Mining the voice of employees : a text mining approach to identifying and analyzing job satisfaction factors from online employee reviews

정연재 Graduate School, Korea University 2019 국내석사

With the growing popularity of social media, online reviews have become a significant information source for business practitioners to know about customers’ responses to their products or services. Previous studies examined product or service satisfaction factors of customers by analyzing online customer reviews. However, examining job satisfaction factors of employees through online employee reviews has rarely been studied. In our research, using textual data from online employee reviews obtained from jobplanet.co.kr, we first identify job satisfaction factors using LDA and then analyze them to examine which factors are more important and positively influential with respect to job satisfaction through importance analysis and sentiment analysis. Using structured data from the reviews (i.e., five specific rates and overall job satisfaction rate), we conduct both dominance analysis to infer the causality level of each of the five specific rates against overall job satisfaction rate and correspondence analysis to find association strength between job satisfaction factors and overall job satisfaction. Further, we build a prediction model which can be used to forecast the helpfulness of the reviews. Our research results would help review readers and business managers gain a profound understanding on utilizing employees’ job satisfaction factors.

Investigating factors that affect job satisfaction and life satisfaction : case of relocation

김유정 KDI School of Public Policy and Management 2019 국내석사

‘Geographical relocation’ has been conducted to alleviate overcrowding and support balanced regional development in many countries. Recently, in Korea, the ongoing policy of relocating public organizations and building innovative cities were implemented in 2004 when the ‘Special Act on Balanced National Development’ was enacted. As of 2018, there were a total of 154 public institutions relocated. At a time when the effectiveness of the relocation should be measured, there has been little prior researches addressing job satisfaction and life satisfaction of relocators in the public sector in Asia. Thus, the aim of the study was to examine the determinants of job satisfaction and life satisfaction and correlation between the two different satisfactions. The study presented here investigated the following research questions: i) Does working conditions in the new workplace affect job satisfaction?; ii) Does interactivity in the new workplace affect job satisfaction?; iii) Does the social infrastructure in the new location affect life satisfaction?; iv) Does social activity in the new location affect life satisfaction?; v) Is there a correlation between job satisfaction and life satisfaction? The study collected data through an online survey and applied statistical analysis using factor analysis, regression, and ANOVA. The result of analysis support that of working condition variables, work system and development opportunity affect job satisfaction, and interactivity such as building relationship and building trust affect job satisfaction. When it comes to life satisfaction, both social infrastructure and social activity are influential factors. There was a positive correlation between job satisfaction and life satisfaction. The current study provides implications theoretically and managerially for future research on satisfaction of employees in the public sector in case of relocation.

(The) Relationship between Job Characteristics and Job Satisfaction of Public Officials in the Ministry of Foreign Affairs of Myanmar

Thi, Khine Cho 서울대학교 대학원 2020 국내석사

The study aimed to analyze the relationship between job characteristics and job satisfaction of the public officials in the Ministry of Foreign Affairs of Myanmar. Job Characteristic Model of Hackman and Oldham (1975), comprising five job dimensions such as skill variety, task identity, task significance, autonomy, and job feedback, was applied for the current study. By focusing on the quantitative methods by survey research design, the study furthermore conducted semi-structured interviews for the purpose of better understanding and deeper explanation for the quantitative results. For the survey, Job Diagnostic Survey (JDS) questionnaires were utilized as the research instrument. The results presented that job characteristics have positive relation with employees’ job satisfaction in the Ministry of Foreign Affairs of Myanmar. Among five dimensions of job characteristics, which were selected for this study, feedback, autonomy, task significance and skill variety have positive significant relationship with the dependent variable job satisfaction. However, only task identity showed statistically insignificant relationship with job satisfaction according to the survey data results. 본 연구는 미얀마 외교부 공무원의 직무 특성과 직무 만족도 사이의 관계를 분석하는 것에 초점을 두고 있다. 본 연구에서는 기술 다양성, 직무 정체성, 직무의 중요성, 자율성, 직무 피드백 등 5가지 직무 차원으로 구성된 Hackman and Oldham(1975)의 직무 특성 모델을 적용했다. 본 연구는 설문 연구 설계에 의한 정량적 방법에 초점을 맞춤으로써 정량적 결과에 대한 더 나은 이해와 더 깊은 설명을 목적으로 반구조적 인터뷰를 추가로 실시하였다. 본 조사에서는 직무진단조사(Job Diagnostic Survey) 설문지를 연구 도구로 활용하였다. 그 결과, 직무 특성은 미얀마 외교부 공무원의 직업 만족도와 긍정적인 관계가 있음을 보여주었다. 본 연구를 위해 선정된 직무 특성의 5가지 직무 차원 중 피드백, 자율성, 직무의 중요성 및 기술 다양성은 종속변수인 직무 만족도와 긍정적인 유의 관계를 가진 반면, 직무 정체성은 직업 만족도와 통계적으로 유의하지 않은 관계를 보여주었다.

