일 대학병원 간호사의 잔류의도 영향요인

조은정 ( Cho Eun Jung ),김상희 ( Kim Sang Hee ) 병원간호사회 2021 임상간호연구 Vol.27 No.3

Purpose: The purpose of this study was to explore professional self-concept, work environment, resilience and intention to stay for nurses in university hospitals, and to identify the relationship between these variables and factors that influence intention to stay. We aimed to provide basic data to develop measures for increasing intention to stay. Methods: This study used a descriptive design, the subjects were nurses who worked for more than 1 year at a university hospital with 744 beds, located in city C. Data were collected using a structured questionnaire from 120 nurses. The data collection period were from September 15 to 30, 2020. The data were analysed using the SPSS/WIN 25.0 program. Results: There was a positive correlation between the subject's intention to stay and the professional self-concept (r=.57, p<.001), the nursing working environment (r=.29, p=.002), and resilience (r=.50, p<.001). Significant factors influencing the subject's intention to stay was the sense of satisfaction (β=.40, p<.001), a sub-factor of professional self-concept, indicating the higher the satisfaction level, the higher the intention to stay. The regression model explained 45.0% of the variance of the outcome variable (F=9.64, p<.001). Conclusion: Sense of satisfaction was identified as a factor impacting the intention to stay. Therefore, it is necessary to develop and to apply intervention programs to improve the satisfaction of the professional self-concept in order to increase the nurses’ intention to stay.

호텔종사자가 지각한 조직문화가 잔류의도 및 이직의도에 미치는 영향관계연구

유종우(You, Jong-Woo),이희찬(Lee, Hee-Chan) 대한관광경영학회 2017 觀光硏究 Vol.32 No.6

This study was conducted targeting hotel employees, analyzing the influence organizational culture has over the willingness to stay intention and turnover intention, utilizing hierarchical analysis, prove the moderating effect on type of hotel management in the primary purpose. TO analyze the details from the above-mentioned research, we made our way to 11 five-stars hotels in seoul and survey the actual hotel employees. A total of 302employees gave valid answers for us to apply the empirical analysis method and prove the subject for inquiry. The result is as follows: First, the effects of organizational culture on the stay intention and turnover intention showed that the relationship-orientation culture, hierarchy-orientation culture and customer-orientation culture had significant effects on the stay intention and turnover intention. Second, the influence the moderating effects from the different types of hotel management has on the connection among the perception of organization culture, stay intention and turnover intention showed that the subordinate factor organizational culture factor, customer-orientation culture factor and the stay intention factor showed an influential moderating effects, the hierarchy-orientation culture and customer-orientation culture also showed influence on the turnover intention factor. The study suggested the introduction of institutional system which enables an open communication to increase Stay Intention and decrease Turnover Intention by financial support and assigning a department and a task considering duty compatibility. 본 연구는 호텔기업의 직원들을 대상으로 호텔기업 조직문화가 잔류의도와 이직의도에 미치는 영향관계를 분석하고, 호텔경영형태별(독립/체인) 조절효과를 위계적 회귀분석을 사용하여 실증적 검증을 목적으로 수행하였다. 위의 연구내용을 분석하기 위하여 서울지역 소재 11개 특 1급 호텔에 근무하는 종사원을 대상으로 설문조사를 시행하여 302명을 유효 표본으로 자료를 분석하였으며 실증분석을 통해 본 연구에서 제시한 연구문제를 검증한 결과는 다음과 같다. 첫째, 조직문화가 잔류의도 및 이직의도에 미치는 영향에 관해서 살펴본 결과, 조직문화의 하위요인 중 관계지향문화는 잔류의도에 정(+), 이직의도에 부(-)의 영향을 미치고 위계지향문화와 고객지향문화는 잔류의도에 부(-), 이직의도에 정(+)의 유의한 영향을 미치는 것으로 나타났다. 둘째, 조직문화 지각과 잔류의도 및 이직의도의 관계에서 호텔경영형태별 조절효과를 살펴본 결과 조직문화의 하위요인 중 고객지향문화지각은 잔류의도간의 관계를 조절하고 위계지향문화지각과 고객지향문화지각은 이직의도간의 관계에서 유의한 영향을 보이는 것으로 나타났다. 이 연구결과를 통해 잔류의도를 높이고 이직의도를 낮추기 위해서는 직원 사기진작을 위한 경제적 지원, 직무적합성을 고려한 부서와 직무 배정과 더불어 개방적 의사소통을 할 수 있는 제도적 시스템도입의 필요함을 제언하였다.

