고령화시대의 노인복지시설 종사자의 이직의도와 직무만족도에 관한 연구

Abstract

ABSTRACTS

A Study on Factors to Influence the Quit Intention and Job Satisfaction of Employees in Elder Welfare Facilitis.

Cho, Ki-Jeon Advisor : Prof, Chi, Kwang Soo, Ph.D. Department of Economics, Graduate School Chosun University

Korean society is aging at the fastest speed in the world, and the traditional family relationship has been disrupting rapidly. In this situation, the roles of employees in elderly welfare facilities are becoming more important. Generally many studies have researched organizational commitment and turnover intention, but there are few studies which have dealt with the organizational commitment and quit intention of servers employed in elderly welfare facilities. The purpose of this study is to inquire into the factors that have effect on the organizational commitment, job satisfaction and turnover(or quit) intention of employees in elderly welfare facilities. In order to achieve the purpose, the writer specified research hypotheses after reviewing the precedent studies. In order to collect data for testing the hypotheses, the writer investigated a good many elderly welfare facilities in Seoul-Gyunggi area and Gwangju-Junnam area. For the period from August 20, 2007 to September 25, 2007, the writer explained the purport of this study to the persons in charge of the elderly welfare facilities, and asked their help. 328 copies of questionnaire were collected out of 400 copies which had been distributed, the collection rate accounting for 82%. 8 copies, which were written improperly or with over-centralization tendency, were discarded, and 320 copies were used in analyzing data, the effective collection rate accounting for 80%. The data were analysed by means of SAS program and by the methods of frequency analysis, difference analysis, factor analysis, correlation analysis and regression analysis. The results of this study are summarized as follows: First, the result of correlation analysis of the data shows that organizational commitment, especially affective commitment and continuous commitment have statistically significant relation to extrinsic job satisfaction as well as intrinsic job satisfaction. The relationship between demographic variables and organizational commitment shows that married men who are well up in years have the relatively higher degree of organizational commitment. Therefore, depending on the condition of organization, personal variables can be used to enhance the degree of organizational commitment. Second, the result of regression analysis to get hold of the relative importance of variables influencing organizational commitment shows that intrinsic job satisfaction and wage satisfaction are, in general, important variables to influence the degree of organizational commitment, although there are some differences according to components of organizational commitment. Third, the result of factor analysis of the components of organizational commitment and turnover(or quit) intention shows that continuous commitment and normative commitment have statistically significant negative effect on turnover (or quit) intention, and affective commitment has negative effect, but it is not statistically significant. This study analyzes, centering on the variables of personnel and organization management, the determinants of organizational commitment, which are used as prior indicators to forecast morale, turnover rate, absence rate, will to work, etc., each one of which is meaningful to organization. Particularly this study analyzes the components influencing the organizational commitment and turnover(or quit) intention of the social welfare servers employed in the elderly welfare facilities, of which the results could give significant suggestions as to the management of personnel and organization to the persons who are in charge of running the elderly welfare facilities. Especially it should be taken into account the fact that the variables of intrinsic job satisfaction have important effects on organizational commitment and turnover intention. The levels of wage and welfare of employees in social welfare facilities including the elderly welfare facilities are low, and their length of continuous service is rather short. Considering the fact that social welfare facilities are, in general, run by juristic persons, and the most of their personnel expenses are dependent on the subsidies from local self-governing bodies, the working condition of the social welfare servers is hard to be highly improved. Improving their extrinsic job satisfaction such as wage, welfare and promotion might increase various costs, and causes diverse difficulties in managing the facilities. Therefore, it is necessary, by redesigning the jobs, to enhance the intrinsic job satisfaction such as task identity, pride in job, feedback and autonomy of social welfare servers so as to compensate for their low extrinsic job satisfaction, and to alleviate their turnover(or quit) intention.