• Journal of Industrial Convergence
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• v.18 no.2
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• pp.59-67
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• 2020

This study aims to contribute to overcoming difficulties that disability assistance workers experience by verifying the effect of job stress and self-efficacy on their turnover intentions, and whether job engagement has a mediating effect in the process. For this purpose, a survey was performed on 290 disability assistance workers associated with disability support organizations in the Seoul and Gyeonggi area during the period of 2019.5.1.-2019.6.30. The collected survey data was analyzed with the SPSS 24.0 statistical software, the results of which are as follows. First, job stress and self-efficacy appears to affect job engagement. High levels of conflict and maladjustment in the workplace had adverse effects on job engagement, while high levels of emotional, evaluative, and informational support had positive effects. Second, job stress and self-efficacy also had an effect on turnover intentions. High levels of conflict, instability, and maladjustment in the workplace led to a higher level of turnover intentions. Third, job engagement had a mediating effect between job stress and turnover intentions. Fourth, job engagement had no mediating effect between self-efficacy and turnover intentions. These results serve to propose practical measures to reduce the job stress and improve the job engagement of disability assistance workers.

• Journal of Korean Academy of Nursing
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• v.49 no.4
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• pp.386-397
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• 2019

Purpose: This study examined the effect of hospitals' family-friendly management on married female nurses' retention intention. The focus was the mediating effects of the work-family interface (work-family conflict, work-family enrichment and work-family balance). Methods: This study was a cross-sectional study. The participants were 307 nurses working at five public and five private hospitals with more than 200 beds in Seoul. Data were collected using structured questionnaires from September 10 to September 17, 2018 and analyzed with SPSS 24.0. Data were analyzed using an independent t-test, a one-way ANOVA, Pearson's correlation coefficients, and multiple regression following the Baron and Kenny method and Sobel test for mediation. Results: There were significant correlations among family-friendly management, the work-family interface, and retention intention. Work-family conflict showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family enrichment showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family balance showed a partial mediating effect on the relationship between family-friendly management and retention intention. Conclusion: These findings indicate that both hospitals' family-friendly management and nurses' work-family interface are important factors associated with nurses' retention intention. Therefore, hospitals should actively implement family-friendly management for nurses and establish strategies to enhance nurses' work-family interface for effective human resource management.

• Proceedings of the KSCN Conference
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• 2003.05a
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• pp.100-100
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• 2003

외식산업은 노동집약적 산업인 동시에 인적서비스 그 자체가 하나의 상품으로서 중요시되므로 전문적 지식과 기술을 가지고 있는 유능한 인적자원의 확보와 유지가 중요시된다. 그러나 외식산업의 인적자원의 중요도에 비해 양질의 인력수급이 이루어지고 있지 않다. 이러한 인력부족 및 이직문제는 많은 비용의 지출, 근로자의 사기 저하 등 부정적인 측면을 가지고 있으며, 무엇보다 중요한 것은 이직에 따른 서비스질의 손상의 문제이다. (중략)

• Proceedings of the Korea Contents Association Conference
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• 2011.05a
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• pp.387-388
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• 2011

본 연구의 목적은 항공사 객실승무원의 직무착근도의 세부구성요인인 적합성(fit), 희생성(sacrifice)및 연계성(links)요인이 직무만족, 조직몰입 및 이직의도에 미치는 영향을 실증분석 한 결과, 직무착근도의 세부구성요인인 적합성, 희생성 및 연계성요인 모두가 직무만족과 조직몰입에 강한 긍정적인 관계가 있는 것으로 나타났으나 이직의도에는 영향을 미치지 않는 것으로 확인되었다.

• Proceedings of the Korea Contents Association Conference
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• 2010.05a
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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.