조직지원인식이 잔류의도에 미치는 영향 : 직무만족과 직무몰입의 이중매개효과를 중심으로

고경덕,장수덕 한국인적자원개발학회 2023 인적자원개발연구 Vol.26 No.3

본 연구는 공군 조종사의 복무의욕 증진을 위해 공군 차원의 각종 지원에 대한 공군 조종사의조직지원인식이 잔류의도에 미치는 영향과 직무만족과 직무몰입의 매개효과를 살펴보고자 하였다. 이를 검증하기 위해 조직지원인식은 잔류의도에 긍정적인 영향을 미치며, 직무만족과 직무몰입은 이중매개효과를 가질 것이라는 가설을 세웠다. 공군 조종사 298명을 표본으로 SPSS와AMOS 프로그램을 통해 분석한 결과, 다음과 같은 결론을 얻을 수 있었다. 첫째, 조직지원인식은 잔류의도에 유의한 긍정적 영향을 미치는 것으로 나타났으며, 직무만족에도 유의한 긍정적영향을 확인하였다. 다만, 직무몰입에는 유의한 효과가 나타나지 않았다. 둘째, 조직지원인식과잔류의도의 관계에서 직무만족은 긍정적 매개효과를 갖는 것으로 나타났으나, 직무몰입은 유의한 효과가 나타나지 않았다. 셋째, 조직지원인식과 잔류의도의 관계에서 직무만족과 직무몰입은연속매개효과가 입증되었다. 이러한 결과는 조직차원의 지원에 대한 인식이 공군 조종사의 잔류의도에 긍정적으로 기여할 수 있으며, 그 과정에서 직무만족과 직무몰입은 잔류의도에 유의한이중매개효과가 있음을 시사하는 것이라 할 수 있다. This study aimed to investigate the impact of Air Force pilots' perceptions of organizational support on their intention to stay, focusing on the mediating effects of job satisfaction and job involvement, in order to enhance the service motivation of air force pilots. In order to verify this, it was hypothesized that perceived organizational support would positively influence pilots' intention to stay, while also examining the dual mediating effects of job satisfaction and job involvement. As a result of analyzing 298 Air Force pilots through the SPSS and AMOS programs, yielding significant findings. Firstly, the results indicated a significant and positive impact of perceived organizational support on pilots' intention to stay and a significant positive effect on job satisfaction was confirmed. However, job involvement did not have a significant effect. Secondly, the mediating effects of job satisfaction were observed to positively influence the intention to stay, but job involvement did not have a significant effect. Thirdly, in the relationship between perceived organizational support and intention to stay, job satisfaction and job involvement proved to have a continuous mediating effect. These findings highlight the pivotal role of perceiving organizational support in fostering pilots' intention to stay and underscore the importance of job satisfaction and job involvement as significant dual mediators in the process of pilot retention within the organization.

