경력간호사의 초보간호사 시절 이직의도 경험과 이직의도 극복 경험

권민정 경상국립대학교 대학원 2021 국내석사

Purpose: The purpose of this study is to examine experienced nurses' turnover intention as a novice nurse and their overcoming of the turnover intention. Method: This exploratory study attempts to confirm experienced nurses' turnover intention as a novice nurse and their overcoming it. This study was conducted from Oct. 16 to Dec. 17, 2020 by sampling the nurses with 4~6 years career working for a general hospital located in Gyeongsangnam-do.Those 10 nurses who had agreed voluntarily to the purpose of this study and had met the criteria for the sample nurses were selected. In order to measure subjects' turnover intention, the Turnover Intention Scale (Park Hyun Sook, 2002; Lawler, 1983) was used. The data collected thus were processed using the SPSS/WIN 21.0 program for real numbers, percentages, Cronbach's Alpha, means, SDs and other descriptive statistics. The data about subjects' overcoming of their turnover intention were used for the contents analysis. Results: The data about subjects' turnover intention as a novice nurse and their overcoming of it were analyzed to extract 73 meaningful statements. From such 73 statements, a total of 9 themes and 26 sub-themes were extracted. 4 themes and 11 sub-themes were about subjects' turnover intention as a novice nurse. The extracted 4 themes were 'role burden', 'fear of role performance', 'complaint about the unstable working environment' and 'wanting to turnover'. On the other hand, 5 themes and 15 sub-themes were about subjects' experience of overcoming their turnover intention. The extracted 5 themes were 'understanding of the nursing scenes', 'experiencing of the supporting system', 'satisfaction with the job', 'growing into a proficient' and 'overcoming and growing'.