Assessment of Job Stress and Job Satisfaction among Rubber Harvesters and Durian Farmers in Cambodia

룬 소반다 서울과학기술대학교 2024 국내석사

캄보디아 고무 수확자 및 두리안 농부들의 직무 스트레스와 직무 만족도 평가 세계화와 변화하는 직업 문화는 개발도상국, 특히 농업 부문에서 일과 관련된 스트레스를 증가시킨다. 비공식 부문으로 분류되는 농부들은 열악한 작업 환경, 직업 불안정, 낮은 수입 및 제한된 사회적 혜택으로 인해 상당한 스트레스를 겪고 있다. 특히 고무 채취와 두리안 농사에 종사하는 사람들은 신체적 및 생물학적 위험을 포함한 다양한 위험에 노출되어 있다. 이러한 작업 조건은 작업자가 물리적 위험 뿐만 아니라 불안 및 스트레스와 같은 심리적 위험에도 취약하게 만든다. 직무 스트레스와 만족도를 평가하는 것은 근로자의 생산성, 창의성 및 정신 건강을 보장하기 위해 중요하다. 본 연구는 농부들 사이에서 직무 스트레스와 직무 만족도를 중심으로 정신 건강 문제의 기본 측면을 더 잘 이해하기 위해 진행되었다. 질적 데이터는 고무 및 두리안 농장에서 수집되었으며, 널리 인정받고 신뢰할 수 있는 한국직무스트레스척도를 사용하였다. 직무 스트레스와 만족도 간의 관계를 평가하기 위해 t-검정을 수행했으며, 교육 수준에 따른 이 관계를 조사하기 위해 Kruskal-Wallis H 검정을 사용하였다. 스트레스와 직무 만족도 간의 상관 관계를 측정하기 위해 Spearman 순위 상관 분석을 수행했으며, 농부의 경력, 역할 및 성별에 대해 직무만족도와 직무스트레스의 결과를 비교하였다. 모든 통계 분석은 SPSS 버전 26.0을 사용하여 수행되었다. 본 연구를 위해 40명의 참가자를 모집했으며, 이 중 60%가 남성, 40%가 여성이었다. 고무 채취자의 평균 직무 스트레스 점수는 31.00±7.03, 두리안 농부의 평균 직무 스트레스 점수는 39.98±10.94로 평가되었다. 한편, 직무 만족도의 경우 고무 채취자의 평균 점수는 82.14±6.40이고 두리안 농부의 평균 점수는 71.84±10.29로 평가되었다. 통계 분석 결과 성별이나 근무 경력에 따른 직무 스트레스와 직무 만족도에 유의미한 차이가 없는 것으로 나타났다. 그러나 고무 채취자와 두리안 농부 간의 직무 만족도는 유의미한 차이가 있었으며(p<0.05), 두 그룹 간의 직무 스트레스에도 유의미한 차이가 있었다(p<0.05). 또한 직무 스트레스와 직무 만족도 간의 유의미한 음의 상관 관계를 발견했으며, 이는 직무 스트레스가 증가할수록 직무 만족도가 감소함을 의미한다. 이 상관 관계는 이전 연구의 결과와 일치하는 결과이다. 고무 수확기와 두리안 농가가 경험하는 직무 스트레스, 직무 만족 및 직무 스트레스 관련 요인을 파악하기 위해 캄보디아 라타나키리 주에서 양적 연구를 수행했다. 연구 결과, 두리안 농가는 직무 만족도가 높은 것으로 보고된 농가보다 더 높은 스트레스와 더 낮은 직무 만족을 경험하는 것으로 나타났다. 고무 수확기와 두리안 농가의 근로 조건을 개선하고 작업장 갈등을 완화하면 직무 스트레스를 줄이고 직무 만족도를 향상시킬 수 있다고 제안한다. 이러한 연구 결과는 농가 경영자에게 농가의 정신적 안녕감을 강화하고 생산성을 높이기 위한 기초 지식으로 작용할 것이다. 본 연구는 두 농가만을 대상으로 한 소수의 참여자를 대상으로 수행되었기 때문에 연구 결과를 일반화할 수 없다. 향후 연구에서는 더 많은 집단의 참여자를 대상으로 해야 할 것이다. Assessment of job stress and job satisfaction among rubber harvesters and durian farmers in Cambodia: Globalization and evolving work cultures have increased work- related stress in developing countries, particularly in the agricultural sector. Farmers, categorized as an informal sector, face significant stress due to poor working conditions, job insecurity, low income, and limited social benefits. Specifically, those involved in rubber harvesting and durian farming are exposed to various risks, including physical and biological hazards. These challenging working conditions also make them susceptible to psychological risks such as anxiety and stress. Evaluating job stress and satisfaction is crucial to ensure workers' productivity, creativity, and mental well-being. This study is essential for better understanding the fundamental aspects of