자아일치성이 추천의도에 미치는 영향에 있어서 항공사 브랜드애착, 거래지속의도, 자아효능감의 역할

신용선 ( Yong Sun Shin ),김문섭 ( Moon Seop Kim ) 한국항공경영학회 2018 한국항공경영학회지 Vol.16 No.5

제품수명 주기 상 성숙기에 해당하는 항공서비스 산업에서 기능적 차별화가 쉽지 않다. 항공사들에게 브랜드 차별화를 통한 기존고객 유지와 신규고객 유치가 요구된다. 본 연구는 항공사들이 이러한 요구를 충족시킬 수단으로 자아일치성에 기반을 둔 브랜드 관리를 제안하고자 하였다. 즉 자아일치성이 기존고객의 거래지속의도 및 추천의도에 미치는 영향을 살펴보고자 하였다. 또한 선호도보다 한 차원 높은 수준의 소비자-브랜드 관계인 브랜드애착에 주목하여 자아일치성이 브랜드애착을 통해 추천의도에 미치는 영향의 기제를 파악하고자 하였다. 더 나아가 자아일치성이 브랜드애착에 미치는 영향에 있어서 자아효능감의 조절효과를 실증하고자 하였다. 항공서비스를 이용한 경험이 있는 고객을 대상으로 실증 분석한 결과, 자아일치성은 브랜드애착과 거래지속의도에 정(+)의 영향을 미치고 브랜드애착과 거래지속의도는 추천의도에 정(+)의 영향을 미쳤으며 자아일치성이 브랜드애착에 미치는 영향을 자아효능감이 조절하였다. 이러한 연구결과는 자아일치성이 브랜드애착과 거래지속의도 각각을 통해 추천의도에 정(+)의 영향을 미치는 기제를 밝혔다는 점에서 학문적 의의가 있다. 또한 자아일치성과 브랜드애착의 관계에 있어서 자아효능감의 조절 역할을 실증함으로써 자아일치성, 브랜드애착, 자아효능감에 대한 연구를 풍부하게 하였다는 점에서 학문적 의의가 있다. 더 나아가 기존고객을 유지하고 신규고객을 유치하기 원하는 항공사들에게 브랜드와 소비자의 자아일치성, 브랜드에 대한 소비자의 애착을 비롯한 브랜드 관리 전략의 필요성을 제시한다는 점에서 실무적 의의가 있다. Aviation service industry have reached at the maturity stage of product life cycle. Therefore, in order to retain current customers and attract potential customers, it is required for airlines to select brand differentiation strategy rather than functional differentiation strategy. This research aimed to suggest a self congruity as a way to fulfill this requirement. Specifically, this research intended to investigate the influence of self congruity on intention to recommend via brand attachment and the influence of self congruity on the intention to recommend via intention to stay. In addition, current study examined the moderating role of self-efficacy between self congruity and brand attachment. Empirical results showed that self congruity had a positive influence on brand attachment and the intention to stay. And brand attachment and the intention to stay had a positive influence on the intention to recommend. Additionally, self-efficacy moderated the influence of self congruity on brand attachment. This study contributes to the aviation service literature by verifying the mechanism of the influence of self congruity on the intention to recommend. Moreover, current research enriches the aviation service literature by introducing and investigating the moderating role of self-efficacy between self congruity and brand attachment. In addition, this research contributes managerially to airlines by suggesting self congruity, brand attachment and self-efficacy as ways to retain current customers and attract potential customers.

치과위생사의 직무만족이 이직의도와 근속의사에 미치는 영향

박지현,조영식 한국치위생학회 2020 한국치위생학회지 Vol.20 No.1

Objectives: This study was conducted to investigate the effects of dental hygienists' job satisfaction on turnover intention and intention to stay. Methods: A survey was conducted targeting 273 dental hygienists in dental clinics. The study data were u analyzed using PASW Statistics 20.0 Results: The level of job satisfaction of dental hygienists was 3.30±0.50, and the highest ranked item in the survey was ʻI am satisfied with my relationships with patients’ 3.72±0.73. Job satisfaction according to general characteristics showed significant differences in age, marriage, education, career, current work experience, position, and schedule for future turnover. The turnover intention according to general characteristics showed significant difference in age and schedule for future turnover. The intention to stay according to general characteristics showed significant differences in age, marriage, education, career, current work experience, number of dentists, number of dental hygienists, and schedule for future turnover. The factors affecting turnover intention were schedule for future turnover, income, co-worker relation and professional time, while those affecting intention to stay were overall professional satisfaction, co-worker relation, schedule for future turnover, professional time, income, number of dental hygienists, patient relations and current work experience. Conclusions: Job satisfaction factors that had a common effect on turnover intention and intention to stay were schedule for future turnover, income, co-worker relation and professional time. To reduce turnover and encourage longevity, adequate pay and positive interpersonal relationships are necessary.

