장애근로자의 자발적 이직모형 개발에 관한 연구 = A Study on the Development of Voluntary Turnover Model Among the Employee with Disability

다국어 초록 (Multilingual Abstract)

The purpose of this study is to investigate the model of the disabled employees' turnover through a relevant document analysis. For this, specifically, the concept and pattern of the turnover of the employees with disabilities, on the basis of which the pattern of the turnover is searched. In addition, this suggested to design to the model of voluntary turnover among employee with disability.
The turnover of employee is divided into a broad sense of concept and a narrow sense of concept, which largely, means the disconnection of employment relationship between organization and employees and organization breaks their relationship rather oppressively by adjusting the optimum human power or labors come to an end of contract of employment for themselves.
There are voluntary and non-voluntary turnover as a pattern of the loss of employment. The individual aspect of the person who loses his/her job, they go through the opposite function, such as the loss of the vested right as a senior, the loss of social relationship, stress caused by the loss of employment and the possibility of a wane in career background, meanwhile, they can acquire a pure function depending on income increase, the enlargement of career opportunity, the decrease of stress caused by moving toward proper organization and giving motivation according to a new environment.
The pattern of the turnover is divided largely as follows:
the economics perspective represented by Baysinger and Mobley, psychological model represented by March and Simon's Model, Steers and Mowday's Model, and sociological perspective represented by Mobley, Price's Model, Granovetter's Model, Etzioni's Model. And Building on research conducted by Price, Mueller and their colleagues over the past three decades, The integrated causal model of employee voluntary turnover represented the 2001 Price-Mueller voluntary turnover model.

국문 초록 (Abstract)

본 연구의 목적은 관련 문헌 분석 방법을 통해 이직의 모형을 고찰하여 장애근로자 이직에 관한 모형을 제시하는데 있다. 이를 위해 먼저 이론적 기초로서 이직의 개념과 유형을 밝혔고, 다양한 학문 영역에서 근로자 이직의 모형을 탐구하였으며, 이를 토대로 장애근로자의 이직에 대한 기초모형을 제시하였다. 이직은 광의의 개념과 협의의 개념으로 나눌 수 있으나, 크게 보아 조직과 근로자의 고용관계 단절을 의미하며 조직의 적정인력 조정에 의해 다소 강압적으로 근로자와의 관계를 조직이 단절하거나 근로자 스스로 조직과 고용계약을 종결하는 상태를 의미한다. 이직의 유형으로서 자발적 이직과 비자발적 이직이 있다. 이직자 개인의 입장에서는 이직으로 인해 고참으로서 누릴 수 있는 기득권인 선임권의 손실과 사회적 관계의 손실, 이직에 따른 스트레스. 경력기회의 쇠퇴 가능성 등의 역기능을 겪는 반면에 소득증대, 경력기회의 확대, 적합한 조직에로의 이동에 따른 스트레스 감소, 새로운 환경에 따른 동기부여 등의 순기능을 얻기도 한다. 이직의 모형은 다양한 분야의 관점에 따라 크게 경제학적 관점, 심리학적 관점, 사회학적 관점, 통합적 인과모형으로 나누어지며, 이러한 모형들과 선행연구를 통해 장애근로자이직모형을 제시하였다.

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