청각장애근로자의 이직의도에 영향을 미치는 결정요인에 관한 연구

김현주 연세대학교 행정대학원 2003 국내석사

본 연구는 청각장애근로자의 이직의도 결정요인이 무엇인지를 실증적으로 규명하고자 한 것이다. 사회통합의 이념을 위해 장애인 고용에 대한 관심이 점차 고조되고 있는 현실에서 단순한 고용의 양적 증가 외에도 직업생활의 안정성 도모는 간과할 수 없는 문제이다. 그런데 청각장애인의 경우 타 장애유형에 비해 직장생활의 부적응과 잦은 이직으로 인해 고용과 직업생활의 안정성이 이루어지지 못하고 있다. 그럼에도 불구하고 지금까지 청각장애근로자의 이직문제에 대해서는 단편적으로만 지적되고 있을 뿐, 이에 대한 구체적 원인 분석과 대책에 대해서는 활발한 논의가 이루어지지 않았다. 청각장애근로자의 이직문제를 해결하기 위해서는 우선 이직의 원인이 무엇인지를 체계적으로 규명하여야만 보다 현실적인 대책을 강구할 수 있다. 이에 본 연구에서는 청각장애근로자의 이직의도에 영향을 미치는 요인이 무엇인가를 실증적으로 규명하여 이를 토대로 고용의 안정성을 도모하기 위한 개입방안을 모색해 보고자 한 것이다. 본 연구에서는 이직에 관한 선행연구들에 대한 검토를 토대로 직무 관련 요인, 환경 관련 요인이라는 대분류에 의거하여 청각장애근로자에게 적합하리라고 예상되는 변수들을 선정한 다음 이들 변수가 종속변수인 이직의도에 어떤 영향을 미치는가를 분석하였다. 직무관련 요인으로는 직무자체, 임금, 승진, 동료관계, 조직몰입, 의사소통도를 변수로 구성하였고, 환경관련 요인으로는 취업기회, 가족부양책임, 지역사회지지 변수를 포함시켰다. 그리고 이들 독립변수들이 이직의도에 어떤 영향을 미치는지 검증하고자 회귀분석모형을 설정하였다. 연구결과 다음과 같은 사실이 발견되었다. 첫째, 개인의 인구통계학적 특성에 따른 이직의도에 차이가 있는가를 검증하였다. 그 결과 성별, 연령, 학력, 결혼여부, 장애등급, 의사소통방법, 현 직장에서의 근속년수, 월급, 직업훈련여부, 이직경험, 이직횟수 등의 인구통계학적 특성에 따른 이직의도의 차이는 없는 것으로 나타났다. 둘째, 직무 관련 요인 중 직무자체, 동료관계, 의사소통도 등의 변수는 이직의도에 유의한 영향을 미치지 않는데 비하여, 임금, 승진, 조직몰입 변수는 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 이직의도에 가장 큰 영향을 미치는 변수는 조직몰입이었고 다음이 승진과 임금 순 이었다. 조직몰입이 클수록, 임금에 대한 만족이 높을수록, 승진에 대한 만족이 높을수록 이직의도는 낮아진다. 셋째, 환경 관련 요인 중에서는 가족부양책임 변수가 이직의도에 유의한 영향을 미치지 않는데 비하여, 취업기회 변수는 이직의도에 정(+)의 영향을, 지역사회지지 변수는 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 취업기회가 많을수록 이직의도는 증가하고 지역사회의 지지가 강할수록 이직의도는 감소하며, 취업기회보다는 지역사회지지 변수가 이직의도에 더 강한 영향을 미치는 것으로 나타났다. 본 연구의 결과를 통해 청각장애인 고용관리에 몇 가지 시사점을 제시하면 다음과 같다. 첫째, 청각장애인에 대한 취업알선 서비스를 제공하는데 있어 임금, 승진 등 구체적 보상수준을 충분히 고려하도록 한다. 둘째, 청각장애인을 고용하는 사업장에서는 청각장애근로자들의 합리적인 임금체계 마련과 체계적인 승진 기회 부여에 노력해야 한다. 또한 동일 직종의 타 사업장 임금수준을 고려하여 임금격차를 줄이도록 노력할 필요가 있다. 셋째, 청각장애인의 조직몰입이 이직의도에 유의한 영향을 주는 결정요인이므로 청각장애인을 고용하는 사업장에서는 근로자에 대한 물질적 보상 외에도 회사내의 중요 회의와 집회, 모임 등을 활성화하여 청각장애인들을 적극적으로 참여시킴으로써 조직에의 귀속감과 자긍심을 높여줄 수 있도록 해야 한다. 넷째, 재직중인 청각장애근로자를 대상으로 수화통역사 등 전문요원의 선임 배치를 활성화하고 취업후 적응지도가 정기적·지속적으로 이어지도록 하여야 한다. 연구결과에 의하면 청각장애인의 경우 주변의 청각장애인 사회의 평가에 의해 이직을 선택할 가능성이 높으므로 취업후 적응지도를 통해 직장내 불만의 해소, 원만한 인간관계, 근무조건 개선을 도모함으로써 장기근속을 유도하도록 한다. 특히, 지역사회지지를 높이기 위해 취업후 적응지도시 대상 청각장애인의 친구, 선후배, 직장동료 등 주변의 대인관계에 관심을 기울이고 동료상담 등을 통해 그들과 정보를 공유함으로써 고용관리에 효율성을 높이도록 한다. 마지막으로, 본 연구결과에 의하면 청각장애인의 임금과 승진 등 직장내 열악한 보상수준과 근무조건이 잦은 이직으로 이어질 수 있음을 시사하고 있다. 그런데 청각장애인의 대다수는 생산직과 단순노무직에 종사하고 있으며, 낮은 임금 조건과 승진기회의 박탈 속에서 근무하고 있는 것이 현실이다. 이러한 상황에서 청각장애근로자의 잦은 이직은 당연한 결과일 수도 있다. 그러므로 청각장애인의 고용안정을 도모하기 위해서는 청각장애인들이 보다 나은 직업생활을 영위할 수 있는 정책적 대안이 필요하다. This study is meant to empirically analyze determinants influencing the turnover intention of the deaf-workers. With the interest in extending the job opportunities for the disabled increasing gradually, it is essential to work for the job stability on top of the quantitative increase in the employment. Compared to other disabled workers, the employment stability of the deaf employees is very low due largely to the maladjustment to the work, causing frequent change of occupation. But for all that, a lively discussion about what forces deaf workers to change the occupation has not yet been made. The priority is to find a motive for the change of occupation, which will give rise to more realistic countermeasure against it. This paper is prepared for groping for the vocational stability of the deaf-workers by demonstratively finding out what is the determinants of the turnover intention of the deaf-workers. Based on taking a review of many prior theoretical and empirical studies, under the classification of job-related variables and environmental variables, selecting the variables which are expected to be applicable to the deaf-workers then, analyzing the effect of them on turnover intention, such as (1) job-related variables involving job itself, pay, promotion, co-worker support, organizational commitment, and the satisfaction of communication at work; (2) environmental variables involving job opportunity, family responsibility, and community support. To verify the contribution of these dependent variables to the intention of the turnover, multiple regression model with 128 sample deaf-workers was set up. The major findings are as follows. First, To verify the difference in turnover intentions per demographic characteristics; sex, age, school education, marriage, the level of handicapped, the method of communication, the length of continuous service, monthly income, job training, the experience of turnover. None of the above-mentioned social demographic variables used herein were found to influence the turnover intention. Second, While pay, promotion, and organizational commitment had a negative affection on the turnover intention significantly, the other job-related variables didn't seem to affect the turnover intention statistically. In order of organizational commitment, promotion and pay, the turnover intention was influenced. The more deep organizational commitment is, the more satisfactory is pay and promotion, the less low is the turnover intention. Third, The environment-related variables such as alternative job opportunity and community support are significant. The job opportunity is positive, and community support is negative predictor of the turnover intention. On the contrary, family responsibility play worthless role in determining it. It might seem that the less low is job opportunity, the more strong is community support, the turnover intention shows a decline. Also, the community support is more influential than the job opportunity. Consequently following some issues can be deduced from the results with this study. First, proper pay & promotion system must be considered preferentially when providing the deaf-workers with job counselling. Second, the employers needs to arrange reasonable wage system and exert efforts for organized promotion opportunity and reduction in wage disparity, considering prevailing wages within the identical job classification. Third, for the organizational commitment, employers should offer them self-admiration and give them a chance to identify themselves strongly with their company by activating meetings and get-together along with material rewards. Fourth, effective communication is critical to successful job performance of the deaf-workers. So it is important to have the employee be accompanied by a trained person such as sign language interpreters and give them sustaining follow-up service and other employment-related activities, which will lead them to long service without being shaken by the evaluation of a group of the deaf. Especially, counselling with companions such as friends, seniors, and co-workers of the deaf-workers is essential to understand the community support about their job. Finally, this study indicates that a poor compensation system(e.g. unfavorable wage and promotion system) and condition could result in the frequent turnover. But the reality of our society lies within the limits of the above, which inevitably breeds the frequent change of the occupation. Therefore, the job stability of the deaf-workers requires utmost efforts for the political alternative for the better vocational life.