중소기업 종사 MZ세대의 조직공정성인식이 재직의도에 미치는 영향: 경력동기의 매개효과와 일의 의미의 조절된 매개효과

지근영,오상진 한국경영컨설팅학회 2024 경영컨설팅연구 Vol.24 No.3

중소기업은 국가 경제 발전의 중요한 역할을 담당하고 있다. 이런 중소기업 경영에 있어 가장 큰 어려움은 직원의 채용과 장기 재직 유도와 같은 인력관리 문제이다. 특히 중소기업 내 핵심계층으로 자리 잡고 있는 MZ세대 종사자들은 다른 세대보다 공정에 민감하며, 이는 이들 세대에게 이직과 재직의 중요한 판단 근거로 인식되고 있다. 따라서 본 연구는 중소기업에 종사하는 MZ세대 직원 300명을 대상으로 그들이 느끼는 조직공정인식이 재직의도와 어떠한 영향관계가 있는지를 탐색하고, 더불어 경력동기의 매개효과와 일의 의미의 조절된 매개효과를 검증하는 것을 목적으로 하였다. 연구 결과는 첫째, 중소기업 MZ세대 종사자들의 조직공정인식은 그들의 재직의도와 정(+)적으로 관계가 있는 것으로 나타났다. 둘째, 중소기업 MZ세대 종사자들의 조직공정성인식은 경력동기에 정(+)적으로 유의한 영향을 미치는 것으로 확인되었다. 셋째, 중소기업 MZ세대 종사자들의 경력동기는 그들의 재직의도에 정(+)적으로 유의한 영향을 미치는 것으로 확인되며, 경력동기는 그들의 조직공정성인식과 재직의도 관계에서 매개효과를 가지는 것으로 확인되었다. 마지막으로 중소기업 MZ세대 종사자의 일의 의미는 그들이 인식하는 조직공정성과 재직의도 사이에 정(+)의 조절효과를 보였으며, 경력동기는 조직 구성원의 조직공정성인식과 재직의도 간에 50% 이상의 일의 의미 수준에서 조절된 매개효과를 나타내었다. 본 연구를 통해서 조직공정성인식과 경력동기는 중소기업 MZ세대 종사자들의 재직의도를 높이는 요소임을 규명하였다. 또한 일의 의미는 조직공정성인식과 경력동기의 관계를 조절하고, 재직의도와의 관계에서도 일의 의미는 영향을 미치는 것으로 판명되었다. 따라서, 본 연구에서는 중소기업에 종사하는 MZ세대의 특성을 이해하고 이를 바탕으로 그들의 장기 재직 유도를 위한 제도적 차원의 시사점을 제공하였다는 것에 의의가 있다. 또한, 중소기업의 특성상 한 사람이 HR 업무만을 담당할 수 없는 상황을 고려하여 MZ세대 종사자들이 성장의 비전을 가질 수 있도록 공공기관 연수원이나 정부의 제도를 활용하여 인재를 체계적으로 양성할 수 있도록 실무적 방법론과 시사점을 제공하였다. The biggest difficulty in managing small and medium-sized businesses, which play an important role in national economic development, is human resource management, such as recruiting employees and encouraging long-term employment. In particular, employees of the MZ generation, who are positioned as the core class within small and medium-sized businesses, are more sensitive to fairness and fairness than other generations, and this is recognized as an important basis for decision-making for this generation when it comes to changing jobs and staying employed. Therefore, this study targets 300 MZ generation employees working in small and medium-sized businesses to explore the relationship between their perception of organizational process and their intention to stay, and to examine the mediating effect of career motivation and the moderated mediating effect of the meaning of work. The purpose was to verify. The research results showed that, firstly, the organizational process awareness of MZ generation employees in small and medium-sized enterprises was positively related to their intention to remain employed. Second, it was confirmed that the perception of organizational fairness among MZ generation employees in small and medium-sized enterprises had a significant positive effect on their career motivation. Third, the career motivation of MZ generation employees in small and medium-sized businesses was confirmed to have a significant positive effect on their intention to stay at work, and career motivation was confirmed to have a mediating effect in the relationship between their perception of organizational fairness and their intention to stay at work. . Lastly, the meaning of work for employees of the MZ generation in small and medium-sized businesses showed a positive moderating effect between their perceived organizational fairness and their intention to stay, and career motivation accounted for more than 50% of the difference between the organization members' perception of organizational fairness and their intention to stay. It showed a mediating effect moderated at the level of meaning of work. Through this study, it was found that organizational fairness awareness and career motivation are factors that increase the intention to remain employed among MZ generation employees in small and medium-sized businesses. In addition, it was found that the meaning of work moderates the relationship between perceptions of organizational fairness and career motivation, and also influences the relationship with intention to stay at work. Therefore, the significance of this study is that it understands the characteristics of the MZ generation working in small and medium-sized businesses and, based on this, provides implications at the institutional level for encouraging their long-term employment. In addition, considering the situation in which one person cannot be solely responsible for HR work due to the nature of small and medium-sized businesses, a practical methodology is provided to systematically cultivate talent by utilizing public institution training centers or government systems so that MZ generation workers can have a vision for growth. and implications were provided.