mental health issues, focusing on job stress and job satisfaction among farmers. The qualitative data was collected from rubber and durian farms using the widely recognized and reliable Korean Occupational Stress Scale. T- tests were conducted to assess the relationship between job stress and satisfaction, while the Kruskal-Wallis H Test was used to examine this relationship across different education levels. Spearman's Rank-Order Correlation analysis was conducted to measure the association between stress and job satisfaction compared to the work experience of farmers, roles, and genders. All statistical analyses were performed using SPSS version 26.0. For this study, 40 participants were recruited, with 60% male and 40% female. The study found that the average job stress score was 31.00±7.03 for rubber harvesters and 39.98±10.94 for durian farmers. Meanwhile, the average job satisfaction score was 82.14±6.40 for rubber harvesters and 71.84±10.29 for durian farmers. The results showed no significant difference in job stress and satisfaction between genders or years of work experience. However, job satisfaction was significantly different between rubber harvesters and durian farmers (p<0.05), and there was also a significant difference in job stress between the two groups (p<0.05). The study also found a significant negative correlation between job stress and job satisfaction, which means that as job stress increases, job satisfaction decreases. This correlation was consistent with the findings of previous studies. A quantitative study was conducted in Ratanakiri province, Cambodia, to assess the degree of job stress and job satisfaction experienced by rubber harvesters and durian farmers and the factors associated with job stress. The findings revealed that durian farmers experienced higher stress and lower job satisfaction than rubber harvesters, who reported greater job satisfaction. The study suggests that enhancing working conditions and mitigating workplace conflicts can reduce job stress and improve job satisfaction for rubber harvesters and durian farmers. These findings will serve as fundamental knowledge for farm owners to strengthen farmers' mental well- being and increase productivity. This study was conducted with a small number of participants on only two farms; therefore, the findings cannot be generalized. Future research should involve a larger group of participants.

A Study on the Effects of Work pressure and Self-Efficacy on Job Performance of Employees in Chinese Commercial Banks : The Mediating Effects of Commitment and Job Satisfaction

