일자리 만족도와 이직의사 및 이직-청년층을 중심으로 = Job Satisfaction, Intention of Job Separation and Quit Behavior

다국어 초록 (Multilingual Abstract)

Youth employment issue started just after the foreign exchange crisis at the end of 1997, with overeducation of the rising college entrance rate of high school graduates since mid-1990s, since then job opportunities in the large-sized enterprises, the financial sector, and the public sector reduced. The global financial crisis since 2008 and the tendency of more nonstandard workers in the Korean labor market made it more difficult for young college graduates to find decent jobs as the first job in their lifetime. Late labor market entrance and more frequent quit of their first jobs of the young, which implies problem of the smooth school-to-work transition, has asked policy measures such as in the ‘Roadmap for Employment Rate of 70%’(2013) and ‘Integrated Policy Measures to tackle Emerging Risk of Low Youth Employment’(2015) but the probability that they work well is not so high. Workers who are more satisfied with their jobs are less likely to quit or on-the-job search and more likely to intensively invest on human capital, which would result in higher level of lifetime human capital. Therefore the job satisfaction is one of important determinants in job separation and quit behavior not only in the short-term but from the work-life perspective. This study, using data from the Graduates Occupational Mobility Survey by the Korea Employment Information Service(2010GOMS01 and 2010GOMS03), investigates the determinants of intention of job separation and actual quit behavior by estimating the logit model and the multinomial logit model, considering voluntary and involuntary quit. The empirical analysis applied to 10,310 college graduates in 2010 reveals that the higher level of job satisfaction reduces the probability of intention of job separation as well as of actual quit. When the wage level, tenure, working hours, the firm size, industry and occupation are controlled for, each of 5 levels of job satisfaction makes a statistically significant effect on the intention of job separation while effect of job match in terms of education level, the skill level, and major are significant only when job match is negative. The intention of job separation raises the probability of actual quit and higher job satisfaction reduces it even when individual characters as well as job characteristics are controlled for. Each of 5 levels of job satisfaction significantly affects the voluntary quit probability while its effect is not significant for involuntary quit probability.

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