직원 이직률과 기업성과의 관계: 고성과자 이직률의 조절효과

권기욱 대한경영학회 2019 大韓經營學會誌 Vol.32 No.2

Scholars have investigated the relationship between employee turnover rate and firm performance, building upon theoretical perspectives such as social capital theory, human capital theory, cost-benefit approach, and learning curve theory. Extant studies argue that this relationship is either linear negative, attenuated negative, or inverted U-shape. Accumulating evidence show that the relationship between employee turnover rate and firm performance is not yet conclusive, although the relationship is in general negatively related. A few recent studies examined either the mediation mechanism through which employee turnover influence firm performance or the role of contextual variables that could influence the relationship between employee turnover rate and firm performance relationship. As results, the existing research help us better understanding how the relationship is related and what variables could influence this relationship. However, there are a few limitations on this relationship. In particular, although the majority of studies have argued the moderating roles of high performer turnover rate in this relationship, no studies have explicitly examined its effect. This study investigates the moderation effects of high performer turnover rate on the relationship between overall employee turnover rate and firm performance at the firm level. This study, at first, conducts literature survey on the diverse theoretical perspectives on the relationship between overall employee turnover rate and firm performance. Second, this study explores three different perspectives on this relationship(linear negative, attenuated negative, inverted U-shape) and develops hypotheses on the moderating roles of high performer turnover rate. Utilizing a hierarchical ordinary least square regression method, this study tests research hypotheses using the data collected by a research institute in South Korea. The results of this study show that overall employee turnover and firm performance relationship is linear negative and this negative relationship is moderated by high performer turnover rate. Figure 1. below graphically illustrates the moderation effects of high performer turnover rate in a way that the negative relationship between overall employee turnover rate and firm performance is stronger when a high performer turnover rate is high. The current results of this study provide theoretical implications and contribute to better understanding the complicated relationship on the relationship between employee turnover rate and firm performance. In addition, this study offers practical implications to managers who have striven to create values by strategically managing employee retention and turnover. 기업의 지속적인 성장과 발전을 위해 인적자원관리의 중요성이 점증하고 있으며, 이에 따라 직원이직률과기업성과의 관계에 대한 관심이 증가하고 있다. 현재까지의 연구들은, 첫째 직원이직률과 기업성과의 직접적인관계와 관련되어 다양한 이론을 바탕으로 부정적인 선형관계, 역-U자형 관계, 점진적인 부정적 관계를 따른다는 다양한 주장을 하고 있다. 둘째, 몇몇 연구들은 직원의 이직률과 기업성과의 관계를 조절할 수 있는 조직상황변수들에 대하여 살펴보았으며, 고성과 작업시스템의 활용과 인적자본에 대한 투자 등이 조절변수의 역할을수행한다는 것을 발견하였다. 셋째, 몇몇 연구들은 직원의 이직률과 기업성과의 관계에 있어 이직률의 양(quantity)도 중요하지만 이직한 직원의 질(quality)이 중요한 영향을 미친다는 것을 주장하고 있다. 현재까지의연구들은 직원의 이직률과 기업성과의 관계를 이해하는데 유용한 정보를 제공하고 있다. 하지만, 지속적으로중요성이 제기되고 있는 이직한 직원의 질이 직원의 이직률과 기업성과의 관계에 어떠한 영향을 미치는지에대해서는 연구가 부족한 상황이다. 본 연구는 기업수준에서 전체직원의 자발적 이직률과 기업성과의 관계에 있어 고성과자의 자발적 이직률의조절효과를 살펴보고자 하였다. 이를 위하여 본 연구는 첫째, 직원의 자발적 이직률과 기업성과의 관계와관련된 연구에 있어 다양한 이론적 관점과 실증연구를 고찰하고자 하였다. 둘째, 전체직원의 이직률과 기업성과의 관계와 관련된 3가지 관점인 부정적 선형관계, 점진적 부정적 관계, 역 U자형 관계를 살펴보고 전체직원의이직률과 기업성과의 관계에 있어 고성과자 이직률의 조절역할을 살펴보았다. 본 연구의 실증적 가설검정결과는 전체직원의 이직률과 기업성과의 간계는 부정적 선형관계를 따르며 이러한 부정적 선형관계는 고성과자의 이직률에 의해 조절된다는 것을 보여준다. 본 연구의 결과를 바탕으로 직원이직률과 기업성과의 관계와관련된 이론적 시사점을 제공하고자 하였다. 본 연구는 직원이직률과 기업성과의 관계와 관련된 복잡성과이러한 관계를 보다 잘 이해하는데 공헌한다. 또한, 본 연구는 직원이직률의 효과적인 관리를 통해 지속적인가치창출을 위해 노력하는 기업에 실무적인 시사점을 제공한다.