ZHANG XUHAI 경기대학교 대학원 2026 국내박사

This study uses structural equation model to reveal the double mediation mechanism of work pressure and self-efficacy on bank employees' performance through work engagement and job satisfaction, which provides scientific support for bank human resource management. Research indicates that while work stress significantly enhances performance, it concurrently reduces employee job satisfaction. Conversely, self-efficacy notably boosts both job engagement and satisfaction, ultimately driving performance improvement. Job engagement and satisfaction serve as partial mediators in the stress/efficacy-performance relationship, with engagement acting as a partial mediator between stress and performance, while satisfaction partially mediates the stress-performance and efficacy-performance relationships. Building on the aforementioned research findings, this study provides policy and practical recommendations for financial regulators, industry associations, and bank management. The recommendations aim to enhance employee performance and well-being through institutional optimization, strengthened industry collaboration, and improved internal management. Innovatively, the study constructs a dual-mediation model of stress-performance-performance and validates the chain-mediated effect between job engagement and job satisfaction, thereby enriching the application of organizational behavior theory in the financial sector. 본 연구는 구조방정식 모형(Structural Equation Model)을 활용하여, 은행 직원의 업무 성과에 영향을 미치는 과정에서 업무 스트레스와 자기효능감이 업무 몰입과 직무 만족을 통해 이중 매개 역할을 수행하는 메커니즘을 규명하고, 이를 통해 은행 인적자원관리(HRM)를 위한 과학적 근거를 제시한다. 연구 결과에 따르면, 업무 스트레스는 직원의 성과를 유의미하게 향상시키는 동시에 직무 만족을 저하시킨다. 반면, 자기효능감은 업무 몰입과 직무 만족을 모두 유의미하게 증진시키며, 궁극적으로 성과 향상으로 이어진다. 업무 몰입과 직무 만족은 스트레스/자기효능감과 성과 간의 관계에서 부분 매개 역할을 수행한다. 구체적으로, 업무 몰입은 스트레스와 성과 간의 관계를 부분적으로 매개하며, 직무 만족은 스트레스–성과 및 자기효능감–성과 관계를 부분적으로 매개한다. 이상의 연구 결과를 바탕으로, 본 연구는 금융 감독 기관, 산업 협회, 그리고 은행 경영진을 대상으로 정책적·실무적 시사점을 제시한다. 해당 제언은 제도 개선, 산업 간 협력 강화, 내부 관리 수준 향상을 통해 직원의 성과와 복지를 동시에 증진하는 것을 목표로 한다. 또한 본 연구는 스트레스–성과–성과의 이중 매개 모형을 구축하고, 업무 몰입과 직무 만족 간의 연쇄 매개 효과를 실증적으로 검증함으로써, 금융 분야에서 조직행동 이론의 적용을 확장·심화시켰다는 점에서 학문적 혁신성을 지닌다.

Assessing the Effect of Job Training Satisfaction on Job Satisfaction of Public Servants : The Case of the Malawi Ministry of Education