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.

중국 대학 상담교사의 이직 의도에 대한 감정 노동의 효과: 직무 만족도의 매개와 조직적 지지의 조절 효과를 중심으로

왕미령 계명대학교 대학원 2025 국내박사

This study focuses on the representative occupational group of college counselors in China and investigates the moderating role of perceived organizational support (POS) in the relationships among emotional labor, job satisfaction, and turnover intention. The aim is to deepen understanding of the psychological states and behavioral tendencies of this professional group. A structural equation model was developed to examine how emotional labor affects counselors’ turnover intentions, with job satisfaction as a mediator and POS as a moderator. Based on the research purpose, research questions were established: (1) What are the effects of emotional labor on the turnover intention of the Chinese college counselors? (2) How does perceived organizational support moderate the relationship between emotional labor and the turnover intention of the Chinese college counselors? Data were collected from 717 counselors across three northeastern provinces and analyzed using SPSS 21.0 and Mplus 8.3. The findings reveal complex interrelationships among emotional labor, job satisfaction, and turnover intention among college counselors. First, emotional labor exerts a significant positive effect on turnover intention, indicating that the more frequent and intense the emotional regulation, the greater the likelihood of counselors developing the intention to leave their jobs—an observation consistent with existing research. Second, job satisfaction partially mediates the relationship between emotional labor and turnover intention, suggesting that emotional labor not only directly influences turnover intention, but also indirectly affects it through its impact on job satisfaction. Third, perceived organizational support significantly moderates both the direct relationship between emotional labor and job satisfaction and the indirect path from emotional labor to turnover intention via job satisfaction. Specifically, under conditions of high perceived organizational support, the negative impact of emotional labor on job satisfaction is attenuated, and the mediating effect of job satisfaction becomes more pronounced. Conversely, under low organizational support, the adverse influence of emotional labor on job satisfaction intensifies, weakening the mediating role of job satisfaction. This demonstrates that organizational support not only directly shapes employees’ subjective occupational experiences but also indirectly affects their decisions regarding job retention by reinforcing the influence of job satisfaction. The findings underscore the need for institutions to establish formal support systems, such as emotional labor training, psychological counseling services, and peer support mechanisms. Management practices should also actively recognize and validate counselors’ emotional contributions. Strengthening perceived organizational support can enhance job satisfaction and promote workforce stability within this high-demand professional group. 본 연구에서는 중국 대학의 상담교사라는 직업군의 대학 내 역할에 주목하여 이들의 감정 노동과 이직 의도 간 관계에서 직무 만족도의 매개효과와 지각된 조직적 지지의 조절효과를 탐구하였다. 이를 통해 대학 상담교사들의 심리적 상태와 행동 경향성을 심층적으로 이해하는 것을 목적으로 하였다. 구조방정식모형 분석을 통해 감정 노동이 이들 상담교사의 이직 의도에 미치는 영향을 분석하고, 이 관계에서 직무 만족도와 지각된 조직적 지지가 어떠한 역할을 수행하는지 살펴보았다. 연구 목적에 따라 다음과 같은 연구 질문을 설정하였다. (1) 정서노동은 중국 대학 상담교사의 이직 의도에 어떤 영향을 미치는가? (2) 인지된 조직지원은 정서노동과 중국 대학 상담교사의 이직 의도 간의 관계를 어떻게 조절하는가? 중국 동북 3 성의 대학 상담교사 717 명을 대상으로 설문조사를 실시하였으며, 수집된 자료는 SPSS 21.0 와 Mplus 8.3 를 사용하여 분석하였다. 연구 결과, 대학 상담교사의 감정 노동, 직무 만족도, 이직 의도 간에는 다음과 같은 관계가 존재함을 확인하였다. 첫째, 감정 노동은 이직 의도에 정적 영향을 미치며, 감정 노동의 빈도와 강도가 높을수록 이직하려는 경향이 커지는 것으로 나타났다. 이는 기존 연구 결과와도 일치한다. 둘째, 직무 만족도는 감정 노동과 이직 의도 사이에서 부분매개효과를 보였다. 이는 감정 노동이 이직 의도에 직접적으로 영향을 미칠 뿐만 아니라 직무 만족도를 통해 간접적으로도 영향을 미친다는 것을 의미한다. 셋째, 지각된 조직적 지지는 감정 노동과 직무 만족도 간의 관계에서 정적 조절효과를 보였다. 구체적으로, 조직적 지지가 높은 상황에서는 감정 노동이 직무 만족도에 미치는 부정적인 영향이 완화되고, 직무 만족도의 매개효과는 더욱 뚜렷해졌다. 반면 조직적 지지가 낮은 경우, 감정 노동의 부정적인 효과가 더 커지며 직무 만족도의 매개효과는 약화되었다. 이는 조직적 지지가 대학 상담교사의 직무 경험에 직접적으로 영향을 미칠 뿐만 아니라, 직무 만족도를 매개로 하는 경로를 강화함으로써 이직 의도에 간접적으로 영향을 미칠 수 있음을 보여준다. 연구 결과를 보면 대학이 제도적인 수단을 통해 정서적 지원 시스템을 구축할 필요가 있음을 알 수 있다. 예를 들어 심리 상담, 감정 노동 교육과정, 교원 간 상호지원 네트워크 등을 마련하고, 일상적인 관리에서 상담교사의 노력을 인정하고 존중함으로써 그들이 조직으로부터 지지받고 있음을 인식할 수 있게 해야 할 것이다. 나아가 그들의며 직무 만족도 및 인력 안정성을 향상시킬 필요가 있다.