기업수준 직원이직률의 사회적 역동성 : 과거 이직률, 조직몰입 및 기업성과의 관계

권기욱 ( Kiwook Kwon ),옥지호 ( Chiho Ok ) 한국생산성학회 2021 生産性論集 Vol.35 No.1

This study investigates the process of relationship among past employee voluntary turnover rates, future employee voluntary turnover rates, and firm performance. In addition, we considered the remaining employees' organizational commitment as contextual factors (boundary condition) between past (t-1) and present (t) employee voluntary turnover rates. Although the roles and relationships of diverse factors regarding employee turnover at organizational level have been identified in the literature, few attempts have been made to address the relationship of turnover at two different points (e.g. past and present) in time. By noting on the social dynamics and turnover contagion model, we attempted to fill the research gap and shed light on the understanding of the socially dynamic nature of employee turnover. For empirical analysis, we utilized the Human Capital Enterprise Panel Survey and chose 1,239 observations and 469 companies from 2007 to 2017. By doing so, we conducted panel analysis using random-effects modeling based on year-lagged design. The results show that, first, there is a positive causal relationship between past turnover rate (t-1) and present turnover rate (t), supporting the contagion effect. Second, the present turnover rate (t) mediates the relationship between past turnover rate (t-1) and future firm performance (t+1). Third, organization-level organizational commitment, derived by summing up responses from multiple employees, moderates the relationship between past turnover rate (t-1) and present turnover rate (t) such that the positive relationship (contagion effect) is stronger when organizational commitment is low rather than high. Based on the results, we provided theoretical and practical implications which could help organizations enhance their productivity and effectiveness.

