지역자활센터 종사자의 이직의사에 미치는 영향요인에 관한 연구

다국어 초록 (Multilingual Abstract)

Many local self-support centers operating workfare-program as public assistance in Korea suffer from high level of voluntary employee turnover intention. Unfortunately, these high level can lead to substantial negative consequences for organizations and the overall area of self-support program. A lot of treatises in the area of employee retention, concluded that there are many costs associated with employee turnover that are not necessarily considered by the organization, but that can really affect the organization's bottom line. Besides the costs associated with actual separation of the employee and recruiting, hiring, and training of new employees, other costs may not be easy to measure. These additional costs due to voluntary turnover and a loss of employees' specialty may result in a reduction in quality of service given to clients(workfare-related in the National Basic Living Security law in Korea), a tendency for remaining employees to quit as well, a lack of talented employees who could become future leaders of the organization, and finally, a failure of the self-support program as a social-safety net in Korea. Turnover management and Employee retention strategy have been traditionally studied based on tree aspects of on-the job attitude(job satisfaction, organization commitment, career commitment). However, there have been recent studies indicating that analyzing on-the job attitude was not appropriate for finding turnover cause, calling for a more adequate means of controlling and managing turnover. Lee & Mitchell and other researchers recently began using job embeddedness as a new concept. Job embeddedness is categorized into three dimensions of fit, link and sacrifice. They assert that job embeddedness is more effective predictors of why employees decide to quit or stay their jobs and organizations. The objectives of this study are first, demonstratively examining the statistically significant difference between demographic attributes and turnover intention, and second, testing correlation and the causal relationship between on the-job related variables of job satisfaction, organization commitment, career commitment and turnover intention, and third, analyzing moderation effect of job embeddedness using the structural equations modeling with Lisrel program between on the-job factors and turnover intention, and fourth, proposing suggestions for effective employee retention and employee professionalism improving strategies for the level of the local self-support center and the governance.
To accomplish these objectives of this study, to verify presented hypotheses of this study, researcher analyzed a total of 518 data gathered from the employees of the local self-support centers working at Seoul, Daegu, Incheon, Ulsan, Gyeonggi-Do, Chungcheongnam-do, Jeollanam-do, Gyeongsangnam-do. Over 700 surveys were delivered to 143 local self-support center, 518 questionnaires were completed by participants, and 513 surveys were available. A response rate of 74.0% was obtained with 5 samples of the surveys being unusable. Participants included 178 males, 335 females. Approximately 56.8%(290) of the respondents were married, 19.6%(100) had an turnover experience. The percentage of participants who fell into the different categories for age included: 27.8%(139) in the 20 to 29 age group; 41.6%(208) in the 30 to 39 age group; 26.8%(134) in the 40 to 49 age group; 3.8%(19) in the over 50 age group. Over 84.9% of the respondents had continued with their education after graduating from junior vocational college. Mean total length of employment at local self-support center was 2.79 year. The percentage of participants who fell into the different categories for employment status included: 63.7%(323) in the regular worker group; 36.3% in the irregular worker group. The percentage of participants who fell into the different categories for center location status included: 40.4%(207) in the metropolitan city area group; 32.0%(164) in the urban area group; 27.7%(142) in the rural area group. The percentage of participants who fell into the different categories for total yearly salary included: 40.1%(204) in the below 15,000,000won group; 54.8%(279) in the 15,000,000 to 25,000,000won group; 5.1%(26) in the over 25,000,000won group.
Measures, Factor analysis and Reliability analysis of each Variable are as follows.
1. According to the purpose of this research, 'turnover intention as a dependent' is defined "as an employees decision to leave an organization(local self-support center) voluntarily". Turnover intention was measured using the Molbey(1977)'s questionnaire with a Likert 5 point scale(1=very strong disagree~5=very strongly agree) modified relevantly by researcher. The Cronbach reliabilities coefficient for this scale consisting of six items was 0.892. The general score of turnover intention is 2.85.
2. Job Satisfaction is a subjective emotional evaluation made consciously or unconsciously by the employee and is defined as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences, job satisfaction is multidimensional in nature with specific facets; satisfaction with pay, supervisor, co-workers, promotion. Job satisfaction was measured using the JDI questionnaire with a Likert 5 point scale(1=very strong disagree~5=very strongly agree) modified relevantly by researcher. The Cronbach reliabilities for these four scales(pay, supervisor, co-workers, promotion) are 0.87, 090, 0.85 and 0.83 respectively. The score of each scale is 2.13, 3.80, 3.62 and 3.02 respectively.
3. Definition of organizational commitment is Mowday, Porter & Steers' conceptualized commitment having three interwoven attitudes and intentions, first is belief and acceptance in an organization's goals and values, second is willingness to exert effort on behalf of the organization, and third is a desire to remain a member of the organization. Organization commitment was measured using