Preschool Teachers’ Turnover Intention: Exploring Personal and Organizational Factors and the Mediating Role of Job Satisfaction From Licensed Child Care Centers

Huh, Insook The Florida State University ProQuest Dissertation 2023 해외박사(DDOD)

소속기관이 구독 중이 아닌 경우 오후 4시부터 익일 오전 9시까지 원문보기가 가능합니다.

The purpose of this quantitative study was to examine the relationships among personal characteristics (i.e., age, race, marital status, education level, and years of teaching experience), work environment characteristics (i.e., pay, benefits, type of program, age group of children, and class size), job satisfaction, and turnover intention of preschool teachers work in licensed child care centers in Florida. This study also examined the extent to which job satisfaction had a mediating effect on the relationship between personal characteristics, work environment characteristics, and turnover intention. A cross-sectional web survey was developed and administered to a proportionate stratified random sample of 275 preschool teachers in Florida. The data collected included teachers’ demographic and work environment information, Job Satisfaction Survey (JSS; Spector, 1994), and the Turnover Intention Scale (TIS-6; Roodt, 2004). The data were analyzed using descriptive statistics, one-way analysis of variance (ANOVA) with post hoc comparison tests, independent samples t-test, chi-square test of independence, hierarchical multiple regression, and mediation analysis using Baron and Kenny (1986) approach.The results of this study found that more than one-fourth of preschool teachers (27.6%) were considering leaving their job. Chi-square test indicated that for teachers in the age group of 25 – 34 and 35 – 44 years old, being single, and dissatisfied with their job were associated with turnover intention. The results of hierarchical multiple regression analyses revealed that job satisfaction was the most significant predictor of turnover intention when controlling for personal and work environment characteristics (adjusted R2 = .48, F = 168.33, p < .05). While the variance accounting for turnover intention was small, work environment characteristics significantly predicted turnover intention when controlling for personal characteristics (adjusted R2 = .10, F = 1.96, p < .05). However, personal characteristics showed no predictive power for turnover intention. In addition, mediation effects of job satisfaction were only found in the relationship between type of program and turnover intention, and class size and turnover intention.The findings of this study contribute to the literature by providing empirical evidence concerning the relationships among personal characteristics, work environment characteristics, job satisfaction, and turnover intention that have been underexamined in the field of early childhood education. It is important to understand how these factors are related to each other in order to retain preschool teachers in the field, which in turn can contribute to maintaining and improving the quality of early childhood education.