• Proceedings of the Korea Contents Association Conference
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• 2014.11a
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• pp.241-242
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• 2014

이 연구에서는 경찰의 조직적 특성 중 경찰관서의 규모에 따른 직무만족과 이직의도 수준을 비교 분석하고자 하였다. 경찰관서 규모에 따른 직무만족과 이직의도 수준의 차이를 살펴보기 위해 독립변수는 관서규모와 급지, 종속변수는 직무만족과 이직의도로 구성하여 일원변량 분산분석(One-way ANOVA)을 실시하였다. 그 결과 관서규모와 급지 둘 다 직무만족과 이직의도에서 통계적으로 유의한 수준의 차이가 발견되었다.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2021.05a
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• pp.30-31
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• 2021

The construction industry is an industry in which skilled construction workers should be secured and trained because of the quality and productivity of buildings, but the negative image makes it difficult to supply and demand skilled construction workers. In response, this study derived the factors influencing the intention of transferring construction workers to other occupations and investigated ways to improve the prevention of leaving other occupations by age of construction workers. The factors influencing the turnover of construction workers have also been derived, and work overload, salary, workplace stability, and employment competitiveness have a significant impact on the intention of new employees to change jobs. According to a survey on ways to improve the prevention of leaving other jobs, those in their 20s and 30s are "improving working conditions, such as providing holidays, paying overtime, compliance with working hours," and those in their 50s and 60s.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.5
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• pp.237-248
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• 2020

The purpose of this study is to investigate and reconfirm the research instruments and variables that have been developed by prior study and built new concepts from empirical research results. Besides analyzing the essential role of fundamental, rational, and psychology aspects to increase employee's intention to stay in a company, which is useful for the development of human resource development strategies for millennial workers in the future. A total of 438 non-student male respondents aged 23-36 years, with unmarried status and not working in the SOE sector or as a civil servant, were surveyed with questionnaires. The study was conducted in Makassar, Indonesia. Data collection uses a survey with the second-order model approach and regression with control variables. The findings of this study suggest the existence of an inter-relationship between fundamental, rational and psychological aspects. They are inseparable and have a positive and significant influence. Broadly speaking, the link between fundamental, psychology and rational aspects states that the decision for millennial male workers to stay in the company will depend on whether the company has a good image and reputation, the level of attention the organization pays to career development, is competent, and applies regulations and rules with flexibility.

• Journal of the Korea Society of Computer and Information
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• v.23 no.1
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• pp.131-137
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• 2018

This study conducted empirical analysis on the influence of perception of organization politics of social welfare facility employee to job attitude, and based on the analysis result, it aims to suggest theoretic and political implications. For this, the study conducted survey targeting social workers working at social welfare facilities in Gwangju. 350 copies of survey were distributed,. 197 copies were retrieved and 176 copies were used in analysis after excluding 21 copies with insincere reponses. The collected data was processed through SPSS 20.0 for reliability analysis, frequency analysis, T-test, and hierarchical regression analysis. The study results are as below. This study analyzed the job exhaustion, turn over intention and causal relationship as the result variables and perception of organization politics of social workers, and analyzed the leader trust as mediating effect among the previous researches related to perception of organization politics. As for the analysis result, the perception of organization politics of social workers improve job exhaustion and turn over intention, and leader trust was confirmed to have mediating effect on relationship among the variables.

• Journal of the Korean association of regional geographers
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• v.18 no.1
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• pp.86-100
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• 2012

This study examines turnover intentions of social workers in the public and private sectors from a comparative perspective. Major findings of this study are as follows: 1. There exists a paradox between public and private social workers that private social workers show their turnover intentions more saliently than public social workers, even though the former is paid much less, but more satisfied with their jobs, and then expresses turnover intentions more often than the latter. 2. The 'voice hypothesis' can be an alternative explanation to figure out why the paradoxical difference exists between the two groups of social workers when we include the mechanism of empowerment into the equations regarding social workers' turnover intentions and job satisfaction. 3. The equity theory of motivation can explain the paradoxical difference if we make use of the meaning of the 'equity' formula which stands for the ratio between inputs and outputs exerted by the social workers.