사회복지기관종사자의 직무요구와 직무자원이 이직의도에 미치는 영향에 관한 연구: 직무소진의 매개변수를 중심으로 (A Study on the Effects of Job Demands and Job Resources on the Turnover Intention of Employees of Social Welfare Centers: Focusing on the Mediating Effect of Burnout)

서지정보

· 발행기관 : 한국정책과학학회
· 수록지 정보 : 한국정책과학학회보 / 24권 / 4호 / 81 ~ 107페이지
· 저자명 : 김영희, 이태근

초록

고령인구의 삶의 질을 제고하기 위해서는 사회복지기관 종사자의 직업에 대한 만족도와 동기부여가 중요하다. 이에 따라 종사자의 직무요구 및 직무자원이 직무소진을 매개하여 이직의도에 미치는 영향을 연구하였다. 실증연구와 문헌고찰, 그리고 면접조사를 병행하여 연구모형을 구성하였고, 구조방정식 모형의 분석으로 가설을 검증하였다. 연구결과는 첫째, 직무요구와 직무자원은 직무소진 시 대비기능을 수행하였고, 직무요구는 직무소진에 부정적이었다. 둘째, 간접경로로 직무요구는 역할과부하가 직무소진을 매개하여 이직의도에 영향을 미쳤다. 셋째, 하위 6개의 독립변수들 중에서 사회적 지원이 직무소진에 가장 큰 영향을 미쳤으며, 그 다음으로 자기효능감과 역할과부하의 순인 것으로 분석되었다. 이외에도 본 연구는 이직의도를 줄이는 주요한 방안들을 현실적인 접근을 통하여 제시하였다.

영어초록

Our society has faced a number of critical issues such as the increase of nuclear family, urbanization, aging society and so forth. Such transformation of the society demands a variety of government interventions and policies, especially for the elderly people. Accordingly, social welfare facilities for the elderly become more and more important. However, it would be true that many employees in the social welfare facilities are struggling with negative job attitudes including high levels of job stress, emotional instability, customer management, burnout and others.
Particularly in the social welfare area, the burnout of employees can play a critical role to understand their turnover intention. Thus, this study attempts not only to examine the impacts of job demands and job resources on turnover intention of employees in the social welfare facilities for the elderly, but also to investigate the effects of burnout as a mediator between the relationships.
With the theoretical background built on Job Demand and Job Resource model, this study sets research hypotheses. On the one hand, based on Job Demand model, this study assumes that role conflicts, role overload and negative customer relationship are independent variables that negatively affect burnout. On the other hand, self-efficacy, job autonomy, and social support are set as independent variables that have positive effects on burnout based on Job Resource model.
Data were collected by the self-administered survey from 652 employees who work for social welfare facilities for the elderly. After screening, 618 survey were used for data analyses. For the hypotheses tests, this study conducts structural equation modeling (SEM). The goodness of fits of the research model shows that the model fits the data well (GFI = 0.921, CFI = 0.956, RMSEA = 0.042).
The SEM results find that role overload and negative customer relationship in the Job Demand model have negative effects while self-efficacy and social support have positive effects on burnout. Concerning the relationship between burnout and turnover intention, the analytical result shows that burnout has a positive impact on turnover intention. With regard to the mediating effects, SEM analysis finds that the effects of role overload in the Job Demand model and self-efficacy and social support in the Job Resource model on turnover intention of employees of social welfare facilities for the aged are mediated by burnout.
Based on the statistical analyses, this study argues that social welfare facilities for the elderly should consider ways to reduce role overload and negative customer relationship that the employees perceive from their works, which can decrease burnout. Also, it is necessary that the management should understand how important self-efficacy and social support can be for the decline of burnout. Lastly, for the mediating effect, this study through SEM finds that the impacts of role overload, self-efficacy, and social support on turnover intention of the employees can be mediated by burnout.

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