Factors associated with nurses' turnover intention in Mongolia

Boldoo, Chinzaya Graduate School, Yonsei University 2024 국내석사

Background: Nurse turnover intention, defined as the likelihood of a nurse leaving their current position, poses a significant challenge for healthcare systems worldwide, including Mongolia. Nurses play a vital role in delivering essential medical services, and maintaining an adequate nursing workforce is crucial for ensuring the quality of healthcare. Despite their critical role, Mongolia's nurse-to-population ratio falls below the minimum recommended by the World Health Organization, highlighting a significant shortage of nursing staff. Factors such as high workload, low wages, social stress, and low job satisfaction contribute to high turnover rates. Turnover intention not only affects patient care but also places financial strain on healthcare facilities due to the ongoing need to recruit and train new staff. Purpose: This study aimed to identify factors influencing the turnover intentions of nurses in Mongolia, focusing on burnout, job crafting, and the nursing work environment. Methods: A cross-sectional descriptive study was conducted with nurses from tertiary hospitals in Ulaanbaatar, Mongolia. The sample size. calculated using G*Power, consisted of 123 nurses recruited from the State Second Central Hospital and Brilliant Hospital. Data collection was performed using a structured survey that included 93 questions covering general characteristics, burnout, job crafting, the nursing work environment, and turnover intention. Statistical analyses were carried out using descriptive statistics, the t-test, one-way ANOVA, Pearson correlation, and multiple regression analysis in the SPSS 25.0 software. Results: Burnout and the nursing work environment were significantly correlated with turnover intention. Higher levels of burnout and poorer nursing work environments were associated with increased turnover intention. Additionally, job crafting demonstrated a significant positive correlation with the nursing work environment. Conclusion: This study identified that the nursing work environment and burnout are key factors in reducing the turnover intention among nurses in Mongolia. Therefore, it is necessary to improve staffing levels and resources to enhance the nursing work environment in Mongolia, and interventions aimed at reducing burnout are also required. This emphasizes the need for appropriate interventions to improve the working conditions of Mongolian nurses, ultimately contributing to lower turnover rates and enhancing the stability and quality of the healthcare system. 배경: 간호사 이직 의도의 증가는 몽골을 포함한 전 세계 의료 시스템에서 주요한 문제로 대두되고 있다. 병원 내에 간호사는 필수 의료서비스 제공 및 의료의 질 향상에도 중요한 역할을 한다. 그럼에도 불구하고, 몽골의 간호사 비율은 세계보건기구가 권장하는 최소치보다 낮으며, 간호 인력이 크게 부족한 편이다. 간호사의 높은 이직률에 영향을 미치는 요인으로는 과중한 업무량, 낮은 임금, 사회적 스트레스, 낮은 직무 만족도 등이 있다. 높은 이직 의도는 환자의 건강상태 및 의료 기관에 재정적 부담을 주기 때문에 몽골 간호사의 이직 의도 관련 요인을 파악할 필요가 있다. 목적: 본 연구는 몽골 간호사의 이직 의도에 영향을 미치는 요인인 번아웃, 잡크래프팅, 간호업무환경을 확인하고자 하였다. 방법: 몽골 울란바토르 소재 3차 병원 간호사를 대상으로 횡단적 조사 연구를 실시하였다. G*Power로 산출된 표본 크기를 이용하여 State Second Central Hospital과 Brilliant Hospital에서 123명의 간호사를 모집하였다. 일반적 특성, 번아웃, 잡크래프팅, 간호업무환경, 이직 의도에 대한 93개 문항으로 구성된 구조화된 설문조사를 이용하여 자료를 수집하였다. 통계 분석은 SPSS 25.0 프로그램을 이용하여 기술 통계, t-test, 일원분산분석, Pearson 상관관계, 다중 회귀 분석을 수행하였다. 결과: 간호업무환경과 번아웃은 간호사의 이직 의도와 유의한 관련성이 있었다. 간호업무환경이 열악할수록, 번아웃이 높을수록 이직 의도가 큰 것으로 나타났다. 잡 크래프팅은 간호사의 이직 의도와 유의한 관련성은 없었다. 결론: 본 연구는 간호 업무 환경과 번아웃이 몽골의 간호사 이직 의도를 줄이는 주요 요인으로 확인되었다. 따라서 인력 수준과 자원을 개선하는 것이 몽골의 간호 업무 환경을 개선하는 데 필요하며, 번아웃을 줄이는 것을 목표로 한 중재도 필요하다는 것을 확인하였다. 이는, 몽골 간호사의 근무 여건을 개선하기 위한 적절한 중재의 필요성을 강조하며, 궁극적으로 이직률을 낮추고 의료시스템의 안정성과 질을 높이는 것에 기여할 것이다.

보육교사의 직무스트레스와 자아탄력성이 이직의도에 미치는 영향

박남심 수원대학교 2016 국내석사

This study was intended to investigate the difference in job stress, ego resilience, and turnover intention according to the general background variables, and how job stress, ego resilience, and turnover intention of childcare teachers are related. Also, the purpose of this study is to provide this research data to improve quality of education of young infants by decreasing the turnover of teachers according to the result on relative influence of job stress and ego resilience on the turnover intention. The subject of this study consisted of 233 teachers who are employed in nursery facilities located in Hwaseong and Anyang in Gyeonggido. To measure the job stress of childcare teachers, this study used Modified Teacher Occupational Stress Factor Questionnaire of D’Arienzo, Moracco and Krajewski(1982) which was adapted by Kwon Ki-Tae(1990) and modified by Yoon Hye-Young(2009), for ego resilience, this study used selected and validated questions related to ego resilience of California Psychological Inventory by Klohnen(1996) that were adapted by Park Hyeon-Jin(1996) and modified and supplemented by Park Ok-Sook(2011), and used a research tool that Kim Jin-Ah(2009) constructed into 6 questions by referring to the question items of Suh Eun-Hee(2002) and Suh Ji-Young(2002) that were organized based on a research of Cook et al(1981) for the turnover intention. Data was collected through questionnaire, and the collected data was analyzed using SPSS 19.0 Program. For analysis method, frequency and percentage were calculated to understand general characteristics of the research subjects, conducted descriptive statistics, t-test, and One-way ANOVA to investigate the level of job stress, ego-resilience, and turnover intention of daycare teachers, and conducted Scheffe test for the post-hoc. Also, this study conducted a correlation analysis to investigate a relationship between job stress, ego-resilience, and turnover intention, and conducted multiple regression analysis for the effect of job stress and ego-resilience on the turnover intention. The results of this study are as follows. First, according to the result of difference in job stress, ego-resilience, and turnover intention according to the general characteristics of childcare teachers, job stress showed significant difference according to the employment history, salary, working hour, and overtime pay, ego-resilience showed significant difference by academic background, salary, working hour, and overtime pay, and the turnover intention showed significant difference by salary, working hour, and overtime pay. Secondly, job stress and ego-resilience of childcare teachers had effect on the turnover intention, and it was identified that the higher job stress resulted in higher turnover intention and higher ego-resilience showed lower turnover intention. Thirdly, according to the result of relative influence of job stress and ego-resilience on the turnover intention, higher job stress from administrative support, activities of daycare children, and relationship with parents made significant effect on the turnover intention, and it was identified that the higher optimistic attitude lowered the turnover intention of teachers. To sum up, job stress and ego-resilience of childcare teachers make influence on the turnover intention, and the degree of job stress perceived by each individual may differ according to the degree of ego-resilience even if they are under the same job stress.