임상 간호사의 직무착근도, 전문직 자아개념, 일과 삶의 균형이 재직의도에 미치는 영향

최애리,황지인 간호행정학회 2023 간호행정학회지 Vol.29 No.4

연구목적: 본 연구의 목적은 임상 간호사의 직무착근도, 전문직 자아개념, 일과 삶의 균형이 재직의도에 미치는 영향을 파악하는 것이다. 연구방법: 본 연구는 횡단적 서술조사연구로, 서울시 소재의 일개 대학병원에 근무하는 간호사 296명을 대상으로 설문지를 이용하여 2022년 7월 27일부터 8월 2일까지 자료를 수집하였다. 수집된 설문 자료는 t-test, one-way ANOVA, Pearson’s correlation coefficients, multiple regression으로 분석하였다. 연구결과: 재직의도는 8점 만점에 평균 4.92±1.05점이었고, 직무착근도는 5점 만점에 평균 2.91±0.48점, 전문직 자아개념은 4점 만점에 평균 2.61±0.28점, 일과 삶의 균형은 5점 만점에 평균 3.10±0.71점이었다. 직무착근도(β=.17, p=.002)와 전문직 자아개념(β=.42, p<.001)이 임상간호사의 재직의도에 유의한 영향을 미쳤다. 구체적으로 살펴보면, 직무착근도의 지역적합성(β=.16, p=.003)과 전문직 자아개념의 만족감(β=.58, p<.001)의 하부요인이 간호사들의 재직의도에 유의한 영향을 미치는 요인이었다. 반면 일과 삶의 균형은 재직의도와 유의한 관계가 없었다. 결론: 임상 간호사들의 직무착근도와 전문직 자아개념이 재직의도와 유의한 관계가 있었다. 따라서 임상 간호사들의 재직의도를 높이기 위해서 조직 외적인 지역사회의 유대감을 위한 지원과 전문직으로서의 만족감을 높이는 것이 필요할 것이다. Purpose: This study aimed to assess the influence of job embeddedness, professional self-concept, and work-life balance on clinical nurses’ workplace retention intention. Methods: A descriptive cross-sectional survey was conducted from July 27 to August 2, 2022, involving 296 nurses at a university hospital in Seoul. The questionnaire-based data collected were analyzed using t-tests, one-way ANOVA, Pearson's correlation coefficients, and multiple regression. Results: The mean score for intention to stay is 4.92±1.05 out of 8. The mean scores for job embeddedness, professional self-concept, and work-life balance were 2.91±0.48 out of 5, 2.61±0.28 out of 4, and 3.10±0.71 out of 5, respectively. Job embeddedness (β=.17, p=.002) and professional self-concept (β=.42, p<.001) were significantly associated with clinical nurses’ intention to stay in their workplace. Specifically, the “community suitability” subfactor of job embeddedness (β=.16, p=.003) and the “satisfaction” subfactor of professional self-concept (β=.58, p<.001) were significantly related to nurses’ intention to stay. No significant relationship was found between work-life balance and intention to stay. Conclusion: Nurses’ job embeddedness and professional self-concept significantly affected their intention to stay. Therefore, fostering community bonding outside the organization and increasing professional satisfaction are suggested to increase clinical nurses’ intentions to stay.