신용등급하락이 판관비 비율과 자산 효율성에 미치는 영향

박진하,심호식 한국공인회계사회 2017 회계·세무와 감사 연구 Vol.59 No.4

This study investigates the impact of credit rating downgrades on SG&A ratio and the asset efficiency of a company. Corporate bond issues are subject to have at least two ratings by the credit rating agencies. For the financial market participants, credit ratings appear to have substantial importance (Boot et al. 2006). First, the credit rating agencies may perform an implicit monitoring role. Typically, a credit rating agencies issue credit outlook or credit watch reviews before an immediate credit rating change when there is an event that may affect the credit rating of the company. Boot et al.(2006) argue that this monitoring process makes the company to exert an effort to improve the situation. Second, credit rating agencies influence investors' investment decisions since a credit rating reflects a firm’s credit risks. This condition strengthens the implicit contract between the credit rating agencies and the firm. However, the literature also casts doubt on the importance of credit ratings. The disagreements arise from the question whether credit rating have a real informational content, since credit rating agencies do not directly invest a capital, but they just disclose ratings. This study extends the prior studies on this issue by examining the impact of credit rating downgrades on SG&A ratio and asset turnover ratio. We focus on these measures because, first, the financial ratios are the main determinants of the credit rating. Second, among the financial ratios, SG&A ratio and asset turnover ratio are factors which reflect management decision-making in relation to resource adjustment and investment. Thus, if credit downgrade encourages managers to improve the company’s financial condition, then the recovery effort will be reflected in those financial ratios. Based on this argument, this paper tests the following hypotheses: (1) Companies that experience a credit rating downgrades reduce their SG&A ratio, (2) Companies experiencing a credit rating downgrades increase asset turnover ratio. This study analyzes the sample of listed companies in KRX from 2000 to 2014. Credit rating data are obtained from Korea Investors Service (KIS), a nation’s first licensed credit rating agency. KIS became an affiliate of Moody’s Investors Service in December 2001. Financial data, ownership data, and analyst data are obtained from FnGuide’s DataGuide5. Through the sample selection process, 1,309 firm-year observations are finally left. The results of the empirical analysis are as follows. First, the decline in the credit ratings shows a significant negative correlation with the SG&A ratio and a positive correlation with the change in the asset turnover ratio. These results can be interpreted as the fact that companies with a credit rating downgrade attempt to recover their credit ratings, by reducing discretionary costs, and operating their assets efficiently to increase sales. Second, this relationship is strongest in companies with the BBB group, which is the boundary between the investment grade and the speculative grade, suggesting that companies which face the largest cost burden in a period of falling credit rating may put more efforts to recover from downgrades. In addition, as a result of analyzing the sample by the ratio of SG&A expenses in prior period, this study finds that the improvement in the SG&A ratio due to the downgrade of the credit rating is more pronounced in higher SG&A sample, which seems to be related to larger agency costs. The results in this study implicate that there is an implicit monitoring role of the credit rating company, and that it is actually affecting the strategy of the company. This finding provides useful implications for various stakeholder groups such as academics, practitioners, investors and supervisory agencies. 본 연구는 신용등급하락이 기업의 판관비 비율과 자산 효율성에 미치는 영향을 분석하였다. 2000년부터 2014년까지의 유가증권시장 상장기업 자료를 이용한 실증분석 결과는 다음과 같다. 첫째, 전기의 신용등급하락은 당기의 판관비 비율 변화와 유의한 음(-)의 상관관계를 보였고, 당기 총자산회전율의 변화와는 유의하게 양(+)의 상관관계를 나타냈다. 이러한 결과는 신용등급이 하락한 회사의 경우 신용등급을 회복하기 하여 재량적 비용은 감소시키고, 자산을 효율적으로 운영하여 매출을 증대하려는 노력을 기울인다는 것으로 해석할 수 있다. 둘째, 이러한 관계는 투자등급과 투기등급의 경계인 신용등급 BBB그룹에서 가장 강하게 나타나, 신용등급이 하락할 경우 부담해야 할 원가(cost)가 가장 큰 기업이 특히 더 신용회복을 위해 노력하고 있음을 시사한다. 한편 판관비의 경우 절감하는 것이 효율성 증진 측면에서 기업에 유리한 반면, 미래의 기업가치 증진을 위해 요구되는 부분도 있다. 따라서 맥락에 따라 신용등급하락에 대한 판관비 조정 행태에 차이가 있을 수 있다. 이를 고려하여 표본을 전기의 판관비 비율로 구분하여 분석한 결과, 신용등급하락에 따른 판관비 비율 개선효과는 전기의 판관비 비율이 높은 그룹에서만 유의하게 나타났다. 본 연구를 통해 신용평가회사의 암묵적인 모니터링 역할이 존재하고, 실제로 기업의 전략에 영향을 미치고 있음을 살펴볼 수 있었으며, 이러한 발견은 학계뿐만 아니라 실무계, 투자자 및 감독기관 등 여러 이해관계자 집단에도 유용한 시사점을 제공할 수 있을 것으로 기대한다.

