직업재활시설 종사자의 이직결정 요인에 관한 연구

Abstract

The purpose of this study is to analyze factors affecting turnover decisions of vocational rehabilitation counselors focused on their personal perspectives to provide better vocational counselling services. To accomplish this purpose, factors affecting turnover decisions of vocational rehabilitation counselors and factors affecting turnover decisions based on their demographic characteristics are used in this study as an analytic framework targeting a group of nation-wide employees of rehabilitation facilities for people with disabilities. Results of individual analysis issues are as follows. First of all, the most influential variable on turnover decisions among the organizational characteristics is an organizing system followed by inappropriate compensation and company culture. And the most influential variable affecting turnover intention among job characteristics is job insecurity followed by job demands. And in case of turnover flexibility, alternative job perception turns out to be the foremost influential variable affecting turnover decision followed by job-search activity. Secondly, as for the differences on turnover decision factor according to demographic characteristics are, most of all, that male employees has stronger turnover intentions than female employees. Regarding age, the age of 40s shows the highest turnover intentions and their decisions are promoted by relations-conflict factors involved with their bosses or fellow workers. In respect of level of education, college or university graduates have more tendency to change jobs on account of relations-conflict factors with their bosses or fellow workers than postgraduates. As for marital status, singles display higher tendencies toward turnover decisions than the married. Finally, regarding position, a director shows higher turnover decisions affected by a relations-conflict and job-demand factors than a chief of bureau or a school teacher. Suggestions to prevent vocational rehabilitation counselors’ turnover decisions in their personal perspective based on the above conclusions are as follows. First of all, there is a need to redesign a organizing system such as personnel affairs system or job support and work aid. In additions, an appropriate compensation and flexible company culture should be achieved in the work place. Furthermore, there are needs not only to have devices that can improve work conditions or future stability of work but also to properly distribute and allot employees’ workloads. Secondly, there is a need to take prior considerations for male employees than female employees, at the age of 40s, with college or university graduates who are married. and to prevent the turnover decisions of a director of vocational counselling facilities, conflicts between a director and the board of directors of a company or junior staffs should be resolved and a set of specific responsibilities of a director should be established.