금융업종사자의 이직의도 요인에 관한 실증연구

다국어 초록 (Multilingual Abstract)

Many workers have experience of turnover or want to change their work places. Employees in financial field also move their work place many times to get a promotion, good wages and for their career development. This situation becomes generalization as financial environments change rapidly since the IMF crisis.
The purpose of this study is to provide good information for human resource management in financial industry by finding out factors of turnover intention of employees in this field.
Survey data were collected from 160 employees in financial business, especially in the stock companies and the banks for this study.
The data were analyzed by SPSS/PC ver. 14.0 program, and used reliability test, factor analysis were used for verifying the questionaries. in addition, correlation analysis, t-test analysis, ANOVA analysis, regression analysis were used for hypothesis testing.
The main results of the study are summarized as follows.
First, among the job-related factors(importance of task and self-control of task), only importance of task has positive relationship to job satisfaction and career satisfaction. And among the organization-related factors(compensation, comradeship, benefits), compensation and comradeship factor has positive relationship to job satisfaction and career satisfaction.
Second, as people recognize role of duty, they satisfied with job and their career. role conflict has negative relationship to career satisfaction, but statically not affect on job satisfaction. Career plan factor significant affect on job satisfaction and career satisfaction.
Third, there was correlation between job satisfaction and career satisfaction. These factors affect negatively on turnover intention.
Fourth, wage and promotion, stress from job characteristic, and opportunity of turnover factors affect on turnover intention directly.
The result of the study shows that job satisfaction, career satisfaction and turnover intention are affected multiply by many factors, such as duty, organization, role and stress, affirmatively or negatively.

다국어 초록 (Multilingual Abstract)

Many workers have experience of turnover or want to change their work places. Employees in financial field also move their work place many times to get a promotion, good wages and for their career development. This situation becomes generalization as financial environments change rapidly since the IMF crisis.
The purpose of this study is to provide good information for human resource management in financial industry by finding out factors of turnover intention of employees in this field.
Survey data were collected from 160 employees in financial business, especially in the stock companies and the banks for this study.
The data were analyzed by SPSS/PC ver. 14.0 program, and used reliability test, factor analysis were used for verifying the questionaries. in addition, correlation analysis, t-test analysis, ANOVA analysis, regression analysis were used for hypothesis testing.
The main results of the study are summarized as follows.
First, among the job-related factors(importance of task and self-control of task), only importance of task has positive relationship to job satisfaction and career satisfaction. And among the organization-related factors(compensation, comradeship, benefits), compensation and comradeship factor has positive relationship to job satisfaction and career satisfaction.
Second, as people recognize role of duty, they satisfied with job and their career. role conflict has negative relationship to career satisfaction, but statically not affect on job satisfaction. Career plan factor significant affect on job satisfaction and career satisfaction.
Third, there was correlation between job satisfaction and career satisfaction. These factors affect negatively on turnover intention.
Fourth, wage and promotion, stress from job characteristic, and opportunity of turnover factors affect on turnover intention directly.
The result of the study shows that job satisfaction, career satisfaction and turnover intention are affected multiply by many factors, such as duty, organization, role and stress, affirmatively or negatively.