시장성과가 경영자교체에 미치는 영향

이해영,신범철,신지숙 한국기업경영학회 2015 기업경영연구 Vol.22 No.2

There have been voluminous prior studies which have analyzed the corporate accounting performance as a major factor of CEO turnover, but there are lacks of the studies on the effect of corporate market performance on CEO turnover in Korea. This study empirically analyzes the effect of CEO turnover on corporate market performance in Korea Stock Market. The corporate market performance is measured by the annual rate of return and market value to book value ratio. This paper uses unbalanced panel data for listed companies in the Korea Stock Exchange, both KOSPI and KOSDAQ markets over the period from 2000 to 2012. Unlike previous studies, this study employs the 2 Stage RE(random-effect) panel probit model to control for endogeneity of market and market performance variables. The major empirical results are as follows. First, a decrease in the annual rate of return and market value to book value ratio is found to lead to an increase in the CEO turnover probability significantly. This implies that the higher the market performance are the less the CEO turnover probability. Second, an increase in the equity ratio of the foreign investors is found to lead to a decrease in the CEO turnover probability significantly. But an increase in the equity ratio of the largest shareholder is not found to lead to a decrease in the CEO turnover probability significantly. Third, both the sales growth rate and stock return volatility are significantly negatively related to the probability of the CEO turnover, but the debt ratio is not. This results means that the more growth firm and the larger risk firm is the less the CEO turnover probability. Fourth, annual rate of return and market value to book value ratio are negatively associated with the CEO turnover probability in small and medium sized enterprises, whereas only annual rate of return is significantly associated in the large firms. In the large firms market to book value ratio are positively associated with the CEO turnover probability. Fifth, the increased market value to book value ratio over last year has a moderating effect of the lower CEO turnover probability in a relation between the MB ratio and the CEO turnover. But the increased annual rate of return over last year has no a moderating effect of it. Finally, the increased stock volatility over last year has no a moderating effect of the lower CEO turnover probability in a all sized firm. There are some caveats, however, in our study to be mentioned. The types of the CEO turnover, either voluntary or disciplinary, can differently affect firm performance. Furthermore, the effects of CEO turnover on corporate performance could be determined by the personal characteristics and the number of CEOs. In the future study, effects of a personal characteristics, the number of CEOs, and industry structure should be considered. Also, the integrated analysis on the accounting performance and market performance effect of CEO turnover will need to go on. 본 연구에서는 선행연구와는 달리, 불균형 패널자료와 시장성과의 내생성 문제를 고려한 2단계 임의효과 패널 프로빗 모형을 활용하여 기업의 시장성과가 경영자교체에 미치는 영향에 대해 분석하였다. 기업의 시장성과는 주식수익률과 MB비율로 측정하였으며, 표본은 2000년 1월부터 2012년 12월까지의 코스피시장과 코스닥시장에 상장된 금융업을 제외한 모든 기업을 분석대상으로 하였다. 실증분석결과, 첫째 시장성과인 주식수익률과 MB비율이 낮을수록 경영자교체확률이 유의하게 높아지는 것으로 나타났다. 둘째, 최대주주지분율은 경영자교체에 유의한 영향을 미치지 않으나, 외국인투자자지분율은 경영자교체에 유의한 음(-)의 영향을 미치는 것으로 분석되었다. 셋째, 매출액성장률과 주가변동성이 높을수록 경영자교체확률은 유의하게 높아지나, 부채비율은 비유의적인 것으로 나타났다. 넷째, 표본을 대기업과 중소기업으로 분류하여 재추정한 결과, 중소기업에서는 주식수익률과 MB비율이 높을수록 경영자교체 확률이 유의하게 낮아지는 것으로 나타났다. 그런데 대기업에서는 주식수익률이 높을수록 경영자교체 확률은 유의하게 낮아지나 MB비율은 높을수록 경영자교체확률도 유의하게 높아지는 것으로 분석되었다. 또한 대기업의 경우 소유구조 변수 중 외국인투자지분율만 경영교체에 유의하게 음(-)의 영향을 미치나 중소기업은 최대주주지분율과 외국인투자자지분율 모두 유의한 음(-)의 영향을 미치는 것으로 나타났다. 한편, 대기업은 부채비율이 높을수록, 중소기업은 주가변동성이 높을수록 경영자교체확률이 유의적으로 높아지는 것으로 분석되었다. 다섯째, 시장성과와 경영자교체와의 관계에 있어서 MB비율의 향상은 경영자교체 가능성을 더욱 낮춰주는 조절효과를 가지는 것으로 분석되었으나, 주식수익률의 향상은 주식수익률과 경영자교체간의 관계에 있어서 경영자교체 가능성을 조절하는데 영향을 미치지 못하는 것으로 분석되었다. 여섯째, 기업의 시장성과와 경영자교체간의 관계에 있어서 주가변동성, 즉 기업위험의 확대는 경영자교체 가능성을 조절하는데 유의한 영향을 미치지 않는 것으로 나타났다.

