이직의도에 미치는 효과)

  • Kim, Jinhee
    • The Journal of the Convergence on Culture Technology
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    • v.4 no.1
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    • pp.51-56
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    • 2018
  • This paper examines the relationship between innovative culture, participation of employee, turnover intention and organizational performance. Data were extracted from the Korea Research Institute for Vocational Education & Training(KRIVET)'s human capital corporate panel survey(HCCP) from 2015, and the analysis used 411 companies. To test the research model, structural equation model employed. The model shows that innovative culture was positively related to participation, organizational performance. And turnover intention was a negatively related to innovative culture, participation, organizational performance.

The Relationship of Job Embeddedness and Turnover Intention : Focused on the mediating effect of job satisfaction in the construction IT industry (직무배태성과 이직의도의 관계 -중소건설업 IT종사자의 직무만족 매개효과를 중심으로-)

  • Sung, Haeng-Nam;Cho, Dong-Hwan
    • Management & Information Systems Review
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    • v.32 no.2
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    • pp.339-357
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    • 2013
  • A purpose of this study is to examine the effects of job embeddedness on job satisfaction and turnover intention of construction IT worker and to verify the effects of job satisfaction as intervening variable on turnover intention. To achieve the purpose of this study, field survey was performed. To summarize the results of this study is as follows. First, if job embeddedness of construction IT worker (fit, links, sacrifice) in a workplace is high, turnover intention will be low; the result shows that there is a relation in relation level 0.00. Second, if job embeddedness of construction IT worker (fit, links, sacrifice) in a workplace is high, job satisfaction will be high it was excluded in working period links as there was no relation, but there was a statistical relation in service links, fit, and sacrifice for an organization. Third, if job satisfaction of construction IT worker in a workplace is high, turnover intention will be low this hypothesis can be adopted as there was a statistical relation. Fourth, job satisfaction works on the effect of job embeddedness (fit, links, sacrifice) on turnover intention as intervening variable.

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Factors Influencing Hospital Nurses' Turnover Intention: A Cross-sectional Survey (간호사의 이직의도 영향요인)

  • Yeun, Eun-Ja;Kwon, Young-Mi;Je, Mi-Soon;An, Jeong-Hwa
    • The Journal of the Korea Contents Association
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    • v.16 no.1
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    • pp.94-106
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    • 2016
  • Purpose: This study was to identify internal marketing, nursing professionalism, emotional exhaustion, personal accomplishment that influence turnover intention among hospital nurses and to predict in turnover intention. Methods: A cross-sectional sample of 270 hospital nurses from 2 university hospitals in Seoul and Chungbuk, South Korea. The data were collected from May to June, 2013 and using analyzed with t-test, ANOVA and stepwise multiple regression by using SPSS 19.0 program. Results: The mean score for nurse turnover was $3.91{\pm}0.53$, internal marketing $2.58{\pm}0.48$, nursing professionalism $3.30{\pm}0.64$, emotional exhaustion $3.23{\pm}0.64$, and personal accomplishment $3.24{\pm}0.41$. The significant factors of turnover intention were emotional exhaustion, internal marketing, nursing professionalism, work unit, nurse position, and education. And these factors explained 25.1% of the variance in turnover intention. Conclusion: The results from this study indicated a need to develop the intervention program to prevent turnover intention. These findings establish a baseline that will lead to further research.

Relationship Between Occupational Stress and Turnover Intention Among Call Center Counselors (콜센터 상담사의 직무스트레스와 이직의도와의 관련성)

  • Shin, Sam-Chul;Cho, Young-Chae;Kim, Jong-Soo;Kim, Dong-Hyun
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.16 no.2
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    • pp.1318-1327
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    • 2015
  • In this study, customer service representatives in call centers, the relevance of occupational stress, and turnover intention as well as the investigation of the relevance to that of demographic characteristics, health behaviors, and job-related characteristics is carried out. In particular, the relevance of occupational stress and turnover intention was attempted to be identified. From the response to the surveys of nine hospitals and five companies, there was a total of 158 people during the investigation. The collection of data was conducted by self-administered questionnaire in the period of February 1, 2013 to June 30, 2013. As the result of study, factors related to turnover intention involved age, sleep, job demands and job autonomy as significant variables. In particular, in the relevance of occupational stress and turnover intention, it was revealed that turnover intention decreases as job autonomy increases while turnover intention increases as job demands become higher. The ratio of danger of occupational stress on turnover intention eminently increased in the group of high job demands, low job autonomy, low support of supervisor and co-worker. Therefore, it is considered that efforts for improvement of occupational stress factors are required to decrease turnover intention.

The Relationship between Psychological Exhaustion and Turnover Intention of PAS Assistants for Disabled People: Focusing on Mediating Effects of Social Support of Dedicated Workforce (장애인 활동지원사의 심리적 소진과 이직의도의 관계 : 전담인력의 사회적 지지 매개효과를 중심으로)

  • Chung, Sae-bom;Jun, Joo-Ram;Lim, Hae-Young
    • The Journal of the Korea Contents Association
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    • v.20 no.3
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    • pp.309-323
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    • 2020
  • The purpose of this study is to examine the structural relationship between psychological exhaustion, turnover intention, and social support of the dedicated workforce in order to investigate the effects of social support on psychological exhaustion, turnover intention of PAS assistant. Based on the results of the study, this study attempted to make the basic data for devising method to alleviate the intention to turnover of disabled PAS assistant. It was intended to help improve the quality of the activity support service. For this purpose, a questionnaire consisting of psychological exhaustion, turnover intention, and social support measures was conducted to 274 PAS Assistants of 11 service agencies in Seoul to verify the mediating effect of social support. In this study, the psychological exhaustion of PAS Assistants's showed a positive correlation, and the social support of the dedicated personnel perceived by the PAS Assistants's showed a negative correlation with the psychological exhaustion. Also, the social support of the dedicated workforce partially mediated the causal relationship between psychological exhaustion and turnover intention. The results of this study suggests that the social support of the dedicated personnel dedicated to support activities is high in reducing the psychological burnout and turnover intention of the PAS Assistant, it means that the social support of a dedicated workforce is an important resource in reducing the turnover intention.

The Effect of Psychological Burnout on Job Satisfaction and Turnover Intention among Police Officers (경찰관의 심리적 탈진이 직무만족 및 이직의도에 미치는 영향)

  • Sin, Seong-Won
    • Proceedings of the Korea Contents Association Conference
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    • pp.221-223
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    • 2010
  • 이 연구에서는 심리적 탈진이 직무만족 및 이직의도에 미치는 영향을 실증적으로 살펴보았다. 그 결과, 회귀분석에서는 심리적 탈진과 직무만족 및 의직의도 사이에 유의미한 관계가 나타났으며, 상관관계 분석에서는 심리적 탈진과 직무만족은 부적인 상관관계가 나타났고, 심리적 탈진과 이직의도는 정적인 상관관계가 나타났다.

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