요양원 요양보호사의 직업만족도가 이직의도에 미치는 영향 : 자아존중감의 매개효과를 중심으로

이상현 경희대학교 공공대학원 2017 국내석사

Long-term care insurance for the aged has made lots of contributions to welfare for the elderly since its introduction in 2008 as both recipients and caregivers are satisfied with it. However, job dissatisfaction with such factors as the working environment and treatment cause care helpers providing service at nursing homes to have greater turnover intention, which leads to turnover in practice. Such turnover may lead to lack of care helpers with professional qualification and experience in care and make it difficult to operate long-term care insurance for the aged in the long term. With such a crisis in care manpower, those issues of job satisfaction and turnover intention for care worker have become important most of all. The purpose of this study was to determine what factors affected turnover intention through job satisfaction and if positive and negative self-esteem played a mediating role to decrease turnover intention. For this purpose, a survey was conducted in care worker working at nursing homes. A total of 350 questionnaires were distributed; then, 313 copies were finally analyzed using a structural equation model, with the exception of those containing insincere responses. Specifically, as for the association between job satisfaction and turnover intention, job, wage, and occupational prospect were significantly associated. The factors for job satisfaction significantly affecting positive self-esteem included job, colleagues, and occupational prospect. As for the association between job satisfaction and negative self-esteem, job and occupational prospect had significant effects. In particular, occupational prospect, which continued to affect self-esteem and turnover intention, was found to be an important variable of job satisfaction in this study. The direct/indirect causal relations between job satisfaction and positive and negative self-esteem and turnover intention for care worker were analyzed, obtaining the following results: First, as for the direct effects of occupational prospect on turnover intention for care worker and the indirect effects through the channel of positive and negative self-esteem, the total effects were negative. Second, as for the direct effects of autonomy on turnover intention for care worker and the indirect effects through the channel of positive and negative self-esteem, the total effects were positive. Third, as for the direct effects of colleagues on turnover intention for care worker and the indirect effects through the channel of positive and negative self-esteem, the total effects were positive. Fourth, as for the direct effects of wage on turnover intention for care worker and the indirect effects through the channel of positive and negative self-esteem, the total effects were less and less negative. Fifth, as for the direct effects of supervision on turnover intention for care worker and the indirect effects through the channel of positive and negative self-esteem, the total effects were less and less negative. Lastly, as for the direct effects of job on turnover intention for care worker and the indirect effects through the channel of positive and negative self-esteem, the total effects were negative. These results demonstrate that negative self-esteem serves as a parameter in the association between job satisfaction and turnover intention. Occupational prospect in job satisfaction got the greatest test statistics for the mediating effects, followed by negative self-esteem and turnover intention, and job, followed by negative self-esteem and turnover intention; thus, negative self-esteem served as a parameter in the association between occupational prospect and turnover intention and between job and turnover intention.

(A) study on the impact of psychological contract on job satisfaction and turnover intention