자발적 이직률과 거시경제변수 간 시계열적 관계

이우주,황진태 한국산업경제학회 2024 산업경제연구 Vol.37 No.1

본 연구는 자발적 이직률과 거시경제변수가 서로 어떠한 인과적 관계를 가지는지를 살펴보고자 벡터자기회귀(VAR)모형을 이용하여 분석하였다. 분석 결과, 자발적 이직률에 인플레이션과 국고채 5년 금리가 미치는 영향이 크게 나타났다. 특히, 국고채 5년 금리 충격 발생 시 자발적 이직률이 빠르게 하락하였다. 전산업생산지수와 명목임금은 자발적 이직을 증가시키는 것으로 나타났다. 자발적 이직이 거시경제변수에 미치는 영향과 관련하여 단기적으로 명목임금을 상승시키는 영향이 있었으며, 자발적 이직률이 명목임금 상승률에 대해 단기적으로 선행지표로서의 역할 가능성도 있었다. 또한 자발적 이직률은 명목임금 상승률과 인플레이션의 예측오차 분산에 대해서도 다른 거시경제변수에 비해 설명력 수준이 높은 편이었다. In this paper, we examine the causal relationship between the voluntary turnover rate and macroeconomic variables using a Vector Autoregression (VAR) model. The analysis shows a significant impact of inflation and the 5-year treasury bond rate on the voluntary turnover rate. Notably, there is a rapid decline in the voluntary turnover rate following a shock to the 5-year treasury bond rate. Both the industrial production index and nominal wages appear to increase voluntary turnover. Regarding the effects of voluntary turnover on macroeconomic variables, it is found that there is a short-run impact on raising nominal wages. Moreover, the voluntary turnover rate might act as a leading indicator for the growth rate of nominal wages in the short run. Additionally, the voluntary turnover rate explains a higher level of the forecast error variance in nominal wage growth rates and inflation, compared to the other macroeconomic variables.