브라이언 서울대학교 대학원 2024 국내석사

ASSESSING THE EFFECT OF JOB TRAINING SATISFACTION ON JOB SATISFACTION OF PUBLIC SERVANTS THE CASE OF THE MALAWI MINISTRY OF EDUCATION. Bryn Chimera Global Public Administration Major The Graduate School of Public Administration Seoul National University This thesis summarizes results from a quantitative survey research that was conducted in the Malawi Ministry of Education to understand the relationship between employee’s satisfaction with training and their corresponding levels of satisfaction with their overall job using responses from 184 civil servants. The study sought to reveal the extent to which job training satisfaction has an effect on job satisfaction. An Exploratory factor analysis was conducted on the data to determine factor loadings and categorize survey items in the dataset into six categories of the 18 survey items. Demographic information of the respondents was corrected related to age, gender, number of years in service, type of training attended, duration of the most recent training, educational qualification and their rank in the ministry. These were used as control variable in testing the relationship. The researcher sought responses through an online self-administered survey questionnaire that was developed based on the literature. A Pearson’s Correlation test showed significant correlation between the levels of satisfaction with the training and the respective satisfaction with work as well as between some control variables prompting the Variance Inflation Factor test to be conducted during regression. The results of the regression analysis showed a moderate but strongly statistically significant effect of job training satisfaction on job satisfaction with none of the control variables having any significant effect in the model. The research recommends the use of larger sample size to uncover the other relationships that may have been limited because of the sample size as well as the use of more job training satisfaction and job satisfaction factors to improve generalizability of results and provide further clarity on the relationship. Keywords: job satisfaction, job training satisfaction, organizational support for training, operating procedures, rewards and opportunities, Malawi Ministry of Public Service. Student ID: 2022-27891 이 논문은 말라위 교육부에서 실시된 양적 설문 조사 연구 결과를 요약하여 184 명의 공무원 응답을 통해 직원들의 교육에 대한 만족도와 전반적인 직무에 대한 만족도 간의 관계를 이해하는 데 중점을 두고 있다. 이 연구는 어떤 직무 교육 만족도가 직무 만족도에 영향을 미치는지 범위를 밝히기 위해 수행되었다. 데이터에 대한 탐색적 요인 분석이 수행되어 요인 적재량을 산출하고 18 개의 설문 항목을 여섯 가지 범주로 분류했다. 응답자의 연령, 성별, 근속 연수, 참석한 교육 유형, 최근 교육의 기간, 교육 자격 및 직위 등의 인구 통계학적 정보가 수집되어 종속변수로 사용되었다. 연구자는 문헌을 기반으로 개발된 온라인 자가 조사 설문지를 통해 응답을 수집하였다.. Pearson 상관 테스트는 교육에 대한 만족도와 작업에 대한 만족도 간의 유의한 상관 관계를 보여주었으며 일부 통제 변수 간에도 상관 관계가 나타나 귀무가설을 검증하기 위해 분산 팽창 요인 테스트가 수행되었다. 회귀 분석 결과, 직무 교육 만족도가 직무 만족도에 중간 정도이지만 통계적으로 매우 유의한 영향을 미쳤으며, 통제 변수 중 어느 것도 모델에 유의한 영향을 미치지 않았다. 후속 연구는 표본 크기를 늘려 제한된 관계를 발견하는 데 도움이 될 수 있도록 하고, 결과의 일반화를 향상시키며 관계에 대한 추가 명확성을 제공하기 위해 더 많은 직무 교육 만족도 및 직무 만족도 요인을 사용하는 것을 제언한다.

리더십과 커뮤니케이션이 직무만족에 미치는 영향에 관한 연구 : 陸軍 機械化 部隊 大隊級 幹部를 中心으로

남재일 東國大學校 經營大學院 2000 국내석사

Job satisfaction is defined as an individual psychological response, namely one's attitude. Job is performed in an organization that it can be dependent on the character of the organization. This study illuminates the relationship between leadership and communication, which exert influences on job satisfaction. For this study, we have made research to managers of the Mechanized Army, located in the front-line area and Seoul. Mechanized Army consists of many managers receiving intensively disciplinary training and administering tanks and armored vehicles so that they are fit to this study. The analysis consquences of the previous studies are as follows: First, Individual communication style and his leadership style of regimental mangers in Mechanized army have close relations with their job satisfaction. Second, The difference of managers' job satisfaction according to their communication style is very similar. Third, The difference of leadership style itself did not exert any influences on job satisfaction. It means that most of managers accept commander's leadership style and strict order system in terms of Army. Also it means that they have much understanding and job-consciousness on the organization of Army. In conclusion, we can see that positive communication in vertical and parallel relationship for regimental managers causes to promote job satisfaction. In addition, private communication by high understanding on each other has more influence than formula communication by his authority as commander and senior, namely order, direction and report. Army have exerted its strength to Non-commissioned officer in order to increase their morale. For example, the increase of payment, improvement of job environment, magnification of his authority and so on. But this kind of endeavor did not match to their expectation. As mentioned above, the ratio of manager to soldier, 1 to 3 is very high in comparison with other troops. It means that the manager's job satisfaction is invisible battle power of their troops. Until now, it shows that communication to each other in army organization is not actual so that it caused to drop manager's job satisfaction.. But we can improve this situation through practice of private communication according to the consequence of our study. In the middle of various private communication, particularly, the manner in which commander holds conversation with his manager, seeing each other's face, has great effect. Because the managers can get his commander's message of language as well as his non-linguisic things like gesture and facial expressions. And this manner can bring about the feedback effect immediately. According to recent information and communication technology, computer is a good medium of private communication. Most managers in Army have personal computer individually so that they can hold conversation and discussion to each other through E-mail. Also they can tell about their common concerns and their agony other than their work. On the other hand, it is desirable that the commander's leadership style in the mechanized troops should change into that of considering his junior's human side. Usually, they say that it is difficult for the organization of Army to show their creativity and effectiveness. Though order, direction, and report are performed clearly, commanders should use their formal authority considering their junior's human side. Through this, it can cause to increase manager's job satisfaction as soldier and grow its united power at the same time. Profoundly, this effect matches to the purpose of Army organization.

