The purpose of this study is to examine the sociodemographic characteristics and working environment of the employees at the Centers for Independent Living as well as the relationship between these two aspects and their job satisfaction. In addition, ...
The purpose of this study is to examine the sociodemographic characteristics and working environment of the employees at the Centers for Independent Living as well as the relationship between these two aspects and their job satisfaction. In addition, this study analyzes the influence of the factors of job satisfaction on their turnover intention and proposes ways to lower the turnover intention.
Survey has been conducted on those who work at the Centers for Independent Living in Seoul and the results of the data analysis are based on 226 questionnaires. The collected data were analyzed using SPSS Statistics 20.0 program and research was carried out on frequency, percentage, mean and standard deviation, reliability analysis, t-test, one-way ANOVA, correlation analysis, and hierarchical regression analysis.
The results of the study are summarized as follows:
First, the analysis of the sociodemographic characteristics of the employees at the Centers for Independent Living shows a high percentage of employees who are female, 40 to 49 years of age, Above university graduation, unmarried, non-disabled, and those who hold the social worker license.
The analysis of the working environment of the employees shows that most of the centers are nonprofit organizations, and a majority of the employees have positions of frontline workers, their employment period at their current job is less than one year, their monthly average income is more than 1 million won and less than 2 million won, they are employed as full-time employees and work more than 5 days per week, and their average weekly working hours are 40 hours.
Second, the analysis of differences in job satisfaction according to the sociodemographic characteristics shows the following results. As for the differences according to gender, there were differences in job satisfaction due to duties factors, remuneration factors, and vacation factors. As for the differences according to age, there were differences in job satisfaction due to duties. As for the differences according to marriage status, there were differences in job satisfaction due to duties and vacation. As for the differences according to economic status, there were differences in job satisfaction due to duties, remuneration, and personnel matters, vacation, and supervision. As for the differences according to health status, there were differences in job satisfaction due to duties, remuneration, and supervision. There were also differences in turnover intention according to the sociodemographic characteristics. Especially, there were significant differences in academic background, social worker license, economic status, and health status.
Third, the analysis of differences in job satisfaction according to working environment shows the following results. As for the differences according to salary, there were differences in job satisfaction due to remuneration. As for the differences according to employment period, there were differences in job satisfaction due to duties, remuneration, personnel matters, vacation, and supervision. As for the differences according to average weekly working hours, there were differences in job satisfaction due to remuneration, vacation, colleagues, and supervision.
As for the differences according to employment type, there were differences in job satisfaction due to duties, remuneration, and vacation. As for differences in turnover intention according to working environment, there were significant differences in employment period and average weekly working hours.
Fourth, the analysis of factors that determines turnover intention shows that turnover intention is found to be mainly affected by three sub-factors including social worker license, current position, and job satisfaction. In other words, if workers have a social worker license, their turnover intention will increase. The turnover intention of frontline workers will be higher than that of the managerial group. The lower the duties, remuneration, and supervision, the higher turnover intention will be.
The results of the above study have policy implications as follows:
First, clear instructions and guidelines about the duties of the employees should be provided, and their workload should be adjusted so that they can analyze and perform their duties.
In addition, depending on the duties, position, career, and academic background, a clear remuneration system should be implemented to ensure that wage is paid at a proper level, and compensation and allowances for overtime work should be provided.
Second, there should be an effort to find ways to ensure that the team leader and workers over three years of experience could work for a long time. Middle management have the ability to handle their jobs promptly with their accumulated know-how, have ties with local organizations and public institutions, they can not only contribute to the development of the Center for Independent Living but can also provide the users of the center with quality services necessary for stable support for self-reliance. The result of study indicates that it is necessary to improve the job satisfaction of the employees and to work towards preventing turnover intention so that the employees can serve as long-term works.
This study has significance in that it can contribute to the improvement of job satisfaction and to the preparation of policy alternatives to prevent turnover intention by examining job satisfaction and turnover intention through the sociodemographic characteristics and working environment of the employees at the Centers for Independent Living.