진류기 명지대학교 대학원 2013 국내석사

An ongoing concern for many organizations is how to manage talented people . As competition intensifies, retaining talented people increasingly becomes a fundamental concern for human resource managers. Improving employee job satisfaction is an effective approach to reduce turnover rate and retain quality corporate assets. However that is easier said than done as it is a challenge to build and to keep a highly satisfied workforce. The concept of psychological contract was introduced in the early 1960s. Gradually this concept has drawn attention worldwide. Scholars have realized that an implied informal “psychological contract” exists between employees and organizations, aside from formal economic contract incentives. Both forms of contracts serve to set expectations in the relationship between personnel and their organization. As this study explores the application of this term psychological contract we refer to a narrower definition regarding the employee’s perception of the agreement between her and the organization. This study draws on a research sample of 200 employees from all over China. The study utilizes employee questionnaires. We examine the interactions among three components of our study: psychological contract, job satisfaction, and turnover intention. The findings may allow to discover ways to improve employees’ job satisfaction as well as reduce employees’ turnover intention from the standpoint of psychological contract. Our findings on the relationship among psychological contract, job satisfaction, and turnover intention are as follows: 1. The stronger psychological contract is, the higher the degree of job satisfaction is: corporate responsibility and accountability were positively affect job satisfaction. 2. The stronger psychological contract is, the lower the turnover intention is: corporate responsibility and accountability significantly negatively affect turnover intention. 3. As psychological contract improves, turnover intention tends to be lower: job satisfaction negatively affect turnover intention. Based on these findings, this study proposed the following managerial recommendations: turnover may be reduced and stabilized by demonstrating corporate responsibility through improved psychological contracts; organizations must enhance employees’ ability to fulfill their responsibility to increase job satisfaction; and organization must provide career planning assistance to improve job satisfaction. 인재에 대한 경쟁이 갈수록 치열해지면서 “사람”에 관한 문제는 기업들이 가장 관심이 많은 문제들중에 하나기 되고 있다. 따라서 기업의 인력 관리자에게는 모든 수단과 방법을 동원해 서라도 인재를 찾고 유지하는 것이 점점 중요한 문제가 되고 있다. 이러한 문제 해결을 위해 기업 관리자가 쉽게 생각할 수 있는 방법은 직원의 업무 만족도를 제고함으로써 이직율을 감소시키는 것이다. 그러나 어떻게 이러한 심리적 관념을 형성하고 유지시킬 것인가는 매우 어려운 난제가 되고 있다. 심리계약이라는 개념이 1960년대 관리 영역에 도입된 후, 차츰 중국내외 학자들로부터 광범위한 주목을 받고 있으며 정식의 경제적 계약 이외에도 직원과 조직 사이에는 일종의 내포된 비정식적인 “심리 계약”이 존재한다는 것을 인식하기 시작했다. 즉, 양자는 공동으로 직원과 기업의 관계를 조정하고 있다는 것이다. 본 논문은 중국 직원을 대상으로 설문조사를 실시하여 자료를 수집라고 분석하여 심리계약, 직무 만족과 이직 의도 사이의 관계에 대한 연구를 목적으로 한다. 즉, 심리계약의 측면에서 직원의 직무 만족도와 이직 의도를 탐구하여 기업의 인력 자원 관리 업무에 새로운 지침과 방향을 제공해 주고자 한다. 실증 연구를 통해 본 논문은 다음과 같은 결론을 도출한다: 1. 전체적으로, 심리적 계약의 이행이 좋을수록 직원 의 직업 만족도는 높은 편이다. 그 중 심리적 계약의 두 가지 차원인 차별과 직업 만족도는 현저한 정비례 관계를 나타낸다. 2. 심리적 계약 이행이 좋을 수록 직원의 이직 경향은 더욱 낮아진다. 심리적 계약에서 기업의 책임 차원 과 직원의 책임 차원은 각각 이직 경향에 현저한 마이너스 관계를 나타낸다. 3. 직업 만족도가 높을수록 직원의 이직 경향이 낮아진다. 결국 직업 만족 도와 이직 경향은 현저한 마이너스 관계이다. 이상과 같은 결론에 따라 본 연구는 상응하는 관리 대안을 제시하고자 한다. 기업 자체의 책임 측면에서 기업은 직원에 대한 책임을 실제적으로 실천해야 하고, 직원들은 심리계약에 대한 인정 정도와 업무 만족도를 제고하여야 한다; 직원 관리 측면에서 기업은 과학적이고 합리적으로 직원의 진로 계획 수립에 협조하고, 업무 내용을 다양하게 함으로써 직원이 기업에 대한 책임을 실현하는 과정에서 직원 스스로의 업무 만족도 제고를 촉진할 수 있게 해야한다. 키워드: 심리적 계약, 직무 만족, 이직 성향

