보육교사의 이직의도에 관한 연구

다국어 초록 (Multilingual Abstract)

This study of the Job Movement Intention of quit of the nursery teacher that may affect to the nursery children in a more stable and higher- quality child care, child care of worki environment,child care and child care services throughout the various factors analysis as it allows children care for the purposes of this study follows:
Study Question 1.The Personal Characteristics of the Nursery teacher is affected to intention of quit of the Nursery teacher's Job ?
Study Question 2. The Organization Characteristics (Promotions, Rewards, Trainings) is affected to intention of quit of the Nursery Teacher's Job?
Research Question 3. The Job Characteristics(Working Environment, Interpersonal Relationships, Work Satisfaction) is affected to intention of quit of the Nursery Teacher's Job ?
This study which has located in Chun-Cheon, Hong-Cheon of Public Corporate of Government , Local and Private facilities of Home Child Care teacher is working in Child Care Facilities to distribute the questionnaire, 200 of 193 call Wealth Recovered by 96.3%.
Research survey from 13th of March 2008 to 10th of April 2008 had continued, Data is collected after it distributed the questionnaire to divided them by the recall. The Collecting Data used Statistical Analysis of program by SPSS 12.0.
This study is based on results analysis are follows:
1. Personal attributes of Nursery teachers analyzing results average age 29.5 years of age ,the most of 20s unmarried women had a lot than married women. It showed 78.8% of Junior college graduates with College Education.
2. In General Personal Characteristics of the Nursery Teachers, a total career in child care facilities have worked about 3 months to 18 years, approximately an average is four years and 7 months.
child care facility has worked an average of approximately 2 years and 2 months in current period. An average monthly income have been surveyed 1,203,510 WON ,at least 600,000 won from 1.800.000 won.
It have been receiving surveyed, in hopes to work eight hours or less but 139 nursury teachers are overtime working ,only 14 of them have paid overtime allowance. Respondents are a lot of overtime occupation of the facilities that are job movement intention of quit the job is higher. The highest age group in the 30s is job movement intention of quit the job higher.
Whole 193 hit of 125 people that quit their job experience in, order of difficulty reasons were reluctant tasks, irregular working hours, marriage, birth,trainings have been researched. Salary of realization is the best way of intention of quit the job less.
3. In Relation of Organizational Characteristics ,It has been surveyed the highest reason of job movement intention of quit of nursury teachers for less compensation and also relation between training opportunities are too little.
4. It has been founded the results in Working Environment, Interpersonal Relationships, Working satisfactions,the degree of correlation have been surveyed by higher. so based on results to replace the idea of reduction like How to present the following:
1. Low payment of Nursery Teacher can't work with pride and then it is related to job movement intention of quitting of nursury teacher so conservative regulations should be prepared for the reality.
2. Middle managers who do not conform to the classroom or other workers of in charge of administrative ,Secondary teachers of the levy so that Nursery Teachers can concentrate on their children.
3. On Labor Standard Act time to comply with the 8 hours shift per day. It should be paid overtime allowance.
4. The Government supports Labor Costs to the Nursery teachers for cut down of Job movement of quitting and also do for the private Sectors and home facility of all the family of Infants and babies will be receive benefits for Child Care, Child Care Services should be Stable for them.
5. Government should insure to Nursery Teachers for 3 Months of Maternity Leave, be use for Child Care Leave System, improve The Welfare of the Child Care.
6. The Government 's Labor Costs should support to the teachers and Child Care Information Centers in the region should replace the workers to secure for the Nursery teachers. So nursury teachers should be educated and trained in a variety of things opportunities.
7. Representative of the Facilities must help the nursury teachers so that It can enough perform the role of child care teachers.
Nursery teachers can be worked with their pride so realized the importance of child care and development through Self - Improvement.

목차 (Table of Contents)

• I. 서론 = 1
• 1. 문제 제기 및 연구의 목적 = 1
• 2. 연구문제 = 3
• 3. 연구의 한계점 = 4
• II. 이론적 배경 = 5
• 1. 이직에 대한 이해 = 5
• 2. 이직의도에 영향을 미치는 요인 = 5
• 1) 개인의 일반적 특성 = 6
• 2) 조직 관련 특성 = 8
• 3) 직무 관련 특성 = 10
• 4) 연구모형 = 15
• III. 연구방법 = 16
• 1. 조사대상과 표집방법 = 16
• 2. 측정도구의 구성 = 17
• 1) 개인의 일반적 특성 = 17
• 2) 조직관련 특성 = 18
• 3) 직무관련 특성 = 18
• 4) 이직의도 = 20
• 3. 자료수집 및 분석방법 = 21
• IV. 조사결과 분석 = 23
• 1. 조사대상자의 일반적 특성 = 23
• 1) 조사대상자의 일반적 특성 = 23
• (1) 개인적 특성 = 23
• (2) 일반적 특성 = 24
• 2) 보육교사 이직의도의 수준 = 29
• 2. 보육교사의 일반적 특성에 따른 이직의도의 차이 = 29
• 3. 조직관련 특성과 이직의도 = 33
• 4. 직무관련 특성과 이직의도 = 35
• V. 보육교사의 이직의도 감소를 위한 발전 방안 = 38
• 1. 급여수준의 현실화 = 38
• 2. 보육인력 체계의 개선 = 38
• 3. 근로기준법상의 근무시간 준수 = 39
• 4. 민간·가정시설에 대한 정부의 지원 확대 = 39
• 5. 보육교사의 후생복지 개선 = 40
• 6. 대체교사인력의 확보 = 41
• 7. 시설장과 보육교사 역할의 중요성 인식 및 전문성 함양 = 41
• VI. 결론 = 43
• 참고문헌 = 47
• 설문지 = 51
• ABSTRACT = 60