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구의 범위와 방법 = 9
• 1. 연구의 범위 = 9
• 2. 연구의 방법 = 11
• 제2장 자활사업체계와 이직에 관한 이론적 고찰 = 14
• 제1절 자활사업체계와 조직 = 14
• 1. 자활사업의 의의 = 14
• 2. 자활사업의 내용과 지역자활센터 = 26
• 3. 자활사업의 성과와 한계 = 52
• 제2절 이직의사 영향요인과 이직모형 = 57
• 1. 이직과 이직의사의 의의 = 57
• 2. 이직의 변인과 영향요인 = 65
• 3. 주요 이직연구 모형과 이론 = 94
• 제3절 선행연구 = 112
• 1. 선행연구 = 112
• 2. 선행연구의 시사점 = 121
• 제3장 연구모형 및 조사설계 = 123
• 제1절 연구모형 및 가설 = 123
• 1. 연구문제와 연구모형 = 123
• 2. 연구가설 = 126
• 제2절 변수의 조작적 정의 및 측정도구 = 128
• 1. 변수의 조작적 정의 = 128
• 2. 측정도구 및 설문의 구성 = 132
• 제3절 조사대상 및 자료수집 = 136
• 1. 조사대상 = 136
• 2. 표본의 선정 = 137
• 3. 자료처리 및 분석 = 139
• 제4장 이직의사 영향요인에 관한 실증분석 = 140
• 제1절 측정도구의 타당도 및 신뢰도 분석 = 140
• 1. 측정도구의 타당도 분석 = 140
• 2. 측정도구의 신뢰도 분석 = 144
• 제2절 인구통계적 요인에 관한 분석 = 150
• 1. 표본의 인구통계적 특성 = 150
• 2. 센터지역유형별 교차분석 = 157
• 3. 인구통계적 요인에 따른 이직의사 차이 = 164
• 제3절 주요변수와 이직의사 상관관계 분석 = 169
• 1. 직무만족과 이직의사 = 169
• 2. 조직몰입과 이직의사 = 173
• 3. 경력몰입과 이직의사 = 175
• 4. 직무착근도와 이직의사 = 178
• 5. 주요변수의 센터소재별 상관관계 = 181
• 제4절 직무착근도의 조절효과 분석 = 183
• 1. 조절효과 분석절차 및 분석모형 = 183
• 2. 확증적 요인 분석결과 = 187
• 3. 모형의 적합도 = 189
• 4. 경로의 유의성 검증 = 191
• 5. 외생·내생변수의 인과효과 검증 = 192
• 제5절 분석결과의 정책적 함의와 전문인력 활용전략 = 196
• 1. 분석결과의 정책적 함의 = 196
• 2. 개인·조직·국가 차원의 전문인력 활용전략 = 205
• 제5장 결론 = 214
• 【참고문헌】 = 221
• ■ 국내문헌 = 221
• ■ 국외문헌 = 227
• 부록 Ⅰ: 통계 및 현황자료 = 238
• 1. 2007년도 산업별 근로실태 및 월급여액 = 238
• 2. 산업별 월급여액 연도별 추이 = 239
• 3. 사회복지시설 분류 및 관계 법령 = 240
• 4. 2007년도 지역자활센터 및 사회복지시설 급여체계 = 241
• 5. 2007년도 서울시 자활센터 종사자 직급별 최고·최저호봉 급여 비교 = 242
• 6. 전국 자활근로 참여자 및 시·도별 지역자활센터 종사자 현황 = 243
• 【부록 Ⅱ: 설문지】 = 244
• ABSTRACT = 251