수도권 기업체에 고용된 장애인의 직무능력과 임금수준이 이직률에 미치는 영향 - 근무환경을 매개로 -

주미연(Ju Miyeon),정명혜(Jung Myunghye) 한국지역사회학회 2021 지역사회연구 Vol.29 No.4

본 연구는 수도권 기업체 장애인 고용에서 직무능력과 임금수준이 이직률에 미치는 영향을 파악하고 이들 변수 사이에서 근무환경이 이직률에 매개효과가 있는지 살펴보본다. 이를 통해 기업체장애인 고용의 이직률을 파악하여 실천적인 시사점을 도출하는 것을 목적으로 한다. 연구는 2020년도 기업체장애인고용실태조사에서 작성된 2차 자료를 사용하였다. 연구 결과 장애인의 직무능력이 높을수록 이직률에 낮아지는 것으로 나타났다. 이는 본 연구의 가설과 반대 결과로 개인의 직무능력이 높을수록 이직률 높다는 것은 개인의 능숙도에 따라 직업을 이동하고 있는 것으로 보인다. 임금수준에서는 임금수준이 높을수록 이직률에 영향이 없는 변수로 나타났다. 근무환경의 매개효과를 보면 직무능력은 이직률에 부분매개효과 있었지만, 임금수준은 이직률에 완전매개효과로 작동하였다. 이에 따른 제언으로는 기업체에 맞는 직무능력을 강화하여 교육을 시킴으로써 이직율을 낮출 것이다. 직장에서 장애인의 적성과 육체적 적응을 위해서 개개인의 능력을 참조하여 교육과정들이 필요하다. 근무환경은 개인이 지각하는 구성원의 상호작용, 개인의 직무 등을 고려하여 장애인에게 맞는 근무환경 개선이 필요하다. 이와 더불어 장애인에게 맞는 근무환경을 개선하고 변화를 줌으로서 더욱 더 이직률이 낮아 질 것으로 사료된다. The purpose of this study is to determine the effect of job competency and wage level on the turnover rate in the employment of the disabled in companies in the metropolitan area, find out whether the working environment has a mediating effect on the turnover rate among these variables, and to draw policy implications by identifying the turnover rate of the employment of the disabled in enterprises. purpose was studied. For the research method, secondary data prepared in the 2020 survey on employment of the disabled in enterprises was used. As a result of the study, it was found that the higher the job ability of the disabled, the lower the turnover rate. Contrary to the hypothesis of this study, it was shown that the higher the individual"s job ability, the higher the turnover rate is, the higher the individual"s job change is according to the individual"s skill level. As for the wage level, it was found that the higher the wage level, the less influential the turnover rate. Looking at the mediating effect of the working environment, job competency had a partial mediating effect on the turnover rate, but the wage level had a fully mediating effect on the turnover rate. As a suggestion, we will lower the turnover rate by strengthening the job competency suitable for the company and providing education. For the aptitude and physical adaptation of the disabled at work, educational courses are needed with reference to individual abilities. It is necessary to improve the working environment suitable for the disabled in consideration of the interaction of members as perceived by the individual and the individual"s job. In addition, it is thought that the turnover rate will be lowered by improving and changing the working environment suitable for the disabled.

조직 내 여성비율과 가족친화제도가 남녀근로자의 이직률에 미치는 영향

김효선(Kim Hyo sun),이수연(Lee Su yeon) 한국인사관리학회 2017 조직과 인사관리연구 Vol.41 No.4

근로자의 이직은 근로자의 재교육 비용을 발생시키며 특히 여성의 경우 경력단절을 유발 시킨다는 점에서 중요한 이슈이다. 본 연구는 여성의 노동시장참여 증가에 따른 여성친화적인 조직환경의 변화가 근로자의 이직에 어떤 영향을 미치는지 살펴보고자 한다. 구체적으로 조직 단위에서 조직 내 여성 비율, 특히 여성 중간관리자 비율, 여성 상위관리자 비율이 남녀근로자의 이직률에 미치는 효과를 확인하고, 가족친화제도 도입과 활용, 초과근무시간이 남녀근로자의 이직률에 어떠한 영향을 미치는지 살펴보고자 하였다. 이를 위해 한국노동연구원의 사업체패널자료 중 2011년과 2013년 사업체 패널 자료를 분석에 활용하여 남녀근로자의 이직에 대한 검토를 하였다. 분석 방법은 위계적 회귀 분석을 적용하였다. 연구 결과, 여성 비율의 증가와 가족친화제도 및 초과근로시간은 여성 근로자의 이직률을 낮추지 못하는 것으로 확인되었다. 오히려 전체 여성 비율의 경우 여성비율이 증가할수록 여성 이직률이 증가하는 양상을 보였다. 남성이직률의 경우 여성중간관리자 비율, 여성 상위관리자 비율의 증가는 남성이직률을 모두 증가시키는 것으로 확인되었다. 가족친화 제도 도입은 여성이직률을 감소시키는 효과는 없었으나 남성 이직률을 감소시키는 것으로 나타났다. 마지막으로 초과근로시간과 이직률의 관계는 남성과 여성 모두에서 유의하지 않은 것으로 확인되었다. 이러한 분석결과는 향후의 여성비율과 가족친화정책에 관한 연구가 남성 및 여성근로자를 함께 고려하여야 할 필요가 있음을 시사한다. 연구의 결과 및 한계점은 논의에 제시하였다. Since the study of Kanter(1977), there has been an increased interest in how the proportion of female employees in the workplace shape their behavior and career advancement opportunities. In addition, the effects of women-friendly organizational climates on female employee turnover have been gaining attention. In this study, we examine the effect of female workforce participation ratio within organization on the turnover rate of female and male employees in the workplace. Moreover, we examine the introduction and implementation of family-friendly system and the impact of overtime on employee turnover rate. In order to carry out this study, we utilized the Korean Labor Institute’s Workplace panel data collected in 2011 and 2013. We applied hierarchical regression analysis. Our study showed that the increase in the proportion of women in the workplace did not result in higher turnover rates of women. Introducing family-friendly system and employee overtime also did not reduce female turnover rate. However, the proportion of women in managerial positions increased male turnover rates. Furthermore, the adoption of family-friendly system were found to reduce the turnover rate of men. Finally, the relationship between overtime and male turnover rate was not significant. The results suggests that family friendly system and proportion of women affect not just female employees, but also male employees, and that the effect of family friendly initiatives or gender equity initiatives should be examined for both male and female employee.