보육교사의 조직문화와 잔류의도의 관계에서 조직몰입의 매개효과

이지영 ( Lee Ji Young ),이유나 ( Lee Yu Na ) 한국유아교육학회 2020 유아교육연구 Vol.40 No.4

본 연구는 보육교사의 조직문화, 조직몰입, 잔류의도의 관계를 밝히고, 조직문화와 조직몰입의 관계에서 잔류의도의 매개효과를 검증하는 데 목적이 있다. 본 연구를 위해 서울과 경기도에서 근무하고 있는 보육교사 235명을 연구대상으로 하였다. 본 연구의 분석결과는 다음과 같다. 첫째, 보육교사의 조직문화, 조직몰입, 잔류의도 간에 유의한 상관관계가 있는 것으로 나타났다. 둘째, 보육교사의 조직문화와 조직몰입은 잔류의도에 유의미한 영향을 미치는 것으로 나타났으며, 조직문화와 잔류의도의 관계에서 조직몰입에 매개효과가 있는 것으로 나타났다. 구체적으로는 관계문화와 잔류의도의 관계에서 조직몰입의 매개효과가 나타났으며, 개발문화와 잔류의도의 관계에서 조직몰입의 매개효과가 나타났다. 이러한 결과는 보육교사의 잔류의도를 높이기 위한 방안을 모색하기 위한 구체적인 해결방안을 제시하는 데 도움이 될 것이다. The purpose of this study is to clarify the relationship between the organizational culture, organizational commitment and childcare teachers’ intention to stay. The mediating effect of organizational commitment was examined in the relationship between organizational culture and childcare teachers’ intention to stay. The participants of this study were 235 childcare teachers working in childcare centers located in Gyeonggi-do. The results of this study are as follows. First, there was a significant correlation between the organizational culture, organizational commitment, and childcare teachers’ intention to stay. Second, the organizational culture and organizational commitment of childcare teachers were found to have a significant effect on childcare teachers’ intention to stay. Third, there was a mediating effect of organizational commitment on the relationship between organizational culture and childcare teachers’ intention to stay. The results of this study are significant as they may contribute toward finding ways to increase the childcare teachers’ intention to stay.

The Mediating Role of Perceived Organizational Support on the Relationship between Pay and Intention to Stay

Md Lazim Bin Mohd Zin KINFORMS 2017 Management Review Vol.12 No.1

In this study, pay is examined to understand it influences on employee retention, especially among IT employees in organization. The study also examines the mediating role of perceived organizational support on the relationship between pay and intention to stay. This study adopts quantitative approach to investigate the relationship between pay and intention to stay, and mediating role of perceived organizational support on this relationship. Toward this objective, a total of 832 questionnaires were mailed to a representative of the organization. A total of 220 questionnaires were returned, and only 178 were usable for further analysis, representing a response rate of 21.39%. Results from 178 participants indicate that salary and bonus were related to intention to stay. While perceived organizational support was found to partially mediate the relationships between salary and intention to stay, and fully mediate the relationship between bonus and intention to stay. This finding shows that pay and organizational support are crucial factors for encouraging employees to stay in organization. Thus, best practice of pay management must be implemented, and this practice will shows high level of organization support to employees’ need and wellbeing. Consequently, employee retention can be managed efficiently.

한옥스테이 체험이 만족과 재방문 의도에 미치는 영향

이정원 한국호텔리조트학회 2022 호텔리조트연구 Vol.21 No.6

This study aims to investigate the effect of Hanok stay experience on satisfaction and revisit intention for tourists who have experienced Hanok stay. Data were collected from 175 respondents who had experience of Hanok stay. The survey period was conducted for about 4 weeks from the beginning of September 2022. Analysis of the collected data was performed using SPSS. The analysis results are as follows. First, it was found that the experience of Hanok stay had a significant effect on satisfaction. Second, it was found that the experience of Hanok stay had a significant effect on revisit intention. Third, satisfaction with Hanok stay was found to have a significant effect on revisit intention. Through these research results, implications for the activation of Hanok stay were suggested.