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템플스테이 종사자의 이직의도 영향요인에 대한 중요도와 만족도=Importance and Performance of the Factors Affecting Turnover Intention of Templestay Employees |
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| 著者 |
조기룡 (著)=Cho, Ki-ryong (au.)
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| 掲載誌 |
불교학보=佛教學報
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| 巻号 | v.69 n.0 |
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| 出版年月日 | 2014.09 |
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| ページ | 169 - 195 |
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| 出版者 | 동국대학교 불교문화연구원=Institute for Buddhist Culture |
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| 出版サイト |
https://abc.dongguk.edu/kbri/
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| 出版地 | Korea [韓國] |
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| 資料の種類 | 期刊論文=Journal Article |
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| 言語 | 韓文=Korean |
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| ノート | 저자정보: 동국대학교 불교학술원 교수 |
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| キーワード | 템플스테이=templestay; 근무환경=working environment; 이직의도=turnover intention; 중요도=importance; 만족도; 중요도-만족도 분석; performance; IPA |
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| 抄録 | 본 연구에서는 템플스테이 종사자가 이직을 고려할 때 우선적으로 영향을 미치는 요인이 무엇인지를 파악하고, 각 요인별로 IPA기법을 이용하여 중요도와 만족도를 측정하였다. 이직의도 영향요인으로 선행연구에서 제시된 직무 자체, 인간관계, 보수, 신분보장·복지후생, 근무조건, 사회적 인식을 추출하였으며, 각각의 영향요인별로 하위요인들을 설정하였다. IPA분석을 통해 나타난 결과를 보면, 유지 강화 영역인 1사분면에 속하는 요인으로 직무 자체와 관련해 ‘업무에 대한 만족감과 성취감’ 그리고 ‘자신의 지식과 경험의 활용’이, 인간관계와 관련해 전 항목, 특히 ‘업무담당자 간 인간관계’가 높게 나타났으며, 신분보장과 관련해 ‘합리적인 인사(임명과 해임) 절차’가 해당되었다. 중점 개선 영역인 2사분면에 속하는 요인으로 보수와 관련해 ‘업무량을 고려한 보수’와 ‘생활수준 유지를 고려한 보수’가, 근무조건과 관련해 ‘효율적인 업무운영시스템 구축’, ‘업무량을 고려한 담당자 수’, ‘명확한 업무와 역할의 범위’, ‘실제 업무 이외에 잡무의 정도’가 해당되었다. 점진 개선 영역인 3사분면에 속하는 요인으로 직무 자체와 관련해 ‘평생 직업으로 서의 전망’이, 복지후생과 관련해 ‘복지시설’과 ‘휴가체계’가, 사회적 인식과 관련해‘전문직으로서 사회적 인식’이 해당되었다. 그리고 지속 유지 영역인 4사분면에 속하는 요인으로는 보수와 관련하여 ‘학력·경력·능력을 고려한 보수’가 해당되었다.
In this study, the influential factors when templestay employees consider a career change were examined. Moreover, the importance and performance of each factor were measured using IPA techniques. As the influential factors for turnover intention, the job itself, human relationship, remuneration, status guarantee/ welfare, working condition, social recognition presented by the preceding researches were extracted, and the subordinate factors of each influential factor were established.
The results derived through the IPA analysis showed that, with regard to the job itself as a factor that belongs to quadrant 1, which is the maintenance and reinforcement domain, the results were high concerning the “job satisfaction and a sense of accomplishment” and “utilization of one's own knowledge and experiences”. With regard to human relationship, all items, particularly the “human relationship with persons in charge of tasks” were high. With regard to status guarantee, the “rational personnel (appointment and dismissal) procedures” was applicable.
With regard to remuneration as a factor that belongs to quadrant 2, which is the priority improvement domain, the results were high concerning the “remuneration in consideration of workload” and “remuneration in consideration of the living standard maintenance”. With regard to working condition, “the building of an efficient business operating system”, “the number of persons in charge based on workload”, “the clear scope of tasks and functions”, and “the degree of miscellaneous work other than the actual business” were applicable.
With regard to the job itself as a factor that belongs to quadrant 3, which is the gradual improvement domain, the results were high concerning the “prospect as a lifetime job”. Welfare, on the other hand, showed high results concerning the “the welfare facilities” and “the leave system”. With regard to social recognition, “social recognition as a specialized job” was applicable.
With regard to remuneration as a factor that belongs to quadrant 4, which is the continuous maintenance domain, “remuneration in consideration of education, career, and ability” was applicable.
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| 目次 | I. 서론 171
II. 이론적 배경 172
III. 연구설계 177
IV. 실증분석 179
V. 결론 190 |
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| ISSN | 12261386 (P) |
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| ヒット数 | 35 |
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| 作成日 | 2022.09.19 |
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| 更新日期 | 2022.09.19 |
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