A study on the effect of the job satisfaction at Hanoi Construction Joint Stock Company

닝반슥 숭실대학교 대학원 2020 국내석사

This thesis empathizes on the study of the factors that affect to the job satisfaction at Hanoi Construction Joint stock company. The applied model consists of 6 components: working characteristics, working conditions, salary and welfare, training and promotion, relationships with manager, relationship with colleague affecting job satisfaction. Survey has been conducted to gather information from 165 employees in the company. The target of research is to find out the positive effects of job satisfactions. Additionally, this research provides meaningful insight about the job satisfaction for academics and professionals for a better understanding the actual fact in Vietnam construction field in general and in this company in detail. Key words: Job satisfaction, Vietnam construction field, Hanoi Construction, HACC1.

보육교사의 직업정체성, 자기효능감, 직무만족도, 영유아 권리존중 보육실행의 구조적 관계

이희경 전주대학교 일반대학원 2019 국내박사

Although the study about the relationship of infant’s right respecting child care implementation, Job satisfaction, Self-efficacy, Job identity of child care teacher is requested, the preceding research about these is insufficient. The purpose of this study is to verify the difference and structural relation of child care teacher’s job identity and self-efficacy, job satisfaction and infant’s right respecting child care implementation according to the background variable. And This study is to verify that how does child care teacher’s job identity have an effect on infant’s right respecting child care implementation and what the mediated effect is between teacher efficacy and job satisfaction. The first subject for this study is that “What is the difference among job identity, self-efficacy, job satisfaction and infant’s right respecting child care implementation according to background factors of child care teacher?” The second is that “What is the structural relationship among job identity, self-efficacy,, job satisfaction and infant’s right respecting child care implementation? The third is that “What is the mediated effect of self-efficacy and job satisfaction in effect on infant’s right respecting child care implementation of job identity for child care teacher?” The subject of this study is 370 child care teachers working in national, private organization, corporation daycare center located in J-province. The measuring methods for this study are used as follows. The Job identity measurement developed by Anderson(1977) based on the study of Hall(1968) was used for job identity study by Min Kyung Hong(2010). The measurement developed by Lim Jin Hyung(1999) based on the study of Bandura(1977) was used for teacher efficacy. The “Korean Childcare Teacher’s Job Satisfaction Scale”(KCTJSS) by Jo Sung Yeon(2011) was used for job satisfaction study. The measurement for infant’s right respecting child care implementation by Kim Jin Suk(2009) was used by editing the check-list a little. The data gathered by statistics package SPSS 22.0 and AMOS 18.0 structural equation model program was analyzed. The data was processed using coding, re-coding, and error checking process. The frequency analysis was conducted for understanding about the demography characteristics of the subject. A coefficient of Cronbach's α was drew for checking the internal consistency of each measurement methords through the credibility verification. The descriptive statistics was conducted for understanding of the standard about job identity, self-efficacy, job satisfaction, infant’s right respecting which are important variables. The correlation analysis was conducted for checking the relationship among job identity, self-efficacy, job satisfaction and infant’s right respecting and the structure equation model analysis was conducted to verify the mediated effect of self-efficacy and job satisfaction in the relationship between job identity and infant’s right respecting and verity the study hypothesis. This study reached the following conclusions with these analyses. First, Job identity, self-efficacy, job satisfaction, infant’s right respecting child care implementation according to the background factors for child care teacher showed the results that showed meaningful difference between job identity and self-efficacy in investigation according to the age. Every part in job identity, self-efficacy, job satisfaction, infant’s right respecting child care implementation showed meaningful difference according to marital status and class age. Job identity in qualification and Job identity, Job satisfaction, infant’s right respecting child care implementation in establishment showed meaningful difference. Self-efficacy, job satisfaction in the number of child per teacher and job satisfaction in working hours showed meaningful difference. Second, The results which verify the structural relationship of job identity, self-efficacy, job satisfaction and infant’s right respecting child care implementation for child care teacher showed that job identity has a good effect on the self-efficacy, job satisfaction. Infant’s right respecting child care implementation statistically and job satisfaction has a good effect on the infant’s right respecting child care implementation. Third, the mediated effect of job identity, self-efficacy, job satisfaction, and infant’s right respecting child care implementation was discovered when the job satisfaction, a parameter, was intervened between job identity, an exogenous variable, and infant’s right respecting child care implementation, an endogenous variable. The self-efficacy has no mediated effect statically. The limitation of this study and a proposal for a follow-up study are as follows through the results and conclusions of this study. First, This study was conducted for child care teachers belong to Jeollabuk-do so that there is limitation for generalizing to the whole child care teachers. The study against child care teachers in the all over the country has to be conducted. Second, There is a possibility which child care teachers answered with the desirable behavior or thinking as child care teachers not their own opinion because this study uses the questionnaire. Thus, A follow-up study has to use the qualitative research such as individual depth interview, observation, or case study. It needs to consider the correlation by studying in depth. Third, The continuous effort to find the method for increasing child care teacher’s job identity, teacher-efficacy, job satisfaction having effect on the infant’s right respecting implementation and variety variables, follow-up studies has to be conducted. Fourth, This study stopped researching variable associated with job identity of child care teachers. However, A follow-up study has to be conducted about reeducation program development and application for a positive job identity formation and cultivation of child care teachers.