경영자특성과 인적자원관리가 성과에 미치는 효과

전순영 한국기업경영학회 2012 기업경영연구 Vol.19 No.2

This study conducts an empirical analysis for the direct effect of management's factors and the mediating effect of HRM practices to organizational performance using business data in the cases of small-sized business firms. Model was set by structural equations models (SEM) using AMOS (Analysis of Moment Structure) 18 and PASW (Predictive Analytics Soft Ware) Statistics 18 package program using business data for the 414 small-sized firms. Thus this research was designed to analyze how exogenous variables such as management's traits factors affect endogenous variables such as the HRM practices and performance, which is composed to turnover rate and sale per person of start-up firms. Many research studies focused on how management’s traits affect their organization’s performance have been conducted. The following hypotheses are developed based upon the previous research and the books on organizational performance including job satisfaction and organizational commitment. Data were extracted from objective one, and empirical analysis was conducted via AMOS. The hypotheses on the influence of management's traits and HRM practices to organizational performances are as follows:Hypothesis 1. Management’s leadership traits factors affect HRM practices. Hypothesis 2. HRM practices have an effect on organizational performance. Hypothesis 3. Management’s trust factors exert influence on organizational performance and financial performance. Hypothesis 4. Turnover rate have a negative influence to sales per person. The conclusion from the analysis through setting up a hypothesis is as follows: First, this study confirms that management’s leadership variable out of management’s traits factors has a direct influence on the HRM practices, especially recruitment, training development, performance evaluation, reward management, and career development. Therefore, management’s leadership variable was adopted as the variable influencing on the HRM practices. As a result of the empirical analysis, the effect on the management’s leadership traits to HRM practices was at the level of .4.456, 3.282, 8.577, 4.771, and 3.889, which it showed significant effect at the significance level of 0.001%. Second, as a result of the study of the effect on the organizational performance by the HRM practices of start-up firms, it is partly significant that HRM practices, recruitment, training development, reward management, and career development has a direct influence on the turnover rate. Third, management’s trust variable out of management’s traits factors doesn’t have a direct influence on the turnover rate and sale per person because of checklist excluding stakeholder’s one. As a result of the empirical analysis, the effect on the management’s trust variable to the turnover rate was the C.R. value of 1.601, which it showed non-significant effect. The other effect on the management's trust variable to the sale per person was the C.R. valuel of 0.383, which it showed non-significant effect also. Fourth, organizational performance, which is measured by turnover rate have a negative influence to financial performance which is measured by sales per person. As a consequence of the empirical analysis, the effect on the organizational performance to financial performance was at the level of -.2111, which it showed significant effect at the significance level of 0.001%. It has the mediating effect of HRM practices on the relationship between management's leadership and turnover rate. And it also has the mediating effect of management’s trust on the relationship between turnover rate and sale per person. 연구의 목적은 중소기업을 대상으로 조직성과에 미치는 경영자의 특성 및 인적자원관리 개별활동의 직접적 효과, 간접적 효과 행태를 분석하는 것이다. 본 연구의 표본기업은 지방 중소기업 414개사를 대상으로 하였으며 수집된 자료는 구조방정식 모형을 활용하여, AMOS(Analysis of Moment Structure) 18과 PASW(Predictive Analytics Soft Ware) Statistics 18 패키지 프로그램을 이용하여 통계처리 하였다. 이상에서 논의된 내용을 종합하면 다음과 같다. 중소기업에서의 경영자의 리더십은 충원, 교육 훈련, 성과평가, 보상 및 유지, 경력개발의 다섯 가지 인적자원관리 개별활동 모두에 영향을 미치고 있는 것으로 나타났다. 이들 개별활동중 성과평가를 제외한 나머지 네 가지의 활동은 이직률에 부(-)의 영향을 미치고 이직률은 1인당 매출액에 부(-)의 영향을 미친다. 한편 경영자의 신뢰성은 이직률이나 1인당 매출액에 유의적인 영향을 미치지 않는 것으로 나타났는데, 이는 신뢰성을 구성하는 평가항목 체크리스트가 내부적인 이해관계자에 대한 항목은 1개인반면 외부 이해관계자에 대한 항목이 3개가 되는 것과 연관이 있어 보인다. 경영자의 리더십은 이직률에 직접 영향을 미치는 직접효과와 인적자원관리 개별활동을 경유하는 간접효과가 발생하게 되며, 경영자의 신뢰성은 1인당 매출액에 대한 직접효과와 이직률을 거치는 간접효과를 보여준다