어린이집 원장의 진정성 리더십이 보육교사의 직무만족과 이직의도에 미치는 영향

이은기 서경대학교 2023 국내박사

Abstract The Effect of Kindergarten Principal's Authentic Leadership on Job Satisfaction and Turnover Intention of Childcare Teachers Eun-Ki Lee Department of Business Administration Graduate School of SeoKyeoung University Advisor : Professor Moon-Sung Han This study investigated the relationship between leadership of daycare center directors and job satisfaction and turnover intention of daycare teachers in order to improve the work efficiency and quality of education services of daycare teachers, who are key personnel in childcare institutions that provide childcare and education services for children. wanted to prove it. In particular, it was judged that the job satisfaction of child care teachers is worth discussing in that it leads to the quality improvement of child care and educational services. In addition, although previous studies have been conducted on various forms of leadership such as transformational leadership and emotional leadership, the leadership of daycare centers reflects environmental changes such as information sharing and transmission and transparency due to the recent development of SNS and smartphones, Since there are few studies dealing with authentic leadership, which is composed of awareness and internalized moral perspective, etc., the relationship between authentic leadership and turnover intention in daycare centers and the mediating effect of job satisfaction in the relationship between job satisfaction and turnover intention wanted to prove it. Therefore, this study is expected to provide discussions and implications necessary for effectively improving the quality of child care in the short and long term by examining the relationship between job satisfaction of child care teachers and sincere leadership of facility managers, which is expected to improve the professionalism of child care teachers. It was thought to have an important causal relationship with the reduction of intention to leave to form children's emotional stability and parents' trust through continuous work. To this end, the theoretical background of the constituent factors was organized through previous studies, and a hypothesis was set based on this after deriving a research model for the relationship between the constituent factors. In addition, to test the hypothesis, a survey was conducted from July 15, 2022 to August 15, 2022 targeting daycare centers in Seoul, and a total of 300 copies were distributed, of which 267 copies were recovered. Among the collected questionnaires, 224 copies of the questionnaire were finally analyzed through a refinement process through insincere responses and Z-verification. As for the analysis method, the statistical package is SPSS Ver. 24.0 and AMOS Ver. Frequency analysis, exploratory factor analysis, confirmatory factor analysis, and path analysis using structural equations were conducted using the 24.0 program. The components used in the analysis are, first, sincerity leadership, which is defined as leadership based on sincerity in which the leader shares emotions of goodwill, such as trust, optimism, fairness, and respect for members of the organization; It is composed of communication, self-awareness, and internalized morality Job satisfaction is the job itself where the childcare teacher spends the most time, the relationship with the principal, the facility manager, the relationship with fellow teachers, which is a horizontal relationship, the working environment inside and outside the daycare center, and the stability of the childcare teacher's social status and livelihood. Satisfaction with the remuneration relationship constituted the domain, and turnover intention was shown to include all intentions to change from the current childcare industry to another occupation or to another facility in the same occupation. In particular, since job satisfaction has many items, the item average was made into a parcel through item parceling through secondary confirmatory factor analysis and used as an index. As a result of the analysis of demographic variables, the age range was evenly distributed from 20s to 40s, and marital status was found to account for about half of each, although there are a slightly larger number of married people. As for the type of daycare center where they worked, the absolute proportion was at national and public daycare centers. Most of them worked for less than 10 years. In addition, the size of the daycare center occupied most of the share between the 4th and 9th classes, and in the case of the respondent's position, the absolute share was occupied by the childcare teacher. In terms of qualifications, childcare teacher level 1 and childcare teacher level 2 accounted for more than 60% of the total, but it was found that they had multiple qualifications in very diverse forms. As for job turnover experience, About 70% of the total had less than two turnover experiences, and most of them had an income of less than 35 million won. In addition, as a result of hypothesis testing, interestingly in the case of Hypothesis I, communication and internalized morality appeared to have a negative (-) effect on turnover intention, but in the case of self-awareness, it rather had a positive (+) effect on turnover intention. Therefore, hypotheses Ⅰ-1 and Ⅰ-3 were accepted, but hypothesis Ⅰ-2 was rejected. In the case of Hypothesis I-2, it can be seen that excessive self-efficacy or self-consciousness possessed by the director can have a positive effect on stimulating the intention to leave the nursery teachers, who are members of the organization. In the case of Hypothesis Ⅱ, the empirical results showed that balanced communication, self-awareness, and internalized morality all had a positive (+) effect on job satisfaction, so hypotheses Ⅱ-1, Ⅱ-2, and Ⅱ-3 were all adopted. Hypothesis Ⅲ was adopted as it was found that job satisfaction had a negative (-) effect on turnover intention. In the case of hypothesis Ⅳ, job satisfaction appeared to have a partial mediating effect in the relationship between communication and turnover intention, and between self-perception and turnover intention, hypotheses Ⅳ-1 and Ⅳ-2. In addition, in Hypothesis IV-3, the relationship between internalized morality and turnover intention, and between self-perception and turnover intention, job satisfaction appears to have a complete mediating effect. Hypothesis IV-1, IV-2, IV- 3 was adopted. Looking at the above results, this study found that the director's sincere leadership had a great influence on the job satisfaction and turnover intention of childcare teachers. The results of this study showed that the principal's sincere leadership has a great influence as the cause of the high turnover of childcare teachers. In addition, it was confirmed that childcare teachers' relationship with the director, remuneration, and colleagues had a greater impact on job satisfaction and turnover intention than the characteristics of the type or size of the daycare center. Above all, the director's sincere leadership It was confirmed that this is a major condition for self-respect, job satisfaction, and organizational activities. Therefore, it is urgently needed to establish a well-established organizational culture that can lower the turnover intention of childcare teachers by increasing the trust of childcare teachers and job satisfaction. On the other hand, it is desirable to collect and study a sample of childcare teachers nationwide, but it is limited to the Seoul area due to excessive work at daycare centers, which limits the generalization of the implications of this study. Therefore, in future studies, it is judged that many studies that consider various variables including external variables such as personal characteristics of childcare teachers, various emotional labor, etc. are needed to accurately reveal job satisfaction and turnover intention of childcare teachers. In addition, it is necessary to design an in-depth study to solve the problem of high job satisfaction and turnover of childcare teachers by supplementing the issues that were not covered in this study. Key words: Daycare center director, authentic leadership, job satisfaction, turnover intention