Research on the Impact of Job Embeddedness on Turnover Intention of Knowledge Workers in Private Enterprises : The Mediating Role of Job Satisfaction

여랑도 목원대학교 대학원 2025 국내박사

Voluntary turnover represents a significant cost for both organizations and individuals. Talent is a critical factor in organizational competitiveness, and knowledge workers have become the backbone driving economic growth and technological advancement. With the rapid development of the knowledge economy and the transformation and upgrading of China's private sector, knowledge workers have become the core competitive advantage of private enterprises. However, current realities show a high turnover rate among knowledge workers in private enterprises. Therefore, enhancing the overall competitiveness of private enterprises requires a deep understanding of their needs and the causes of their turnover intentions, and effective retention strategies. This has become a crucial topic in human resource management for private enterprises. American psychologist Mitchell et al. (2001) proposed a ‘new turnover theory’, which introduced the concept of ‘job embeddedness’ into the study of employee turnover behavior. Numerous studies have found that job embeddedness generally has a stronger predictive effect on employees' turnover intentions and behaviors than attitudinal variables. Additionally, existing research shows that job satisfaction has a significant impact on employees' turnover intentions, which in turn influences turnover behavior. Given that job embeddedness is a non-affective construct, this study examines job satisfaction as a mediating variable between internal job embeddedness and turnover intention. In this research context, this study focuses on knowledge workers in private enterprises in Zhejiang Province, China. Through a questionnaire survey, the study investigates the relationship between job embeddedness and turnover intention and tests the mediating effect of job satisfaction. Statistical analysis was conducted using SPSS, including tests for reliability and validity, statistical analysis, factor analysis, and regression analysis. The key findings are as follows: first, among demographic, gender shows no significant differences. Educational level has no significant effect on job embeddedness and job satisfaction but does significantly influence turnover intentions. Age, tenure, and marital status significantly impact job embeddedness, job satisfaction, and turnover intentions. Second, Job embeddedness has a negative effect on turnover intention and a positive effect on job satisfaction. Job satisfaction has a negative effect on turnover intention. Third, Job satisfaction plays a mediating role between job embeddedness and turnover intention. Based on the empirical research findings, four targeted recommendations are proposed to enhance the job embeddedness and job satisfaction of knowledge-based employees while reducing turnover intentions: focusing on employees' career development, strengthening corporate culture, improving various factors of job satisfaction, and implementing categorized management based on employees' individual characteristics.