PCO의 동종업계 및 타 업계 이직 결정요인과 이직률 감소방안에 대한 탐색적 연구: 재직자와 구인자의 인식 차이를 중심으로

진선미,윤영혜,김미성 사단법인 한국비즈니스이벤트컨벤션학회 2023 이벤트 컨벤션 연구 Vol.19 No.3

Purpose – This study was conducted to find out the determinants of turnover and ways to reduce turnover of the PCOs. Design, data, and methodology –In order to achieve the research goal, surveys and interviews were conducted targeting current employees and recruiters. In the survey, exploratory research was conducted on the priorities of turnover determinants and ways to reduce turnover, and interviews were conducted to confirm and understand them in depth.. Result – As a result, it was found that there were some differences between job seekers and recruiters in determining factors for turnover and ways to reduce turnover. In addition, there were some differences between the same industry and other industries. Conclusions – The results offer some insights for the convention industry. Practically, it suggests the ways to reduce PCO’s turnover. Academically, it presents the main determinants of turnover that can be used for the studies which related with PCO’s turnover.

보건의료 전공 졸업생의 첫 직장 이직률과 이직 영향요인

김예리(Yeri Kim),조은(Eun Cho) 대한약학회 2019 약학회지 Vol.63 No.2

The purpose of this study was to understand the work difficulties of newly graduated health care providers. We investigated the first job turnover rates of new healthcare professionals according to majors and examined the predicting factors related to the employee turnover. Using Graduates Occupational Mobility Survey 2010 (2010GOMS) database, the first workplace turnover rate was analyzed. Including 215 newly graduated, we conducted a survival analysis for majoring in pharmacy, nursing, medicine, dentistry, and Korean medicine. Also, applying Kaplan-Meier analysis and the log-rank test, investigated the entire first turnover rate and compared it among the five majors. To select the predictors influencing the job turnover, we utilized Cox proportional hazards regression. During 43 months of investigation period, 45.1% of newly graduated health care providers were in their first workplace. The proportion of working in their first workplace in first, second, and third years was 71.6, 62.3, and 51.5%, respectively. Log-Rank test results showed significant differences between each majoring graduates survival curves (p<0.001). Among the five professionals, the turnover rate of pharmacists was the highest (85.4%). Moreover, earlier than other professionals, half of the new pharmacist leaves their first workplace at 20 months. Multivariate Cox regression results demonstrated the size of the workplace (HR=2.0, p=0.003) and satisfaction with job security (HR=0.7, p<0.001) were factors affecting the turnover. (-2LL=1134.6, Δχ2=57.6, p<0.001). We suggest that long-term workforce management strategies should be implemented to minimize the personal, social and economic losses due to high turnover rates of new pharmacists.